(inc. Succession Planning)

What is it?

Once we’ve attracted the best, most talented, most compassionate people to work with us, we want to keep ‘em!

How will this look?

Retention means having a range of things that makes staying and working at CHFT a really attractive option.

Here’s some of the things that we’ll do:

  • Data – we’ll take a long, hard look at this. We’ve got loads of data and information for instance from the NHS National Staff Survey about how people feel about their work. We’ve also got stuff called stability rates and turnover rates, and some information on the reasons why people hand their notice in. We’ll have a good look at this. We’ll also plan in some conversations with people about what makes them have ‘itchy feet’ and think about leaving
  • Our new starters – we’ll talk to people who have recently started work with us. We’ll ask them what they liked about the Trust induction day and about how they were looked after by their new team mates, and what we can do to make this even better
  • Our policies – sounds dull doesn’t it?! Actually, they’re really important because policies are the formal guidelines as to how we do things around here. We’ll have a good look at the types of policies which can affect whether people choose to stay working with us. These are ones like our flexible working policy or our policy on special leave or retirement
  • Internal transfers – at the moment, nurses are able to transfer to another area of work within the Trust fairly easily. We’ll have a look at broadening this out to more of us, such as Allied Health Professionals and administration colleagues
  • Rewards & Recognition – You’ll find information on our events and activities on the Colleague Engagement recipe card but there are other things that help staff to stay with us such as really good NHS pension benefits, or discounts on computers or child care costs. We’ll review these to make sure that they are as good as they can be
  • Career Development – We want people to build a career at CHFT rather than feeling that they have to leave in order to get on. We’ll work at creating clear career paths. For instance it can sometimes be hard for Allied Health Professionals to step up to a more senior role. We’ll make sure that we have the right ‘rungs on the ladder’!
  • Succession planning – it’s really brilliant when good people get promoted but we often ask ourselves ‘who’s ready to take over their old job?  Who are my new starters or apprentices?  Who’s got loads of great experience?  Who might be thinking about retiring?  If we haven’t developed people and no one’s ready then we’re not really thinking ahead, are we?  This type of thinking and looking ahead to make sure your service is covered called succession planning.  In order to help your thinking and so that you can make plans for the future here’s a quick and easy succession planning tool for you to use to help you have conversations with your team about the future.  To help you understand different jobs a bit better we’ll be looking at opportunities for people to ‘shadow’ other colleagues too.
  • Looking after our doctors from overseas – we have loads of brilliant doctors who come from overseas. We need to look after them! Don’t forget, the NHS is unique to Britain so they might not be familiar with how we work. Also, our weather is cold, oh and, we talk funny in Yorkshire! We’ll start a support group to help and keep them with us. Watch the video here
  • Retention Direct Support Programme for Nurses – this is where a group of NHS Trusts get together and support each other with a plan of ideas and suggestions about how we can all keep good nurses working for us

Who is this for?

Some of these things are for anyone, and some of them are for specific groups of people such as doctors or nurses.

When will this be available?


As part of the recruitment strategy we’re working on most of this stuff already.

How do I find out more?

We want to keep good people at CHFT. There’s more information on retention on our intranet.

Find out more