For NHS Trusts · Beta Programme 2025

Unlock the value
in your clinical workforce.

ClinicalPlan combines workforce intelligence with OD and leadership development — giving NHS Trusts the data, the conversations, and the culture change to build a more empowered, productive consultant body.

Workforce intelligence platform
OD & leadership development
Measurable return on investment
Illustrative return · 250-consultant Trust
Elective capacity recovery
£480k
Identifying & recovering 15% underutilised theatre PA capacity across two surgical specialties — 320 additional day cases per year at average tariff.
Reduced locum spend
£220k
Better on-call visibility and vacancy impact planning reduces reactive locum bookings by 12% on a £60m consultant pay bill.
Clinical time recovered
0.5 PA
Per consultant per week freed from avoidable administrative burden — job plan chasing, rota gaps, manual reconciliation. At scale, this is material.
Business case acceleration
Days → Hours
Clinical Directors build workforce business cases with live PA and activity data rather than constructing the evidence layer from scratch each time.
What We Offer

Two things that work better together.

The platform gives you the data. The OD work turns that data into lasting cultural and leadership change. Neither is as powerful without the other.

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
  • Culture diagnostic — where is consultant engagement at risk, and why
  • Supporting consultants to lead service development with their own data
  • Connecting individual contribution to organisational purpose
Why It Matters

Three things most Trusts
can't currently do.

01
🔭
See the whole picture
Most Trusts manage consultant job plans as individual documents with no aggregate view. ClinicalPlan gives Medical Directors and Finance Directors a real-time picture of what the collective workforce is doing — and how it maps to the clinical activity the hospital actually sees.
02
💬
Have better conversations
When job planning is evidence-based, the conversation between a consultant and their clinical manager shifts from adversarial to collaborative. Consultants who feel their contribution is understood and fairly recognised are more engaged, more productive, and less likely to reduce sessions or leave.
03
📐
Plan with confidence
Business cases for new posts, responses to elective backlog pressure, decisions about service reconfiguration — all of these are better when you have 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.

ClinicalPlan is not a cost — it's an investment with a measurable return. Here are the four financial levers, with illustrative figures for a 250-consultant Trust.

Elective recovery
£480k
Recovering 15% underutilised theatre PA capacity across surgical specialties — generating ~320 additional day cases at average national tariff of ~£1,500.
Basis: activity snapshot + job plan gap analysis
Locum reduction
£220k
12% reduction in reactive locum spend through better on-call coverage visibility and vacancy impact planning. On a £60m consultant pay bill, locums typically represent 3–5%.
Basis: NHS Improvement reference cost benchmarks
Admin time recovered
£180k
0.5 PA per consultant per week freed from avoidable administrative friction — job plan chasing, manual reconciliation, rota gap queries. Valued at consultant pay rates across 250 WTE.
Basis: 2024 consultant pay scale + PA valuation
Retention value
£500k+
Replacing one consultant costs an estimated £250–500k in recruitment, locum cover, and lost productivity. Improved engagement measurably reduces attrition risk.
Basis: NHS Long Term Workforce Plan cost modelling
Figures are illustrative, based on published NHS benchmarks. Actual return will vary by Trust size, specialty mix, and baseline position. We work with you to build a Trust-specific ROI model.
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
  • Specialty-level insight to have informed conversations with Clinical Directors
  • OD programme to develop clinical leadership capability alongside the data
Live Platform Demo

This is what your Trust could look like.

Fully interactive — click through the views below. Dummy data for illustration.

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 2025). 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 →
PK
Prof. P. Kumar
8.5 DCC · 1.5 SPA
● Agreed
SJ
Dr. S. James
8.5 DCC · 1.5 SPA
● Agreed
LM
Dr. L. Mehta
6.5 DCC · 0.8 WTE
◐ Draft
RO
Dr. R. Osei
8.5 DCC · 1.5 SPA
✕ Overdue
Trust/All Consultants
Medical Consultant Workforce
214 consultants · All specialties · 2024/25
ConsultantSpecialtyWTEDCC PAsSPA %On-callStatus
Prof. P. Kumar
Cardiology		Medicine1.008.515%T2● Agreed
Mr. D. Achebe
Gen. Surgery		Surgical1.009.514%T1● Agreed
Ms. F. Nkemdirim
T&O		Surgical1.008.515%T1◐ Draft
Dr. R. Osei
Cardiology		Medicine1.008.515%T2✕ Overdue
Trust/Cardiology/Prof. Kumar
PK
Prof. Priya Kumar
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
What Leaders Say

The questions this answers.

★★★★★
"We spend over £65 million a year on consultant pay and we genuinely couldn't tell you, trust-wide, whether that workforce is deployed against our biggest clinical priorities. That's the problem this solves."
Finance Director · Large NHS Foundation Trust
★★★★★
"The job plan conversation has historically been adversarial. What we need is a tool that makes it transparent and fair — so consultants feel their contribution is recognised, not audited."
Medical Director · Teaching Hospital
★★★★★
"When I need to build a business case for a new post, I spend two weeks gathering data that should take an afternoon. If I could do that in hours I'd be putting cases forward that are currently not getting made."
Clinical Director · Surgical Directorate

Quotes are illustrative composites from discovery interviews. Not attributed to specific individuals.