Welcome! I’m Jerry Frempong, a UK-based career coaching professional with over 25 years’ experience, and I’m thrilled you’re preparing for your interview at Tameside & Glossop Integrated Care NHS Foundation Trust. In this blog post you’ll find a brief history of the Trust, followed by 30 fully-explained interview questions and model answers across a range of job roles. I’ll start each role with a paragraph explaining its importance, job description and typical salary, then cover opening questions and answers, competency questions with STAR-model structure, ending questions and answers, and finish with general interview coaching encouragement, do’s and don’ts, and how you can book an appointment with me for tailored coaching.

1. Brief History of the Trust

The Tameside & Glossop Integrated Care NHS Foundation Trust (TGICFT) originated as the acute services provider for Tameside and Glossop, operating from Tameside General Hospital in Ashton-under-Lyne. In 2008 it achieved Foundation Trust status and later evolved into an integrated care organisation, reflecting a strategy to bring together hospital, community and primary care services. The Trust serves a population of approximately 250,000 people across Tameside and Glossop and employs around 3,800 staff.  The “Why Work for Us” section highlights that the Trust is large enough to provide robust career and development support, and small enough to treat people as individuals. Its values emphasise compassion, accountability, respect and excellence. So when you walk into your interview you’re joining an organisation with a strong service remit, a community focus, and a commitment to staff development and inclusive culture.

Below, I’ve selected five typical job roles at the Trust. For each I describe the role, salary banding (as best as publicly available), and then deliver interview questions and model answers. You can adapt these for the exact role you apply for.

Role A: Healthcare Assistant (Band 3)

Importance of the role & job description & salary:
The Healthcare Assistant (HCA) role at TGICFT is vital because it supports direct patient care on wards or in community settings. HCAs deliver compassionate care, assist registered nurses, monitor patients, help with daily living activities, ensure patient comfort and report changes appropriately. According to job listings, the salary for Band 3 HCA roles at the Trust is in the region of £24,937 to £26,598 per annum.  This role is foundational: it ensures high-quality patient experience, supports the ward team, and frees registered staff to focus on more complex tasks. As such, your interview needs to show reliability, compassion, teamwork and effective communication.

Opening questions and answers:

1. Tell us a little about yourself and why you’re applying for the Healthcare Assistant role here at TGICFT.
   Answer: “Thank you for the opportunity. I’ve worked in care settings for the past two years, supporting patients with everyday needs and ensuring comfort and dignity. I’ve always been drawn to the NHS ethos of compassion and service, and when I read about TGICFT’s focus on patient-centred care and staff development I knew this was the right organisation for me. I’m particularly keen to bring my strong communication and teamwork skills into a role where I can make a difference daily.”

2. What do you understand about the Trust’s values and how they apply to this role?
   Answer: “TGICFT lists compassion, accountability, respect and excellence among its values. In the HCA role, compassion means putting the patient first, listening to their concerns and treating them as individuals. Accountability means being reliable, following ward procedures, reporting changes appropriately. Respect means recognising the dignity of each person and their diversity. Excellence means striving to maintain high standards, being proactive, and working with colleagues to improve care. I aim to embed these values in every shift.”

Competency questions (using STAR model):
3. Describe a time when you had to deal with a distressed patient or relative. What did you do and what was the outcome?
Answer:

• Situation: On a previous ward I supported a patient who was scared about being transferred to another ward and her relative was very anxious.

• Task: My task was to reassure both the patient and the relative, ensure the transfer was smooth and prevent any escalation of distress.

• Action: I introduced myself, explained the transfer process in simple terms, asked the relative and patient if they had questions and offered to contact the receiving ward nurse to provide updates. I stayed with the patient until the porter arrived and ensured the relative was kept informed.

• Result: The patient was settled into the new ward without distress and the relative thanked the team for the clear communication. Colleagues commented that the transfer proceeded smoothly and the patient required less additional reassurance than similar transfers in the past.
  This illustrates my ability to empathise, communicate clearly and keep calm under pressure.

4. Tell us about a time when you identified a risk to patient safety and what steps you took.
   Answer:

   • Situation: During my shift I noticed that a patient’s fluid intake record was missing overnight and that they seemed drowsy.

   • Task: I had to ensure the patient was reviewed and hydration monitored to avoid complications.

   • Action: I flagged the missing record to the nurse in charge, offered to help obtain the missing data, and made sure the fluids chart was updated. I also made sure the patient’s condition was monitored more closely and reported any change promptly.

   • Result: The nurse reviewed the patient, adjusted fluids accordingly, and we avoided a potential dehydration issue. The ward team commended the vigilance.
     This demonstrates proactive monitoring, teamwork and adherence to safety procedures.

Ending questions and answers:
5. Do you have any questions for us?
Answer: “Yes – could you tell me more about how HCAs are supported with training and career development here at TGICFT? Also, what is the typical team structure on a ward and how will the HCA role collaborate with the registered staff?”

6. Why should we hire you for this role?
   Answer: “I believe I bring strong hands-on experience of patient care, I share your values of compassion and excellence, and I am reliably organised and communicative. I thrive in team settings, I am keen to learn, and I want to contribute to the excellent standard of care at TGICFT. I believe I would be a positive addition to your ward team.”

Role B: Clinic Administrator / Team Administrator (Band 4)

Importance of the role & job description & salary:
The Clinic Administrator or Team Administrator role is essential in ensuring that outpatient clinics or care teams operate smoothly. The administrator handles scheduling, patient correspondence, data entry, liaises with clinical teams and supports service delivery. At TGICFT, job listings for Team Administrator roles show salaries around £27,485 to £30,162 per annum. NHS Jobs+1 This role underpins good patient flow, efficient service delivery and accurate records – a vital behind-the-scenes function.

Opening questions and answers:

1. What attracted you to apply for the Clinic Administrator role at TGICFT?
   Answer: “I have a background in healthcare administration and I’m motivated by working in an environment where my organisational skills can contribute directly to patient care. I was impressed by TGICFT’s emphasis on flexible working and team culture. I am keen to bring my experience in scheduling, data management and team support to a Trust committed to excellent service.”

2. How do you prioritise tasks when multiple deadlines clash?
   Answer: “In my current role I often face competing demands. I first assess which tasks are time-critical for patient care or service delivery, then I communicate with my supervisor or team to ensure priorities are clear. I maintain a task list, update it as things progress, and make sure I keep stakeholders informed if adjusting deadlines. I find this transparent approach keeps everyone aligned and ensures nothing is overlooked.”

Competency questions (STAR):
3. Give an example of when you improved a process or system in an administrative role.
Answer:

• Situation: At my previous clinic the appointment scheduling system was manual and caused many double-bookings and wasted slots.

• Task: I was tasked with reviewing the process and proposing improvements.

• Action: I analysed the patterns of wastage, consulted with staff about pain points, designed a simple electronic spreadsheet with colour-coding for availability and integrated alerts for cancellations. I trained staff on the new system.

• Result: Within three months missed appointments fell by 15 %, schedules were more coherent and staff commented that the system was easier to use.
  This shows initiative, data analysis and stakeholder engagement.

4. Describe a time when you had to deal with conflicting information and how you resolved it.
   Answer:

   • Situation: A patient’s referral form and the digital record had different information about their next appointment date.

   • Task: I needed to ensure the correct date was recorded and communicated to the patient.

   • Action: I cross-checked the original referral, contacted the referring clinician’s office for clarification, updated the digital system, sent a confirmed appointment letter to the patient and flagged the discrepancy for audit.

   • Result: The patient arrived on the correct date and we prevented confusion or missed care. The incident was recorded and we used it to refine our checking procedure.
     This demonstrates attention to detail, communication and process improvement.

Ending questions and answers:
5. Where do you see yourself in two to three years?
Answer: “I’d like to deepen my experience in healthcare administration, possibly take on a lead administrator role or specialise in service improvement projects. I’m keen to take advantage of TGICFT’s development opportunities and contribute to high-quality services while continuously learning.”

6. Is there anything we haven’t asked that you’d like us to know about you?
   Answer: “Yes, I’d like to highlight that outside of work I volunteer with a local health-promotion charity, which has developed my communication and team-working skills further. I believe this complements my professional experience and shows my commitment to community health, aligning with TGICFT’s mission.”

Role C: Advanced Clinical Practitioner (Band 8a)

Importance of the role & job description & salary:
The Advanced Clinical Practitioner (ACP) role at TGICFT is a senior clinical position that provides advanced assessment, management and treatment of patients, typically in community or urgent-care settings. According to job listings, the salary for a Band 8a ACP is around £55,690 to £62,682 per annum. NHS Jobs This role is crucial in shaping service delivery, supporting multi-disciplinary teams, leading care pathways, improving patient outcomes and contributing to organisational change. Therefore the interview must show leadership, clinical autonomy, evidence-based practice and service improvement mindset.

Opening questions and answers:

1. Can you summarise your clinical experience and how it prepares you for the ACP role here?
   Answer: “I have over seven years of experience as a registered nurse in acute and community settings, and in the past three years I’ve completed an MSc in Advanced Practice and become an independent non-medical prescriber. I have led home-care visits, urgent response teams and I’m comfortable assessing and managing patients autonomously. I believe this experience aligns with TGICFT’s requirement for ACPs to deliver advanced practice, shape pathways and work independently while collaborating with multi-disciplinary teams.”

2. What attracted you to TGICFT and how will you contribute to our vision and values?
   Answer: “TGICFT’s emphasis on improving health outcomes for its community, together with its strong values of compassion, respect, accountability and excellence, resonated with me. As an ACP I will bring the highest standard of clinical practice, promote evidence-based care, support innovation and mentor junior staff. I am motivated to work in a progressive organisation where I can both contribute and grow.”

Competency questions (STAR):
3. Describe a time you led a change in care pathway or service improvement.
Answer:

• Situation: In my previous trust I noted that patients with chronic respiratory conditions were experiencing frequent readmissions due to inadequate follow-up in the community.

• Task: I was asked to lead a task-force to redesign the follow-up pathway with a focus on early review, patient education and community liaison.

• Action: I gathered data on readmissions, mapped the pathway, engaged stakeholders (community nurses, GPs, physiotherapists), developed a new protocol, trained staff and monitored outcomes.

• Result: We achieved a 20 % reduction in readmissions for the cohort over six months, improved patient satisfaction scores and received recognition from the trust board.
  This shows leadership, data-driven change, clinical autonomy and collaboration.

4. Tell us about a situation where you had to make a difficult autonomous decision and how you communicated it.
   Answer:

   • Situation: During a home visit a patient deteriorated unexpectedly and required hospital admission, but the patient preferred to stay at home if safely possible.

   • Task: I had to assess risks, make a decision, communicate with the patient, family and multidisciplinary team, and ensure safety.

   • Action: I conducted a full assessment, consulted with on-call physician, decided that hospital admission was the safest option, explained to the patient and relative in clear language, documented discussion, arranged transport and handover.

   • Result: The patient was admitted, received timely care, and the family later thanked the team for clear explanation. My decision was justified by avoiding further deterioration.
     This example shows clinical judgment, communication, accountability and patient-centred approach.

Ending questions and answers:
5. What challenges do you foresee in this role and how will you address them?
Answer: “One challenge may be balancing autonomous practice with collaboration across disciplines, especially in a changing integrated care model. I will address this by establishing clear communication channels, engaging with colleagues early in planning, maintaining clinical governance standards and being open to feedback. Another challenge is staying current with evidence in a fast-moving environment; I will commit to continuous professional development, peer review and audit.”

6. Why are you the best candidate for the ACP role?
   Answer: “I believe my clinical credentials, leadership in service improvement, prescriber status and passion for integrated community care make me a strong match. I align with TGICFT’s values, I bring the ambition to help shape future service models and I have a proven track record of delivering results. I am ready to step into this role and contribute from day one.”

Role D: Consultant Physician (Salary Band – Very Senior Manager / Consultant)

Importance of the role & job description & salary:
A Consultant Physician at TGICFT occupies one of the most senior clinical roles, responsible for leading specialist medical practice, supervising junior staff, shaping clinical strategy, ensuring high standards of care and participating in governance. Public-facing job postings show salaries in the region of £109,725 to £145,478 per annum depending on experience and duties. GM Access This role has immense responsibility: patient safety, departmental leadership, multidisciplinary liaison, research or teaching involvement may all be part of the brief. Interview preparation must demonstrate clinical excellence, leadership, vision, teamwork and a focus on outcomes.

Opening questions and answers:

1. Could you summarise your clinical and leadership experience and how you will bring that to this consultant role at TGICFT?
   Answer: “Over the past 14 years I have worked as a senior clinician in tertiary and district general hospitals, with a subspecialty interest in cardiology. I have led clinical teams, served as an educational supervisor and participated in service redesign. I am keen to join TGICFT because I believe its integrated care model aligns with my vision of community-focused specialist care and I am excited to lead in that environment.”

2. What attracted you to TGICFT and what do you believe you can add?
   Answer: “TGICFT’s commitment to improving health outcomes across hospital and community settings, and its clear values appeal to me. I believe I can add strategic thinking, clinical leadership, research capability and a collaborative approach to multidisciplinary care. I aim to foster innovation, patient-centred care and continuous improvement.”

Competency questions (STAR):
3. Provide an example of when you led a clinical service redesign that improved patient outcomes.
Answer:

• Situation: In my previous trust the cardiology outpatient follow-up backlog was causing long waits and patient dissatisfaction.

• Task: I was appointed lead to redesign the pathway, reduce waits, enhance patient experience and integrate community monitoring.

• Action: I engaged cardiology, community heart failure team, IT team and primary care; introduced triage nurse-led follow-ups, telemedicine reviews, re-allocated resources, monitored outcomes and reported to the board.

• Result: Within 12 months wait times dropped by 30 %, patient experience scores improved, and the model was adopted across other specialties.
  This demonstrates strategic leadership, stakeholder management, clinical focus and measurable outcome.

4. Describe a time you faced resistance to change from your clinical team and how you managed it.
   Answer:

   • Situation: When introducing telemedicine reviews some consultants and nurses felt it would reduce quality of care and increase workload.

   • Task: I needed to gain buy-in, address concerns and implement the change effectively.

   • Action: I organised workshops, shared data from pilot sites, invited feedback, adjusted the plan to include staff input, and communicated clearly the benefits and timeline. I set up a review group to monitor implementation and feedback.

   • Result: Team acceptance improved, the change was implemented smoothly and subsequent evaluation showed no compromise in quality of care, with improved efficiency.
     This shows leadership resilience, communication, change management and outcome focus.

Ending questions and answers:
5. What long-term contribution do you hope to make here?
Answer: “In the long term I hope to develop an integrated speciality service that bridges hospital and community care, establish a teaching and research presence aligned with TGICFT’s mission, mentor the next generation of clinicians and contribute to the Trust’s vision of excellence and accountability. I want to leave a legacy of improved outcomes, stronger teams and sustainable pathways.”

6. Why should we choose you for this consultant role?
   Answer: “I bring a track record of clinical excellence, service redesign, leadership and collaboration. My values align with TGICFT’s vision of patient-centred, integrated care and I am committed to delivering high standards, supporting teams and driving improvement. I believe I am ready to lead and contribute meaningfully within your Trust.”

Role E: Team Manager / Ward Manager (Mid-senior Nursing Leadership)

Importance of the role & job description & salary:
A Team or Ward Manager within TGICFT holds managerial and leadership responsibility for nursing teams, patient experience, staff development, quality metrics and operational delivery. While exact salary varies depending on banding, similar Trust listings for managerial roles are often in the Band 7 or Band 8a salary range (e.g., £47,810 to £54,710 for certain senior posts). GM Access+1 The role is pivotal: it provides leadership, ensures safe, effective care, staff motivation, and liaises with senior management to deliver strategic objectives.

Opening questions and answers:

1. Please tell us about your leadership style and why you believe you are suited to the Ward Manager position at TGICFT.
   Answer: “My leadership style is inclusive, supportive and evidence-based. I believe in empowering teams, encouraging continuous learning and fostering open communication while holding clear accountability. In previous roles I have led nursing teams through change, improved morale and delivered standards. I’m drawn to TGICFT because of its integrated approach, supportive culture and development opportunities. I believe I can lead the team to deliver the highest standards of care, align with your values and support the ward to flourish.”

2. How would you ensure high staff morale and retention within your team?
   Answer: “I believe staff morale thrives where there is open dialogue, recognition, opportunities for development and clear expectations. I would hold regular team meetings, encourage feedback, support continuing professional development, recognise achievements, ensure fair workload allocation and act on concerns quickly. At TGICFT I would ensure the team feel valued, heard and aligned with the Trust’s mission of compassion and excellence.”

Competency questions (STAR):
3. Give an example of when you improved patient care quality through staff development or process change.
Answer:

• Situation: On a surgical ward the infection rate was higher than benchmark and staff expressed uncertainty about new protocols.

• Task: As Ward Manager I was tasked with reducing infections, improving compliance and building the team’s confidence.

• Action: I arranged a training refresh on aseptic technique, set up peer-audit rounds, introduced a recognition scheme for zero-infection weeks, and held feedback sessions with staff to discuss barriers.

• Result: In three months the infection rate dropped by 40 %, staff reported higher confidence and engagement and we received positive feedback in an external review.
  This illustrates leadership, quality improvement and staff engagement.

4. Describe a time when you had to deal with a difficult staffing situation or conflict in your team and how you resolved it.
   Answer:

   • Situation: Two senior nurses on shift had an ongoing disagreement about delegation of tasks and this affected the morale of the wider team.

   • Task: My job was to intervene, restore team harmony and ensure patient care was unaffected.

   • Action: I met individually with each nurse, listened to their concerns, mediated a joint discussion, clarified role expectations, established new handover protocols and monitored progress. I also set up regular check-ins with the team.

   • Result: Within six weeks the conflict had resolved, team feedback improved, staff reported better teamwork and clinical efficiency improved.
     This shows conflict management, leadership, communication and team focus.

Ending questions and answers:
5. How will you measure success in this role after six months?
Answer: “In six months I will expect to see improved staff satisfaction scores, reduced turnover, measurable improvements in key clinical quality indicators (e.g., infection rates, patient feedback), improved handover and coordination, and evidence that the ward is aligned with TGICFT’s vision and values. I would also review my team’s development plans and ensure progress is being made.”

6. Why are you the right candidate for Ward Manager at TGICFT?
   Answer: “I bring proven leadership experience, a track record of quality improvements, strong communication and a values-driven approach. I align with TGICFT’s mission of integrated, compassionate care and I believe I can lead the ward team to deliver excellence, foster staff development, and contribute positively to the Trust’s strategic goals.”

General Interview Coaching: Advice, Do’s and Don’ts and Encouragement

As you approach your interview at TGICFT remember the following:

Do’s:

• Research the Trust thoroughly: its history, values, services, local population and strategic goals.

• Match your examples to the role description and highlight your achievements using the STAR model (Situation, Task, Action, Result).

• Demonstrate how you embody the Trust’s values of compassion, accountability, respect and excellence.

• Be clear, concise and use real-life examples.

• Ask thoughtful questions that show you are engaged, keen to develop and interested in the organisation.

• Dress professionally, arrive early, be polite and engage actively with every interviewer.

• Prepare for competency questions and practise your responses out loud.

• Show positivity, enthusiasm and a genuine desire to contribute to patient care and the team.

Don’ts:

• Don’t rely on generic answers that could apply to any organisation — tailor your responses to TGICFT.

• Don’t criticise previous employers or teams in a negative way.

• Don’t use jargon without explanation or assume the interviewers know your sector shorthand.

• Don’t talk too much without structuring your answer — follow STAR and keep to the point.

• Don’t forget to ask your own questions — an interview is a two-way conversation.

• Don’t ignore non-verbal communication — maintain good eye contact, posture and engage actively.

• Don’t arrive unprepared or without copies of your CV or application (even if submitted online).

Encouragement:
You’ve taken a strong step by preparing ahead, and that preparation already sets you apart. Remember that the interviewers are not only assessing your skills and experience but also your attitude, your fit with the team and organisation and your potential to grow. Be authentic, be your professional self, and let your passion for making a difference shine through. Visualise the positive impact you can have within TGICFT and walk into that room with confidence and purpose. You’ve got this.

If you’d like one-to-one coaching to refine your responses, practice mock interviews, and boost your confidence further, you can book an interview coaching appointment with me, Jerry Frempong. Let’s maximise your chances of success and help you secure your role at Tameside & Glossop Integrated Care NHS Foundation Trust.

Thank you for reading and best of luck with your interview!