The Mount Camphill Community

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 had a clear vision for the future of the service which involved staff from all levels of the service. Staff were able to contribute to these discussions through a series of regular team meetings. The registered manager kept oversight of all issues through a series of regular auditing of systems, processes, care plans and risk factors. Managers and staff teams worked well together to achieve positive outcomes for people. A staff member said, “No hierarchy here. Everyone is approachable and supportive.” The registered manager had fostered positive relationships with other professionals one of whom told us, “They are solution focused and are often proactive in taking action. They will provide advice as well as taking on board suggestions made by therapists.”

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 registered manager was newly appointed and had a clear vision for the future of the service which included maintaining the strong service delivery already established. In addition to the social enterprise project the registered manager oversaw a ‘mandate system.’ This was a structure put in place to support new projects and although each had a reference group, each project also had a decision maker to ensure work moved on in a timely way. Contingency plans were in place and subject to regular reviews. There was a network of regular meetings that ensured that people and staff all had opportunities to have their views listened to and recorded. The registered manager kept up to date with bulletins and information released by the local authority and other statutory partners.

The registered manager told us about the involvement of professionals and statutory partners with the service and how there were outside visitors to the service every day. The service was open to scrutiny from many independent sources and was held in high regard by the professionals contacted during this assessment. A professional told us, “I have found communication with staff at the mount to be positive. They are responsive to queries and provide feedback or information that is requested in a timely manner. Similarly, positive relationships had formed with relatives and advocates, one relative said, “The managers have always responded very well to any concerns I have raised and I would never feel I couldn’t approach them about anything.” A member of staff said, “There are smaller house co-ordinators meetings weekly, can raise issues or concerns. The manager is approachable and open to collaborative working. I’ve never worked somewhere so good.”

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.

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.

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

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.