PHC Huddersfield Branch

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

Well-led – this means we looked for evidence of service leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture. This is the first assessment for this newly registered service. This key question has been rated good. This meant the service was consistently managed and well-led. Leaders and the culture they created promoted high-quality, person-centred care.

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.

The provider had a shared vision, strategy and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and their communities. The provider had a clear set of values aimed at providing compassionate care, which enhanced people’s quality of life. Staff had only positive feedback about the culture within the service. A staff member commented, “We are like a family, you feel appreciated and like you belong.”

The provider had inclusive leaders at all levels who understood the context in which they delivered care, treatment and support and embodied the culture and values of their workforce and organisation. Leaders had the skills, knowledge, experience and credibility to lead effectively. They did so with integrity, openness and honesty. The service had an established registered manager. Staff gave positive feedback about the leadership and management of the service. A staff member said, “Our branch manager is very attentive and gives you time to express your views and make any suggestions you think may help. This really gives us comfort knowing that we are listened to and heard.”

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. People did not have any concerns about their care but were able to speak with staff if they needed to. Staff were aware of the whistle blowing procedure and were confident to speak up if they had concerns. A staff member said, “I am very confident to raise whistle blowing issues because the management gives us room to explain each and every issue that might have arisen.”

The provider valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for people who worked for them. Staff did not have any concerns about equality and diversity issues. They confirmed they felt valued and worked well together. A staff member commented, “We complement each other as a team, and it makes it more enjoyable going to work and brings the best in people.” The provider had policies and procedures relating to equality, diversity and inclusion. Staff had also completed equality and diversity training.

The provider had clear responsibilities, roles, systems of accountability and good governance. They used these to manage and deliver good quality, sustainable care, treatment and support. They acted on the best information about risk, performance and outcomes, and shared this securely with others when appropriate. The provider had an effective quality assurance system which successfully identified and addressed issues quickly. The provider had an improvement plan containing actions to improve and develop the service. The registered manager told us they had developed a bespoke quality assurance system to provide effective oversight of the service, which was very effective in prompting when things needed to be done.

The provider understood their duty to collaborate and work in partnership, so services worked seamlessly for people. They shared information and learning with partners and collaborated for improvement. People, staff and partners gave consistently good feedback about the care provided. Partners told us staff were responsive and referrals they received were appropriate and detailed. They also said staff were enthusiastic to participate in any training opportunities available.

The provider focused on continuous learning, innovation and improvement across the organisation and local system. They encouraged creative ways of delivering equality of experience, outcome and quality of life for people. They actively contributed to safe, effective practice and research. The provider had effective systems to quickly identify incidents and act on them. This helped to ensure lessons were learnt and shared with staff quickly. Investigations were thorough and identified the actions taken to address concerns and to prevent a repeat event. Staff had opportunities to develop their skills and participate in additional training. A staff member commented, “Management is always offering us opportunities to improve our skills.”