Libertatem Healthcare Group Ltd Head Office

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 leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture.

At our last inspection this key question was good. At this inspection this has remained 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 provider had a shared vision, strategy and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and their communities. The provider had a defined mission and set of values focused on dignity, respect, and independence. These were communicated effectively through induction, training, and regular team meetings. Staff were able to articulate the service’s goals and how their work contributed to them. One staff member told us “There is a strong culture of openness and support. The leadership is approachable and listens to staff feedback.”

The provider had inclusive leaders at all levels who understood the context in which they delivered care, treatment 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. The leadership team responded promptly to concerns and feedback. They demonstrated a willingness to learn and improve, using audits, surveys, and incident reviews to inform service development. For example, we were shown evidence of both reflective practice and lessons learned where the provider identified they needed to perform better in certain areas, such as some recent complaint which had been raised and responded to.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. All of the staff we spoke with said they would not hesitate to speak up. Comments included “Management is very approachable, supportive, and always willing to listen.” Another staff member told us, “The leadership is approachable and listens to staff feedback. I feel comfortable raising any concerns, knowing they will be taken seriously and acted upon appropriately.”

The provider valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for people who worked for them. All members of staff reported feeling valued and expressed a strong sense of job satisfaction. They indicated they would readily recommend Libertatem Healthcare as an employer. One staff member shared details of their personal circumstances and commended the organisation for its supportive and flexible approach to accommodating their working hours.

The provider had clear responsibilities, roles, systems of accountability and good governance. They used these to manage and deliver good quality, sustainable care, treatment and support. They acted on the best information about risk, performance and outcomes, and shared this securely with others when appropriate. For instance, a range of audits and corresponding action plans were in place, comprehensively addressing all aspects of service provision. These processes effectively identified areas for improvement and facilitated the implementation of necessary changes. Outcomes and progress were routinely discussed during team meetings and individual staff supervisions.

The provider understood their duty to collaborate and work in partnership, so services worked seamlessly for people. They shared information and learning with partners and collaborated for improvement. For example we saw how the provider has recently collaborated with the Care Workers Charity to support their research to support the recognition of care workers.

The provider focused on continuous learning, innovation and improvement across the organisation and local system. They encouraged creative ways of delivering equality of experience, outcome and quality of life for people. They actively contributed to safe, effective practice and research. The provider demonstrated a clear commitment to service improvement and actively welcomed feedback from the Care Quality Commission and local authority safeguarding teams. Strategic, long-term action plans were in place to support the safe expansion of services, with the overarching aim of ensuring individuals have access to high-quality care.