Harrington Homecare Headquarters Also known as Harrington Homecare

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 that 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 inspection 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 service had a shared vision, strategy and culture. This was based on providing high quality personalised care. There were clear policies and procedures in place which reflected the providers ethos and ensured people received an equal and fair service. Equality, diversity and being free from harassment was a key theme running throughout the provider’s policies.

The service had inclusive leaders at all levels who understood the context in which they delivered care 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. A relative told us, “[The registered manager] is doing the best possible care she can. Because [the service] is small she is able to exercise control and oversight of the whole service.” Staff felt well supported by their leaders and they felt listened to.

The service fostered a positive culture where people felt they could speak up and their voice would be heard. Staff told us they felt able to speak openly and the provider had nominated a freedom to speak up guardian.

The service valued diversity in their workforce. They work towards an inclusive and fair culture by improving equality and equity for people who work for them. The provider’s equality and diversity policy included details on flexible working, part time hours, and equal opportunities.

The service had clear responsibilities, roles, systems of accountability and good governance. They used these to manage and deliver good quality, sustainable care and support. There was a regular programme of spot checks to review the quality of care provided and ensure staff aligned to the provider’s policies and procedures. The leadership team regularly liaised with people and their families to check on the quality of care provided.

The service understood their duty to collaborate and work in partnership, so services work seamlessly for people. They share information and learning with partners and collaborate for improvement. A representative from a partner agency told us, “The communication with [the registered manager] and the Harrington team has been excellent.” Staff worked with local community groups to raise awareness about how people can stay well in their later years. They received feedback that through these partnerships people felt more connected and less isolated.

The service focused on continuous learning, innovation and improvement across the organisation and local system. If areas of improvement were identified through the quality assurance processes these were dealt with quickly and effectively. There was a focus on growing the service whilst ensuring they maintained provision of high-quality care. They focussed on the individual and had begun to look into initiatives to further support people’s wellbeing and mental health.