Below are the frequently asked questions that we receive from organisations interested in hosting a Leadership Fellow.

If the FAQs do not answer your question or you would like more information then please contact the team at futureleaders.yh@hee.nhs.uk

Can fellows claim travel expenses?

Yes. The amount transferred to each employer is intended to cover salary and travel expenses in relation to the fellow’s work. This includes travel to meetings, FLP courses and other educational activities. Expenses should be discussed with and approved by the assigned Educational Supervisor.

Fellows may request additional funding for other courses and conferences from the Future Leaders Programme directly. If this is approved the Future Leaders Programme will pay costs directly. Please advise your fellow to see the "Information for Fellows" section of the website for more information regarding this.

Our trust has identified money to fund a fellow 100%, can they be part of the FLP?

We are happy to consider bids for 100% trust funded fellowship posts to be badged as part of the Future Leaders Programme and attend our courses and meetings. These should be submitted as part of our normal bidding process.

Please note your bid is unlikely to be accepted unless it contains the following elements:

  • Funded PG Certificate or equivalent
  • No clinical commitment
  • Clear plan for educational supervision and leadership development opportunities
  • Sign up to the FLP values
  • Start date with our existing fellow cohorts (First Wednesday August/February)

If your post does not meet these criteria to be badged as a Fellow on the Future Leaders Programme (e.g. Trust based fellow with clinical component/chief registrar), post holders are still welcome to attend our courses and meetings. 

How do I apply to host a Leadership Fellow?

Health Education England workign across Yorkshire and the Humber will call for bids approximately 8 - 12 months prior to the anticipated start date of the Leadership Fellow cohort. The bid process will occur annually, for fellwoship start dates in August and February. If an organisation wishes to bid for a Future Leaders Programme Fellow they must take part in the bid process. The invitation to bid for posts goes out to all Heads of School, TPDs, Directors of Medical Education and all previous supervisors. For future information on the recruitment process and timeline please see our recruitment page.  

Are these recurrent posts?

The funding for these posts is not recurrent and therefore an organisation should not assume that just because they have had a fellow in the past that they will get one again. The Future Leaders Programme will call for bids annually dependent on available funding. Every organisation that wishes to host a Leadership Fellow will need to submit a bid whether they have previously hosted a Fellow or not. 

What are the funding options?

Bids for Leadership Fellow posts are either:

  • funded 100% by Health Education England  or
  • funded 50% by Health Education England and 50% by an LEP or other organisation

Those posts which are 100% funded by Health Education England are expected to undertake work across the Yorkshire and the Humber region, or undertake work that will be disseminated across this geography.

Those posts which are 50% funded by Health Education England and 50% by the LEP can undertake work specific to that LEP, although LEPs are encouraged to share learning across the region where appropriate. 

Who can apply for a fellowship post?

The future leaders programme is a multiprofessional programme. It is important that the bid proforma and person specifications clearly state which healthcare professionals the post is aimed at. 

Junior Doctors

All trainees who hold an NTN in Health Education England – Yorkshire and the Humber, are at ST3 or above and have a satisfactory outcome at ARCP on the date that the post begins would be eligible to apply for the Future Leaders Programme Fellowships. GPVTS trainees may apply in ST2.

Nurse and AHP Fellows

Nurses and AHPs need to be employed in a clinical role, be in good standing with their employer, registered with the appropriate regulatory body and not be in a senior leadership position. Typically AfC band 6-7, however the FLP recognises that the appropriate time to develop leadership skills will vary between professions, and will consider fellowship posts outside this range on a case by case basis.

How does the bid process work?
  1. A call for bids is circulated by the Future Leaders Programme;
  2. Bids are submitted by host organisations;
    • School bids are 100% funded by Health Education England and work across the YH region;
    • LEP bids are 50% funded by Health Education England and work in the host organisation but require written confirmation from the host organisation's finance department that the LEP will be providing the other 50% of the finances;
  3. These bids are reviewed by a panel (whose membership includes a Lay Representative);
  4. Successful bidding organisations are notified;
  5. Successful posts are advertised by Health Education England on the future leaders pages of the website. 
  6. Applicants are interviewed and a successful candidate chosen;
  7. Successful candidate applies for OOPE (Junior doctor fellows only);
  8. Fellowship starts.
What does the judging panel look for in a bid?

The bid assessment too used to mark submitted bids is available here.

Excellent bids will contain: 

  1. Evidence of senior level buy-in to the post and to the project. We would expect this to be at Board level or equivalent. This does not necessarily have to include direct supervision by the Medical Director or Chief Executive for example, but bids with this level of senior support would be looked on favourably. We would expect to see some evidence that the Fellow would also be able to access relevant senior level meetings and shadow the organisation's senior team.  
  2. A project that includes sufficient leadership challenge but is also recognises that there may need to be some flexibility depending on the educational and developmental needs of the successful Fellow. The project itself is not the most important aspect of the leadership year, it is a vehicle that the Fellow can use to develop and practise leadership skills. An example could include a patient safety/quality improvement project which requires identifying and building relationships with partners and stakeholders across a health economy, negotiating with and influencing them to buy into the vision of the project to ultimately deliver improved outcomes for patients.
  3. A named educational supervisor and a clear description of the proposed supervision schedule with acknowledgement that this will vary between Fellows. It should be clear from the bid that the educational supervisor has time allocated to this role rather than it being something that is in addition to their existing responsibilities. We would expect that the educational supervisor is at an appropriately senior level within the organisation. Although this does not necessarily need to be the Medical Director or Chief Executive, bids with this level of senior support would be looked on favourably.
  4. Evidence that the post would encourage the Fellow to attend relevant activities. These would include being released to attend the Future Leaders Programme quarterly meetings, which act as an important networking opportunity and include an educational activity; the Future Leaders Programme induction which acts as an opportunity to meet the rest of their cohort and begin to build their network; the educational opportunities offered by the Future Leaders Programme, including media training, writing for publication and others; and release to attend and work on their Postgraduate Certificate.
What are the clinical responsibilities of these posts?

These posts have no compulsory clinical component and bids which include a compulsory clinical component will be rejected. Fellows may feel that they wish to maintain their clinical skills by undertaking locum work, however this should be agreed between the Fellow and the LEP once the Fellow is appointed.

What are the expectations of Health Education England – Yorkshire and the Humber?

Health Education England – Yorkshire and the Humber would expect Educational Supervisors to:

  • Work with their Fellow to identify their learning needs and objectives for the year
  • Support them in registering for a Postgraduate Certificate in a subject of their choice providing that the syllabus has a module with a significant leadership focus
  • Facilitate shadowing opportunities for their Fellow with the senior management team of the organisation
  • Support them in taking advantage of the educational and developmental opportunities provided by the programme where they are relevant to their learning needs and objectives, including:
    • A personality type assessment tool
      • A tool to help understand how and why people work in the way that they do; why this might not fit with the way that you work; and why people might make the decisions that they do.
    • Politics, Power and Persuasion
      • A course to explore the structure of the NHS, the commissioning process and the importance of considering partners and stakeholders in any decision. The course concludes with a full day role play of an emerging crisis within a fictional health economy.
    • How to write a paper
    • Media skills
    • Intellectual property rights 
    • Action Learning Sets
      • A method of working with colleagues in a safe environment to work through a problem so that you can better understand the deeper issues and therefore overcome or avoid them
    • Coaching
      • A method of supporting you to achieving a specific personal or professional goal. The programme will support a number of coaching sessions to help you to achieve your potential
  • Facilitate their participation in the network of Leadership Fellows in the region, including:
    • Allowing them to prioritise the bi-monthly meetings above other project/organisational activities. (dates are published 1 years in advance here)
    • Encouraging them to participate in the educational sessions linked to the quarterly meetings
    • Supporting the educational aspects of the quarterly meetings and promoting your placement and specialty by acting as a speaker if relevant
  • Support them in taking part in Health Education England – Yorkshire and the Humber ARCP appeals if they are interested and have the capacity
  • Share in the work that the Fellows are doing across the region by attending the Health Education England – Yorkshire and the Humber annual Future Leaders Conference
What do I need to do to put forward a bid?

If you are interested in putting a bid together you will need to: 

  1. Provide a completed bid proforma
  2. Provide written confirmation of the LEP portion of funding for bids which are 50% funded by Health Education England – Yorkshire and the Humber and 50% funded by the LEP
  3. Ensure that the Head of School/APD is the main applicant for bids which are 100% Health Education England – Yorkshire and the Humber/School funded
  4. Provide a job description
  5. Provide a person specification
  6. Provide a completed bid submission checklist
  7. Promote and advertise the bid, if succesfull, to potential applicants 
If we are successful, how should we advertise the post?

Health Education England will publish all fellowships on its website at on the recruitment pages. You will be responsible for disseminating information about your post to your school/organisation, and talking to interested candidates.

The strongest field of applicants for recruitment tends to be generated where posts have been widely advertised through presentations at training days and educational events.  You will be responsible for organising this form of advertising.

When does the Fellow start?

There is only one bidding round for posts.

Entry to the fellowship programme is biannual, in February and August. This is so that the majority of Fellows can meet at their Future Leaders Programme induction and identify other members of their cohort. This is essential for peer support between fellows.

Fellowships last for one year, but can be extended on a case-by case basis. This will typically occur due to parental leave or where further development of a project will significantly contribute to the development of a fellow.

If you are unsucessful in recruiting to the Fellowship post within the financial year, the bid will have to be resubmitted at the next round.

Can Less Than Full Time (LTFT) trainees apply for a Leadership post?

Health Education England are keen to support the development of leadership skills across all of its trainee workforce, and welcomes applications from LTFT candidates. Early discussions around whether the content of the post would lend itself to less than full time working are advised.

All leadership posts are funded for 12 calendar months only, irrespective of the post holders working pattern.

Our current Fellow would like to extend their Fellowship, how do they do it?

Future Leaders Programme Fellows are required to obtain formal approval from the Postgraduate Dean (PD) or their deputy (DPD) to extend Future Leaders Programme posts.  Extension of a Future Leaders Programme post is only available to those trainees who are currently occupying a Future Leaders Programme post. The guidance and application form relating to the extension of Future Leaders Programme posts can be found here.

Applications should be sent directly to Mr Jon Hossain (Deputy Postgraduate Dean) and copied to futureleaders.yh@hee.nhs.uk



Advice to supervisors and fellows - what does good look like?

We have developed some ‘top tips’ for successful fellowships based on past evaluation of the programme and projects by fellows. This may be particularly useful as many supervisors are hosting a fellow for the first time, and fellows often don’t know what to expect from a year which is very different in nature to their usual clinical working patterns.

  • Have a project specific induction - Ensure that fellows and supervisors meet to establish the remit and purpose of the project and consider early what the measures of success will be.
  • Establish learning outcomes and a PDP, possibly at the project induction
  • Ensure you have regular supervision meetings – fellows feel better supported who meet regularly with their supervisors, which has been linked to better satisfaction and productivity during the year. Ensure that supervision focus not only on the project, but also on the fellows personal development.
  • Look for other sources of support – In addition to their supervisor, fellows should be encouraged to seek out mentors or other sources of supervision. This is particularly the case when the clinical background of the fellow differs from their supervisor.
  • Ensure board level buy in – It is the fellows responsibility to ensure that the board of their organisation are aware of and support their project, however this can be significantly facilitated by supervisors who have  made the board aware of the fellowship and project in advance.
  • Chief executive introduction – To improve the profile of the fellow and their project it is important that the fellow meets with and discusses their plans with the chief executive of their organisation at an early stage. Fellows should be encouraged to organise such meetings early on in their year.
  • Have appraisal meetings / 360 – having appraisal meetings is important for the fellows development. There is funding available for fellows to make use of appraisal tools such as Leadership Academy's  360 tool, and it is strongly advised that fellows make use of this facility in the latter part of their year.
  • ARCP – On returning to programme all fellows should have an ARCP appraisal by their home school. Fellows should pre-empt and prompt this to happen.
  • Consider how you will promote your/your fellows work. The average fellow produces 2 posters, 1 publication and gives 1-2 oral presentations over the course of the year. Keeping this in mind early on may help to set the right tone and pace for the year, and ensure that fellowships are challenging and productive. There is a ‘writing for publication’ course available to fellows which we highly recommend they go on, particularly for non-academic trainees.
Advice to educational supervisors: Can my fellow undertake locum work whilst a fellow?

Fellows must be mindful of the fact that they are employed to undertake a fellowship and that is their primary responsibility.  It is not permissible to undertake any other form of employment during normal hours of work.  Normal hours of work should be clarified at the outset of the year with an Educational Supervisor.  

Some fellows express concern at spending a year away from clinical work and may wish to take steps to mitigate this concern and maintain their skills, e.g. through locum employment.  Locum activity is permitted as long as it is undertaken in the fellows’ own time, i.e. during evenings, weekends or annual leave.  Locums must not interfere with a fellows’ ability to carry out the duties of their fellowship role. 

Undertaking additional/alternative employment during normal work hours of a fellowship is fraudulent behaviour and fellows doing so may be subject to disciplinary procedures by their employer, Health Education England and their professional regulator.

Fellows must declare all locums undertaken on their Form R as this is the formal record of their whole scope of practice.