SARD Consult

We Start
by Listening.

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SARD Consult. We Start by Listening.

Book a discovery meetingBook a discovery meeting

Download BrochureDownload Brochure

Book a discovery meetingBook a discovery meeting

Download BrochureDownload Brochure

Our Approach:

Listening

We start by listening to your specific needs and challenges to tailor our solutions effectively.

Engagement

Simplifying and standardising workflows to improve operational efficiency.

Consistency

Implementing robust systems that ensure accuracy and dependability.

Oversight

Providing comprehensive insights for better decision-making and oversight.

Productivity

Engaging your team to secure their commitment and support.

Sustainability

Equipping staff with the skills needed for long-term workforce management success.

Case Studies

Case Study: Transforming Workforce Planning at Countess of Chester

At Countess of Chester, we helped transform job planning for 288 senior doctors. Compliance rose from 18.5% to over 97%, creating consistency, engagement, and clearer oversight of clinical time. The result: safer staffing, stronger services, and a sustainable framework for tackling backlogs and improving patient care.

Case Study: Aligning Capacity and Demand in CAMHS

The CAMHS department needed to allocate additional resources to meet the demand for clinical administration and review Core SPA allocations to ensure fairness. By aligning these resources with demand through careful planning, the department was able to significantly enhance service delivery and improve overall operational efficiency.

Improving Workforce Planning

Create a clear foundation for job planning.

We work with you to review, refine or build a job planning policy that reflects how your Trust operates.

The result is a policy that is practical, understood, and actively used — not just a document on a shelf.

Simplifying and standardising workflows to improve operational efficiency.

We system agnostic diagnostic assessment reviews your existing job planning data, from your current system. We identify gaps, highlight inconsistencies, and assess data quality giving you a clear picture of where you are now, with practical recommendations for improvement.

Speak the same language across your Trust.

We standardise job planning terminology across both DCC and SPA activity, covering Acute and Mental Health services. By removing duplication and ambiguity and aligning activity descriptions across specialties, we enable clearer reporting, better benchmarking, and more consistent workforce insight.

Build confidence and capability.

We deliver structured training for clinicians, managers, and executives to ensure job planning is understood, valued, and used effectively. The aim is simple: better engagement, stronger data, and sustainable improvement.

SARD Consult resources

Achieve lasting change and optimal workforce performance.

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FAQ

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.