Rachael Tyler, Programme Director

Judges’ view
Truly innovative: the only HR Development Programme of its kind which has been led from the service up. Addressed an urgent business need looking at the number of suitably qualified applicants for senior HR roles. Programme could be extended across the country. Particularly liked the unique way the programmes  encompassed equality, diversity, and inclusion in developing BAME leaders.

ASPIRE is a  five year programme of innovative and inspiring development initiatives to identify and develop aspiring HR/OD Business Partners and Deputy Workforce Directors. There were Deputy HR Director vacancies and the calibre of internal applicants was poor. Trusts were unable to attract internal ‘ready now’ HR Business Partners. This led to the view that the HR profession should be leading the way in talent management and development of its own staff. The programme comprised:

  • Three ASPIRE Deputy Director Development Programmes each lasting 8 months
  • Establishment of an aspirant Deputy Director talent pool for senior HR/OD leaders with the potential to become a Deputy Director over a three year timescale.
  • Three ASPIRE Business Partner Development Programmes.

Key points

  • Programme provided  rich talent pipeline of skilled and talented HR and OD professionals, confident to achieve their potential and their career ambitions
  • Design, commissioning and evaluation of the programme has been key to success with excellent delivery partners
  • Engagement of HR/OD community in supporting different aspects of the development process such as mentoring and participating on selection panels
  • Emphasis on encouraging BAME HR/OD leaders to apply for the programmes critical to support the profession to become more diverse.

Highly Commended

Clinical Fellowship Programme:
Royal Wolverhampton NHS Trust

The Trust has an established Clinical Fellowship Programme comprising 225 doctors and 204 nurses, currently with 375 doctors and 355 nurses having been part of the CFP over the past 5 years. Previously the Trust was reliant on locum agencies. Traditionally middle grades have been hard to recruit and there was a large attrition rate among the nursing group. In order to retain clinical staff and enhance experience,  range of innovative education elements were introduced. Success can be demonstrated by the fact that there is a waiting list to join CFP.

Judges’ view

Loved that it was aimed at non-training medical staff who can be a highly isolated group, and was multi-disciplinary. Very impressed it had been running since 2016 and so was sustainable initiative that could be replicated in other Trusts.


Sarah Birchall Clinical Fellowship Programme Manager

Improving PMVA restraint training to benefit patient care and save lives
Gateshead Health NHS Foundation Trust

This shows strong partnership working between two organisations Gateshead Health NHS Foundation Trust (QEH) and Queen Elizabeth Facilities (QEF) and the BAME staff network with potential to improve patient care. Following the death of George Floyd, QE Gateshead worked in partnership with QEF and their BAME network to improve their restraint training to recognise how cyanosis (changes in skin colour) presents in darker skin pigmentation when a person’s breathing becomes obstructed, benefitting patient care and saving lives.

Judges’ view

Innovative and timely. Recognised the absolute value of this work to the NHS and also the possibility of sharing the work with the police, prisons and so on.


Marceline Ndam, Chair BAME Staff Network

Rob Stead, Security & Facilities Support Manager

Chris Purcell, Deputy Security Manager & PMVA Tutor

Lisa Crichton-Jones

Executive Director of People and OD Organisation

Anthony Robson, Managing Director, QE Facilities


The role of the Clinical Education team in the fight against COVID -19
London North West University Healthcare NHS Trust

The clinical education team had to prioritise and adapt to new ways of working to support frontline staff. This included delivering numerous training sessions on PPE, upskilling redeployed nurses, creating remote training packages and offering restorative supervision to support staff wellbeing.They offered support to staff experiencing high levels of anxiety and fears. They trained staff to ensure personal safety, safe practice and the delivery of high quality care to patients. They also modernised the way in which training is delivered using e-learning platforms, social media and video conferencing.

Judges’ view

An innovative solution for a Trust who found itself at the front of the front line for COVID. Particularly interested in that the work included restorative supervision.


Sharin Baldwin,  Clinical Academic Lead

Goretti Dowdican- McAndrew,

Head of multi-professional development

Caroline Foley, Pre-registration and Capital Nurse lead

Tracey Coyne, Service and practice development facilitator

Patricia Kelly, Service and practice development facilitator

Farouk Lalljee, Service and practice development facilitator

Amy Clark-Maxwell, Service and practice development facilitator

Teresa Ellis, Service and practice development facilitator

Francoise Naick, Service and practice development facilitator

Ralph Schafer, HSW apprentice lead/apprenticeship lead

Hellen Abidoye, Clinical Practice Facilitator

Angelyna Peters, Clinical Practice Facilitator

Sandra Ositelu, Clinical Practice Facilitator

Fenoj Leslie, Clinical Practice Facilitator

Christina Ward, International nurse lead;

Naina Garara,

Nursing Associate Apprenticeship Co-ordinator / Post Reg Co-ordinator

Bambi Gami,

Widening Participation Lead (Apprenticeships, Work Experience, Supported Internships)

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