Adada Care Services(Cheshire)

On this page

• Overview
• Shared direction and culture
• Capable, compassionate and inclusive leaders
• Freedom to speak up
• Workforce equality, diversity and inclusion
• Governance, management and sustainability
• Partnerships and communities
• Learning, improvement and innovation

The registered manager and nominated individual ensured a positive culture in the staff team and this included the care coordinators and care staff and acted to continuously improve the service. Staff supported people in a person-centred way. Leaders supported staff and collaborated with partners to deliver care that was safe and person-centred. There were quality assurance and monitoring systems in the service.

This service scored 75 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

Staff told us they had confidence in the leaders at the service. However, recently with changes to rotas some staff felt their well being was being impacted. The registered manager and nominated individual were open and taking action regarding current staffing issues and with the recruitment manager were actively recruiting new staff. The registered manager and nominated individual took staff well being seriously and we saw that they had an open-door policy.

The registered manager and provider had developed an open culture at Adada. They had a strategy in place which included visions and values for the company. Feedback from people and their loved ones demonstrated staff were displaying the providers values.

We did not look at Capable, compassionate and inclusive leaders during this assessment. The score for this quality statement is based on the previous rating for Well-led.

Staff told us they felt comfortable raising concerns or seeking support. They told us the registered manager, nominated individual and care coordinators were supportive and available. Some staff told us recently that call planning was not the best now and staff wellbeing was impacted due to staff not having time between calls. We saw that staff had spoken up and shared how they felt with the management team.

Whistle bowing procedure was available. People and relatives, we spoke with felt they could raise concerns and were happy with the care provider. The registered manager, nominated individual and management staff were open and encouraged staff to speak up during team meetings and discuss any issues or complaints they may have. These were addressed and any improvements with service delivery made.

The registered manager and nominated individual understood what a diverse workforce looked like and they told us they worked hard so staff had flexible working arrangements to meet the diverse needs of the workforce while still meeting the needs of the service users. Staff undertook understanding equality and diversity training as part of their learning when starting in the role.

The provider had processes in place to communicate the direction and reinforce the culture of the organisation such as regular team meetings and regular supervision meetings. The provider had policies in place to support inclusion for staff and people who use the service. The provider had a strategy and vision for the service which outlined plans for future growth of the service.

Some staff told us that staff were united and were confident that the governance arrangements in place supported the service to be sustainable and able to make changes within the health and social care sector. Staff told us that the registered manager was available to offer support and staff described quality assurance processes in place such as supervision and spot checks on staff practice. The registered manager and nominated individual told us about ongoing improvements including to workforce numbers, identifying trends and performance of staff to deliver good care and support to all the people that used Adada.

Audits are completed, and we saw actions plans to address concerns which had been identified. There were systems in place to check and monitor the quality of the service. When we visited the office, the registered manager, nominated individual and management team worked together as a capable team. The registered manager spoke with passion about people and the team.

We did not look at Partnerships and communities during this assessment. The score for this quality statement is based on the previous rating for Well-led.

We did not look at Learning, improvement and innovation during this assessment. The score for this quality statement is based on the previous rating for Well-led.