For NHS Trusts · In beta with our first partner Trusts

Build high-performing teams
and deliver value through job planning.

Job plans sit as individual documents. Activity data sits somewhere else. Consultants are around 4% of your staff but roughly 15% of your wage bill, and the spend leaders have least visibility over.

ClinicalPlan brings the two together. It manages consultant job plans, links them to real activity data, and shows how each service uses its senior clinical time and how it compares with peers, so your leaders can have better quality development and planning conversations.

Job planning & workforce data platform
OD & leadership development
Benchmarking against peer services
How the return builds · illustrative, mid-size Trust
Elective capacity recovery
£300–500k
Surfacing underutilised theatre and clinic capacity so it can be recovered - additional day cases and outpatient throughput at national tariff.
Reduced locum spend
£150–250k
Better visibility of on-call cover and vacancy impact reduces reactive, premium-rate locum bookings.
Clinical time recovered
~0.5 PA
Illustrative time per consultant per week that better data and automation could free from job-plan chasing and manual reconciliation - sized with your data during the beta.
Business cases
Days → hours
Clinical Directors build workforce cases from live PA and activity data, instead of rebuilding the evidence base from scratch each time.
What We Offer

Two things that work better together.

The platform gives you the picture. The leadership work turns that picture into change. The data on its own changes very little; what moves the dial is the conversations it makes possible.

01
SaaS Platform
Workforce intelligence & job planning
A live, aggregated view of your consultant workforce - what they're contracted to do, what the hospital actually sees, and where the gaps and opportunities are.
  • Single trust-wide view of all consultant job plans and PA commitments
  • DCC PA ratios matched to OPD, theatre, day case and NEL activity by specialty
  • Benchmarking against peer Trusts and national medians
  • Annual review cycle management with automated deadline tracking
  • RTT risk flagging where capacity gaps threaten 18-week performance
  • Business case data layer - live PA and activity evidence at a click
  • ESR and PAS integration to keep data current without manual entry
02
OD & Leadership
Clinical leadership & cultural change
Job planning done well is a leadership conversation, not a compliance exercise. Our OD offer uses the data as the foundation for building a more empowered, engaged consultant body.
  • Leadership development for Clinical Directors and Medical Directors
  • Facilitated job planning conversations that build trust, not resentment
  • Using workforce data to set meaningful objectives - not just PA counts
  • Tracking whether leadership interventions actually shift how time is used
  • Supporting consultants to lead service development with their own data
Why It Matters

The gaps we hear about
in every Trust.

The picture
See the whole picture
Most Trusts hold consultant job plans as individual documents. There is no aggregate view. ClinicalPlan gives Medical and Finance Directors a live picture of what the workforce is contracted to do, and how that maps to the activity the hospital actually sees.
The conversation
Have better conversations
Evidence changes the tone. When job planning rests on real data, the conversation between a consultant and their clinical manager stops being adversarial. Consultants who feel their contribution is understood and fairly recognised are more engaged and less likely to reduce sessions or leave. Highly engaged teams are around a quarter more profitable than disengaged ones (Gallup, 2024).
The decision
Plan with confidence
Business cases for new posts. Responses to elective backlog pressure. Decisions about service reconfiguration. All of them go better with live workforce and activity data. ClinicalPlan turns the evidence-gathering step from a weeks-long exercise into something that takes minutes.
Return on Investment

The numbers that matter
to a Finance Director.

Now the money. There are four financial levers here. The ranges below are illustrative for a mid-size Trust, and we would build the real figures with your data before you commit to anything.

Elective recovery
£300–500k
Surfacing underutilised theatre and clinic capacity so it can be recovered - additional day cases and outpatient throughput, valued at national tariff.
Driver: activity vs job-plan capacity gap; NHS productivity gap (IFS 2025, NHS England 2023/24)
Locum reduction
£150–250k
Reducing reactive, premium-rate locum bookings through clearer on-call cover and vacancy-impact visibility, which add materially to consultant pay costs.
Driver: medical agency & locum spend baseline
Admin time recovered
£120–200k
Illustrative time freed per consultant per week from job-plan chasing, manual reconciliation and rota-gap queries, plus documentation time that ambient-voice tools can release - valued at consultant pay rates, and sized with your data.
Driver: consultant pay scale; ambient-voice time savings (GOSH/TORTUS NHS trial, 2025)
Retention value
£250–500k
Per consultant retained. Replacing one consultant costs an estimated £250–500k in recruitment, locum cover and lost productivity. Engagement reduces attrition risk.
Driver: NHS replacement-cost modelling; engagement-retention link (Gallup meta-analysis, 2024)
These are illustrative ranges, not a promise. They are grounded in published NHS evidence - the IFS and NHS England on the productivity gap, Gallup on engagement and performance, and the GOSH/TORTUS NHS trial on ambient-voice time savings - with the workforce-cost share (consultants around 4% of staff but roughly 15% of the wage bill) from our own analysis of NHS Digital data and trust accounts. Real return depends on your Trust's size, specialty mix and starting position, which is exactly what we'd model with you during the beta.
Who It's For

Built for the people who make the decision.

FD
Finance Director
Chief Financial Officer · Director of Finance
"We spend over £60m on consultant pay. How do I know we're getting the clinical output we're contracted for?"
  • Live view of contracted PA commitments vs actual activity volumes by specialty
  • Quantified capacity gaps and their financial cost in unrealised elective income
  • Locum spend driver analysis - where are gaps avoidable and where aren't they
  • Business case data to support investment decisions on new posts or service changes
  • Benchmarking against comparable Trusts on workforce productivity metrics
MD
Medical Director
Deputy MD · Chief Medical Officer
"I want consultants to be motivated partners in how we run this Trust - not feel like their time is being policed."
  • Job planning as a leadership tool, not a compliance exercise - transparent, fair, evidence-based
  • Consultants can see how their contribution connects to patient outcomes and Trust goals
  • Governance oversight - review cycle compliance, escalation visibility, audit trail
  • OD programme to develop clinical leadership capability alongside the data
Live Platform Demo

An illustration of the platform interface.

Fully interactive: click through the views below. Illustrative data, with consultants anonymised.

clinicalplan.nhs / midlands-uhft / overview
ClinicalPlan
Midlands University NHS FT · 2024/25
Trust Overview
By Specialty
Consultants
Job Plan
Planning
◈ Trust Overview
◫ By Specialty
◯ Consultants
Job Plans
◪ Review Status 7
◧ Pending Approval 12
Trust Workforce Overview
Medical consultant workforce · Job plan alignment · Clinical activity - Q3 2024/25
⚠ 7 consultants have overdue job plan reviews (deadline 31 Jan 2026). Action required.
Consultants
214
WTE: 198.4
Total PAs/wk
1,984
Contracted
DCC PAs/wk
1,687
85% - on target
Plans Agreed
87%
186 of 214
Alignment
74%
↓ 3pts vs Q2
Specialty Alignment - DCC PAs vs Activity View all →
SpecialtyDCC PAsActivityAlignmentStatus
Cardiology
Medicine		144.04,821
92%
● Aligned
Gen. Surgery
Surgical		178.22,104
71%
◐ Review
T&O
Surgical		150.81,892
58%
✕ At Risk
Neurology
Medicine		70.22,240
61%
✕ At Risk
Radiology
Diagnostics		134.411,402
95%
● Aligned
Trust PA Composition
1,984 PAs/wk · 214 consultants
OPD
Thtr
Ward
NEL
SPA
OPD 42%
Theatre 18%
Ward 12%
SPA 15%
Plan Review Status Manage →
Agreed & current186
Under review21
Overdue7
Trust/Cardiology
Cardiology
Medicine · 18 consultants · 144.0 DCC PAs/wk · ● 92% aligned
Consultants
18
WTE 16.8
DCC PAs/wk
144
85.7%
Q3 Episodes
4,821
OPD+NEL+DC
RTT 18-wk
94.2%
↓ 1.8pts
PA Ratios by Activity Type ▪ = national median
OPD - New outpatient2.8 PAs / 100 new
OPD - Follow-up1.1 PAs / 100 FU
Day case procedures6.2 PAs / 100 DC
Non-elective / on-call8.4 PAs / 100 NEL ↑
Note: OPD ratios near national median. NEL slightly above median - reflects rota intensity. No action required.
Consultants All →
A
Consultant A
8.5 DCC · 1.5 SPA
● Agreed
B
Consultant B
8.5 DCC · 1.5 SPA
● Agreed
C
Consultant C
6.5 DCC · 0.8 WTE
◐ Draft
D
Consultant D
8.5 DCC · 1.5 SPA
✕ Overdue
Trust/All Consultants
Medical Consultant Workforce
214 consultants · All specialties · 2024/25
ConsultantSpecialtyWTEDCC PAsSPA %On-callStatus
Consultant A
Cardiology		Medicine1.008.515%T2● Agreed
Consultant E
Gen. Surgery		Surgical1.009.514%T1● Agreed
Consultant F
T&O		Surgical1.008.515%T1◐ Draft
Consultant D
Cardiology		Medicine1.008.515%T2✕ Overdue
Trust/Cardiology/Consultant A
A
Consultant A
Cardiology · Interventional · 1.0 WTE
● Agreed - 14 Nov 2024Version 2
PA Summary
Total PAs
10.0
per week
DCC PAs
8.5
85% - on target
SPA PAs
1.5
incl. 0.5 leadership
On-call
Tier 2
1:8 non-resident
Fixed sessions
7
of 10 total
Addl duties
0.5
Clin. Director
Weekly Session Schedule
MON
TUE
WED
THU
FRI
AM
OPD New
Cath Lab
MDT
OPD FU
SPA
PM
Ward
Cath Lab
SPA Lead
HF Clinic
-
Objectives 2024/25
✓
Establish HF MDT - Complete
◐
Reduce N:FU ratio 1:4.2 → 1:3.5 - In progress
○
Publish TAVI pathway QI outcomes - Not started
Review History
Plan agreed - v214 Nov 24
Amendment - leadership SPA03 Sep 24
Plan agreed - v112 Nov 23