NHS Band 9 Chief Nurse Interview Questions and Answers: The Complete 2025 Guide
In the NHS, the Band 9 Chief Nurse is the pinnacle of nursing leadership, combining clinical expertise with executive-level decision-making. This role holds strategic responsibility for ensuring high standards of nursing care across trusts, influencing policy, mentoring senior staff, and leading on quality improvement initiatives. A Band 9 Chief Nurse is expected to champion patient safety, workforce development, and the integration of compassionate care with operational excellence.
The salary for an NHS Band 9 position ranges from £99,891 to £114,949 per year (as of 2025), reflecting the immense responsibility and impact of the role. Competition is intense, so preparing for your interview with foresight and clarity is critical. Below are 20 expert-level interview questions and sample answers to help you shine in your next NHS Band 9 Chief Nurse interview.
Tell us about your leadership style and how it aligns with NHS values.
Answer: My leadership style is collaborative and transformational. I believe in empowering teams, nurturing talent, and leading by example. This aligns with NHS values of compassion, respect, and continuous improvement, ensuring both staff and patients thrive under ethical and evidence-based care delivery.
Describe a time you led a significant service transformation.
Answer: I led the redesign of the trust’s integrated discharge process, reducing delayed discharges by 35% within six months. Through stakeholder engagement and use of Lean methodology, we streamlined workflows and improved patient satisfaction scores.
How do you ensure high standards of clinical governance?
Answer: I implement a rigorous clinical governance framework including regular audits, incident reviews, and staff education. I also chair governance committees and ensure that learning from events is embedded across all levels of the nursing workforce.
How do you manage competing priorities in a high-pressure environment?
Answer: I apply strategic prioritisation tools, such as RAG rating and impact-effort matrices. I ensure urgent issues are addressed without compromising long-term goals, and maintain clear communication to align the executive team around shared priorities.
What is your approach to workforce development?
Answer: I champion personalised development plans, mentorship programmes, and cross-functional training. I’ve successfully introduced advanced practice pathways and led on initiatives to support international nurses’ integration into the workforce.
Tell us about your experience with budget management.
Answer: I managed a £20 million nursing budget, ensuring cost-effectiveness without compromising care quality. I introduced agency cost controls and reinvested savings into permanent staffing and wellbeing programmes.
How do you ensure equity, diversity, and inclusion in nursing?
Answer: I’ve embedded EDI into recruitment, CPD, and service delivery. I launched a BAME leadership mentorship scheme and revised trust policies to remove structural barriers, achieving a 20% increase in diverse senior appointments.
How do you influence board-level decisions?
Answer: I present data-backed proposals aligned with organisational strategy. I’ve influenced investment in digital nursing solutions by demonstrating their impact on safety and productivity through pilot outcomes and staff feedback.
What frameworks or models do you use for quality improvement?
Answer: I commonly use the Model for Improvement and Lean Six Sigma. These provide a structured, measurable approach to driving sustainable change. I led a trust-wide falls reduction QI project that cut incidents by 40%.
Describe your role in responding to serious incidents.
Answer: I lead root cause analyses and ensure transparent communication with families and staff. I also oversee the implementation of recommendations and embed lessons learned through education and policy updates.
How do you promote a culture of psychological safety?
Answer: By role-modelling openness and feedback, I create spaces where staff feel safe raising concerns. I implemented regular reflective practice sessions and ensured Freedom to Speak Up Guardians are visible and supported.
What’s your strategy for handling workforce shortages?
Answer: I focus on retention, international recruitment, and flexible working models. I also led a successful pilot of virtual wards to reallocate staff resources more effectively, reducing pressure on inpatient services.
Describe how you evaluate patient experience.
Answer: I use a triangulated approach—quantitative surveys (FFT), qualitative feedback (focus groups), and real-time data via digital platforms. These insights inform nursing KPIs and quality improvement priorities.
How do you integrate digital technologies into nursing practice?
Answer: I’ve led the implementation of e-observations, digital handovers, and virtual training platforms. These technologies enhance efficiency, reduce documentation errors, and improve communication across MDTs.
How do you engage frontline nurses in decision-making?
Answer: I ensure representation on strategic committees and run regular listening events. I also developed a Nursing Innovation Fund where staff submit and lead on care improvement projects.
Describe your experience with external inspections (e.g., CQC).
Answer: I led preparation for our last CQC inspection, achieving an “Outstanding” rating in well-led. I coordinated mock inspections, gap analyses, and staff briefings to ensure readiness and alignment with regulatory expectations.
How do you measure nursing effectiveness and productivity?
Answer: I use balanced scorecards covering clinical outcomes, patient feedback, staff satisfaction, and financial metrics. I also benchmark across trusts and introduce dashboards for real-time monitoring.
What is your vision for nursing in the next 5 years?
Answer: A digitally enabled, inclusive, and research-active nursing workforce that delivers personalised, proactive care. I aim to scale advanced practice roles and embed genomics and AI into care pathways.
How do you support nurses’ wellbeing?
Answer: I introduced a 24/7 peer support line, resilience workshops, and monthly wellbeing walkabouts. We’ve seen reduced sickness absence and higher staff survey engagement scores as a result.
What would your first 100 days in this role look like?
Answer: I’d conduct a comprehensive listening tour, assess current performance metrics, and co-create a 12-month nursing strategy with stakeholders. I’d focus on early wins that align with the organisation’s mission and set the tone for collaborative leadership.
Final Words of Encouragement and Interview Tips
Securing a Band 9 Chief Nurse position is an exceptional achievement and a testament to your dedication and leadership in the NHS. Preparation is key: practice articulating your strategic vision, leadership impact, and data-driven results. Tailor your responses to align with the trust’s priorities and values.
Tips for success:
Use the STAR technique for situational questions.
Keep responses concise but impactful—think quality over quantity.
Prepare key metrics and outcomes from past projects.
Stay updated on national nursing strategies, such as the NHS Long Term Workforce Plan.
Reflect your passion for patient-centered care and staff empowerment.
Above all, be confident in the value you bring. You’ve already demonstrated excellence—now it’s time to let that shine.
Best of luck—you’ve got this!
