SARD Consult

We Start
by Listening.

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SARD Consult. We Start by Listening.

Do you have the right clinical capacity in the right places?

SARD Consult is workforce consultancy for NHS Trusts. We work out how much clinical time each service needs, compare it with what is in your job plans, and help you act on the gap.

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Questions your board is already asking

Most Trusts hold the data to answer these. Few have the time, or an independent view, to put it together.

Do we have enough consultants for the demand?

We model demand and capacity service by service, so you see where time is short and where it is not.

Should we recruit, or reallocate?

We show whether the answer is more people or better use of the time you already fund.

Are our theatres and clinics used well?

We compare planned sessions with what actually runs, and show what is lost to cancellations and gaps.

Do our job plans reflect the work?

We check plans against activity and demand, and help you move sign-off from a paper exercise to a planning tool.

Are we paying for clinical time we cannot see?

We show where funded time goes, so you can tell what is delivering care and what is not.

How do we plan for next year's demand?

We project the demand ahead and show what capacity each service will need to meet it.

How it works

A short, structured programme. You keep your current job planning system. We work with the data you already have.

Listen

We meet your executives and service leads to understand your priorities and where it hurts.

Diagnose

We review your job plan, activity and demand data and identify the gaps and data quality issues.

Present

Our specialists present and explain the findings. They then show you possible next steps.

Act

We agree a plan, then support policy, training and rollout so the change lasts.

What you get

Plain outputs that executives and clinicians can both read.

Demand and capacity by service, with the gap shown clearly
Consultant time needed compared with time in job plans
Theatre, outpatient and ward analysis where relevant
A prioritised list of opportunities, with the case for each
A clear, consistent job plan language across your Trust
A practical job planning policy people actually use
Training for clinicians, managers and executives
A walk-through with our specialists, not just a document

Results

Real work with NHS Trusts. Add two or three approved examples here, with a number where permission allows.

SARD Consult resources

Achieve lasting change and optimal workforce performance.

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FAQ

What happens after the programme ends?Mariah Young2026-11-09T13:09:16+00:00

What happens after the programme ends?

You keep the analysis, the policy and the trained staff. We can continue to support you if you want us to.

Is this a one-off, or annual?Mariah Young2026-11-09T13:09:13+00:00

Is this a one-off, or annual?

Either. Many Trusts start with a diagnostic and then repeat it each planning cycle.

How do you get doctors to engage?Mariah Young2026-11-09T13:09:08+00:00

How do you get doctors to engage?

Our specialists are medical workforce practitioners. They present findings to clinicians directly, in their language, and involve them in the plan.

Do we need a job planning system in place?Mariah Young2026-11-09T13:09:00+00:00

Do we need a job planning system in place?

No. The diagnostic works with the data you already hold, from whichever system you use.

Is Workforce Optimisation an annual process?Daisy Lucas2024-09-25T09:50:49+01:00

Is Workforce Optimisation an annual process?

No. We are not an outsourcing company. Our goal is to listen to your desired outcomes, accelerate your progress, and leave you in a position to maintain that advanced level into the future, with legacy tools and expertise in place. Additional support and training would then be available through our SARD Academy Service, if needed, for new starters or other requirements.

How do you get doctors to engage in the process?Daisy Lucas2024-09-25T09:51:03+01:00

How do you get doctors to engage in the process?

As part of our programme, doctors are able to clearly see the benefits of job and workforce planning across their specialty and understand how this data can be compared to demand data within our tools. We can then demonstrate why it’s such an essential part of the process. Additionally, we make the processes for the doctors as straightforward as possible without compromising on data quality.

Is Workforce Optimisation a ‘one size fits all’?Daisy Lucas2026-02-24T13:04:31+00:00

Is Workforce Optimisation a ‘one size fits all’?

No. We start by listening. We recognise that every Trust is unique, so our Workforce Optimisation service is highly customisable, with a range of different services depending on what is required. We work closely with each Trust to tailor our approach, ensuring you reach the desired outcomes at a pace that suits you.

Do we need to have a Job Planning system in place?Daisy Lucas2024-09-25T09:51:12+01:00

Do we need to have a Job Planning system in place?

Yes, the Trust does need to have a job planning system in place. SARD can provide an industry-leading job planning system as part of our programme if required. However, if the Trust already has a system under contract or one that is widely adopted, there is no need to switch suppliers to use our Workforce Optimisation services as they are entirely system agnostic.

What happens after the programme ends?Mariah Young2026-02-24T13:08:15+00:00

What happens after the programme ends?

We don’t disappear, but we don’t create dependency either.

Our goal is to leave you with a stronger framework, clearer data, and teams who understand how to use it. We provide structured handover, documented outputs, and practical tools so your organisation can repeat the process year after year. Ongoing support, refresher training or specialist input is available if and when you need it.

What kind of results can we expect?Mariah Young2026-02-24T13:08:19+00:00

What kind of results can we expect?

You can expect clarity.

Our approach connects job planning data with demand, helping you see where capacity aligns well and where it doesn’t. This supports safer workforce decisions, clearer recruitment planning, and more confident conversations at Board level. Many Trusts also identify opportunities to release capacity or redesign services based on evidence rather than assumption.