Parkside

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

As part of this assessment, we looked at 2 quality statement for the key question of well-led. These were ‘capable, compassionate and inclusive leaders and governance, management and sustainability’. The management and staff team demonstrated an open, honest and transparent culture, and all staff were confident their voices would be heard. There was an organisational commitment and effective action to ensure there was equality and inclusion across the workforce. There were robust governance arrangements and staff understood their role and responsibilities.

This service scored 79 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

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

Staff said the registered manager was an exceptionally kind, caring and compassionate person. We saw some written comments from staff expressing their appreciation for the support the registered manager provided. One read, “I would like to express my appreciation that you support my religious requirements. During [religious festival] you always adapt my rota, and you ensure that I have as many breaks as I need. I also have access to a room where I can pray.” Another comment read, “[Registered manager] is a wonderful manager who has supported me through my hardest time. They kept in regular contact and arranged faded return to work. They also had seniors keep an eye on me and reminding me that I needed to take time out if it felt too much. [Registered manager] also arranged counselling and provided me a number of support lines. I had amazing support. [Name of registered manager] is an amazing manager, and it is a pleasure to work for them. They understand each and every resident and staff member and they take time to meet with everyone. Nothing is ever too much trouble. They are never too busy to go over and beyond. I can’t thank [registered manager] enough for making working at Parkside an absolute pleasure.”

The registered manager had the experience, capability and integrity to ensure the smooth running of the service and ensured that risks were well managed. They shared their knowledge with the staff team who applied the same ethos and knowledge to supporting people. Working with other health professionals ensured people received compassionate and quality care that fully met their needs. We saw written feedback from a health professional that read, “I wanted to write to highlight the invaluable support provided by [registered manager] and the team at Parkside Residential home with respect to ensuring safe and timely discharges for patients from hospital. [Registered manager] will work tirelessly to ensure they are responsive to the needs of the residents by working with the discharge team at the hospital, to assist wherever they can with discharges, particularly in times of high demand. They also understand the necessity to help prevent hospital admissions wherever possible. A perfect example of this was a [person] who sadly lost their [family member] and main carer suddenly. At the time of the accident the ambulance crew felt that they had no other option but to take the person to hospital, who was obviously traumatised, and distressed due to the events of the day. Once at hospital the person refused to get out of the ambulance and as it was identified that they didn’t need acute medical treatment we called on the support of [registered manager] and the staff team who quickly assessed and determined that they could support the person. They went to Parkside where [registered manager] and staff team were waiting to provide the much-needed compassionate care the person desperately needed at that time. This is only one of the many examples of the responsive and caring approach that [registered manager] takes each day and how leading by example they have created a very responsive and caring care team within the home.”

We did not look at Freedom to speak up during this assessment. The score for this quality statement is based on the previous rating for Well-led.

We did not look at Workforce equality, diversity and inclusion during this assessment. The score for this quality statement is based on the previous rating for Well-led.

The registered manager and the management team were committed to improving the service they provided. A staff member told us, “The manager is fantastic. They are very professional and at same time approachable. They are always open to ideas and openly encourage us to think outside of the box to make improvements. For example, we asked if we could raise some chickens from eggs and this has proved to be a big success. People were watching the eggs for days waiting to see them hatch.” Staff said the registered manager was an excellent role models who actively sought and acted on the views of people. Promoting independence, health promotion and safe risk taking were fundamental aspects of the ethos of care and support at all levels. A well-established staff team and clear communication meant that all staff understood their roles and effectively contributed to the open team ethos. Staff felt valued and listened to and they told us that if there were any issues, they were quickly sorted out.

The quality-of-care people received was subject to close monitoring by the provider. They had successfully embedded a robust auditing system. This included regular internal audits in areas such as medicines, the environment, accidents and incidents, risk management plans, staff training, staff supervision, reviews of people's care and recruitment records. Best practice was shared throughout the team, identifying what had worked well for each person, or what had not worked well. Action plans were implemented where there were areas that needed to be addressed. Effective communication systems were in place to ensure staff were kept up to date with any changes to people's care. Systems in place to manage staff performance were effective. There was a supervision, appraisal and training programme in place. The registered manager understood their responsibilities to notify CQC and other relevant authorities of any incidents which took place that affected people who used the service.

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.