Renewed Care Solutions - Main 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 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 assessment for this 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.

There was a positive culture at the service. The manager was also the director for the company. They knew people who used the service and staff well. They had regular contact with people and their families. They described their aims and values for providing personalised care. People using the service, relatives and staff felt it was a good service, and they told us they would recommend the agency to others. The provider’s own quality monitoring showed consistently positive feedback from people. Staff told us they felt well supported. A staff member commented, “I feel valued and the manager has the time to give me advice.”

There were capable and inclusive leaders. The registered manager had left shortly before the assessment. The director of the company had always been involved in managing the service and people referred to them as the manager. They were planning to apply to be registered in this role. They were a nurse and kept their skills and nursing knowledge up to date. They worked alongside staff. They worked closely with other professionals including charities supporting older people. They had a good understanding about the regulatory requirements for providing care.

There were systems to enable staff and others to speak up when they felt something was wrong. Staff told us they knew what to do if they had concerns. They explained they felt confident speaking up.

There were policies and procedures to support workforce equality, diversity and inclusion. Staff told us their individual needs and diversity were respected. Their comments included, “If I need any flexibility, this is not a problem” and “I feel my individual needs are respected and met.”

There were effective systems for monitoring and improving the quality of the service. These included regular audits and gathering feedback from people who used the service, staff and other stakeholders. We saw the provider had made changes when these were needed to improve the service.

The provider worked in partnership with external professionals to meet people’s needs. Staff liaised with health and social care professionals when needed. The manager liaised with other professionals to improve their knowledge and understanding about social care.

The provider promoted a learning culture. They regularly met with staff and conducted themed learning discussions with them.