Our House

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 provider operated an open and inclusive culture where people, relatives, staff and other professionals were encouraged to help improve the service provided to people. They had systems to assess and monitor the delivery of care and support. The provider had a range of policies and procedures, and this gave staff guidance on how to care and support people in a safe manner.

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 were positive on the support they received from the management team. A staff member told us that when they were able to share any ideas with the management team.

We looked at minutes of meetings which included ideas from the staff on how the service could develop; for example, introducing different culture food and new activities.

Staff were positive on the management team and felt supported when they went to them for advice or guidance.

We saw staff received support as part of ongoing supervision processes which included all levels of key staff delivering care and support to people.

Staff were positive on the management team and felt supported when they went to them for advice or guidance. A staff member said, “I never felt that I can't approach any of the management team and always felt listened to.”

We saw evidence that the provider had policies and procedures in place to help staff feel they could speak up as part of induction. This was also covered during staff supervisions and meetings.

The provider promoted the equality and diversity of people. They ensured staff had equal opportunities, regardless of their abilities, their background, or their lifestyle.

We saw that the provider had up to date recruitment policy and procedures. The policy included ‘making reasonable adjustments’ for a prospective employee if they had a disability.

The provider shared with us their improvement plan for the service. The plan had identified actions in all aspects of the home.

We found the management team undertook regular audits to monitor the quality of the service they provided. There was evidence that where any improvement was identified, actions were taken.

We saw that the service supported people to access support from professionals and relatives spoke positively about the support people received.

Staff were clear on how to access support and work in conjunction with other professionals. They told us that when support was received from other professionals such as social workers, this was helpful.

We received positive feedback from partners, that the service was responsive and helpful.

As part of our assessment, we received feedback from relatives who were positive about the way they worked with the service and how their loved ones were supported.

Staff were positive about the support they received from their management team and that they were given opportunities to develop their skills and knowledge. A staff member said, "I like working at the service as it was good place to work, and I have learned so much.”

During our visit we saw that the provider had an improvement action plan. The plan was a working document and was reviewed on a regular basis and shared with key people like staff and relatives as well as the local authority where required. We could see that there had been lots of positive changes since our last inspection and improvements to the service.