Palmarium

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

We reviewed 7 quality statements for this key question. At this time we are not reviewing the quality statement environmental sustainability in adult social 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.

Staff told us that the management team were supportive. Staff told us at times team leaders had so much work they were not always able to give guidance to the support workers.

Staff records demonstrated the aims of the service were shared with all staff. The management team were visible within the service and were available to the team, people and relatives.

Staff told us the management team encouraged them to achieve improved outcomes for people and worked with staff if there were any problems. Staff told us they felt the management had an ‘open door’ policy which meant they were always accessible to staff.

The service had a manager in post who was registered with the CQC. The registered manager demonstrated an in-depth knowledge of the service and areas of focus to continually improve.

Staff told us they knew how to raise concerns inside and outside of the service. The regional manager told us they visited the service on a regular basis, and they felt confident staff would approach them with concerns.

The provider had a whistleblowing policy and systems to support staff needing to speak up.

The service employed many staff from overseas. Staff told us they felt welcomed at the service and had support from the provider, colleagues and the management. If staff needed any reasonable adjustments to working patterns this could be accommodated. All the staff we spoke with enjoyed their work and were happy at the service. One member of staff told us, “This is a special place to work.”

The registered manager had support from the provider for any human resource requirements. The regional manager was also available to provide guidance and support for staffing concerns. The provider also had equality, diversity and inclusion policies procedures and systems to support staff.

Staff told us about responsibilities they had which included health and safety checks, reviewing people’s goals and completing checks on the environment. Staff told us they enjoyed the additional responsibilities.

There were governance systems in place which meant the service knew which areas required improvement.

Relatives we spoke to did not raise any concerns with how staff worked in partnership with others.

Staff told us they had support from a range of professionals to help them meet people’s needs. This included professionals from the local authority and from local health teams. Staff told us they enjoyed working collaboratively with professionals who had specific expertise in a range of areas. Staff felt it developed their knowledge and skills when supporting individuals.

We received positive feedback from healthcare professionals involved with the service. We were told how healthcare professionals were able to attend meetings with senior teams to discuss plans and developments for people’s support

The provider had records which demonstrated partnership working with external professionals including health professionals. The registered manager maintained and developed relationships with external professionals to make sure communication was effective.

Staff told us they had opportunities to discuss any learning regarding incidents, safeguarding and changes to people’s needs.

The registered manager had made improvements to the service and had action plans to support continued development and improvement. A new digital care recording system including the use of electronic medicines records was in the process of being implemented.