We’re thrilled to share that SARD and Countess of Chester NHS Trust have been shortlisted for the HSJ Partnership Awards 2026 in the category Staffing Solution of the Year.

Being shortlisted for the HSJ Partnership Awards is something we at SARD are incredibly proud of, but the real story sits behind the nomination. It’s about what happens when an NHS Trust makes the decision to act and is then given the clarity, support and practical tools to understand its true workforce capacity. 

The Countess of Chester Hospital NHS Foundation Trust wanted a complete reset. Job planning had become inconsistent, visibility was limited, and only a small proportion of clinicians had an agreed plan. Rising demand and increasingly complex patient needs made it clear that the Trust needed a fuller, more accurate picture of what its teams could realistically deliver. 

Working together, we delivered a Trust-wide job planning programme that engaged the full consultant and SAS workforce. Every job plan was rebuilt on accurate clinical activity, SPA requirements and working patterns. For the first time, the Trust could see its true consultant capacity in one place, specialty by specialty. 

That clarity unlocked the next stage. We built demand models for 18 core services, creating a meaningful comparison between planned capacity and what services actually need to deliver. What many NHS teams suspect, but rarely have the data to confirm quickly became visible: areas of pressure, areas of surplus, and where service redesign or rebalancing would have the greatest impact. This was reinforced by a structured diagnostic process and consistency panels that ensured fairness, transparency and clinician involvement throughout. 

Crucially, clinicians told us the process finally felt purposeful. They were listened to, supported and involved from start to finish. Engagement rose significantly, conversations improved, and job planning shifted from an administrative requirement to something meaningful and trusted.

The results speak for themselves. The Trust moved from NHS England attainment Level 0 to Level 3, placing it well above the national average, and now has a sustainable workforce framework it can maintain year after year. 

Being shortlisted is a celebration of this work, but the real win belongs to the Trust. They chose to take on a complex challenge, committed to the process, and created the conditions for lasting change. What they now have is a level of workforce clarity that supports safer staffing, better decision-making and a more sustainable future for services.

If you are curious about what this kind of insight might reveal in your organisation, we would be very happy to talk.

Disclaimer: This information is provided for general guidance only. It may not reflect the most up-to-date NHS policies or local Trust practices. Always refer to current NHS guidance and your organisation’s policies for definitive information.