Pranam Care Centre

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

There were effective systems and processes for monitoring and improving the quality of the service. The provider had worked with external partners to help develop the service. They had made improvements to concerns identified at our previous inspections and put in place systems to monitor the service. There were a range of audits, and these included clear actions to improve when they identified things that had gone wrong. There was a positive person-centred culture, where people using the service and staff felt well supported.

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 understood the organisation's visions and values.

The provider shared their aims, vision and values with staff. They held individual and team meetings to help promote these.

Staff told us they felt the service was well managed. They found the registered manager was proactive and supportive. They said there were systems for dealing with problems and things that went wrong.

The registered manager was supported by senior managers within the organisation and senior staff at the service. Managers were suitably experienced and qualified. Managers worked with others to improve the service.

Staff did not feel discriminated against. They told us they were supported with their own individual needs, for example if they needed time off work to care for dependents and when they needed additional support during times of stress, such as fasting or personal bereavement.

The provider had procedures to ensure equality of support for staff.

Staff told us they knew how to speak up and who to speak with.

The provider had procedures for staff to speak up and share concerns. These included opportunities for staff to raise anonymous concerns.

Staff understood the processes and how they needed to work. There were clear roles and responsibilities and staff told us they had the information they needed.

The provider had a range of policies and procedures which reflected good practice guidance and legislation. Staff were aware of these. The procedures were regularly reviewed and updated. Information was stored appropriately. Records were up to date, accurate and regularly monitored. The provider made use of electronic records and followed procedures to help protect people's confidentiality and data.

People benefited from staff working with others to provide joined up care.

External professionals told us the staff worked in partnership with others to help enable people to stay at home and well when their needs changed. They shared information and followed guidance. This partnership working helped ensure people's needs were being met. One professional told us, ''The staff have developed a trusting relationship with [external partners] and are proactive in seeking support and participating in learning.''

Staff explained they worked with other professionals and had a good understanding of local community services.

The provider worked closely with other community groups, the local authority and healthcare professionals to help make sure people's needs were met.

Staff explained they were involved in learning and developing the service. The registered manager was able to demonstrate improvements they made immediately after our visit to the service in response to our findings.

The provider had made improvements since our last inspection. They had worked with others and developed systems in line with best practice. Feedback from external partners included praise for the changes at the service and how this meant people received better quality care and support.