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Vision and strategy
W1. Is there a clear vision and credible strategy to deliver high-quality care and support, and promote a positive culture that is person-centred, open, inclusive and empowering, which achieves good outcomes for people?
W1.1 Are managers aware of, and do they keep under review, the day-to-day culture in the service, including the attitudes, values and behaviour of staff and whether they feel positive and proud to work in the organisation?
W1.2 How does the service promote and support fairness, transparency and an open culture for staff?
W1.3 How do managers make sure that staff are supported, respected and valued; have their rights and wellbeing protected; and are motivated, caring and open?
W1.4 Does the service show honesty and transparency from all levels of staff and leadership following an incident? How is this shared with people using the service and their families in line with the duty of candour, and how does the service support them?
W1.5 Do leaders have the skills, knowledge, experience and integrity they need to lead effectively – both when they are appointed and on an ongoing basis?
W1.6 Does the service have, and keep under review, a clear vision and a set of values that includes a person-centred culture, involvement, compassion, dignity, independence, respect, equality, wellbeing and safety? How do leaders make sure these are effectively embedded into practice? Do all staff understand and promote them?
W1.7 Is the leadership visible and capable at all levels and does it inspire staff to provide a quality service?
W1.8 Do managers and staff have a shared understanding of the key challenges, achievements, concerns and risks?
W1.9 How does the organisation promote equality and inclusion within its workforce?
W1.10 Are there cooperative, supportive and appreciative relationships among staff? Do staff and teams work collaboratively, share responsibility and resolve conflict quickly and constructively?
- Last updated:
- 22 January 2020