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Eastfield Farm Residential Home Limited Good

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Inspection report

Date of Inspection: 28 June 2011
Date of Publication: 8 July 2011
Inspection Report published 8 July 2011 PDF | 80.92 KB

People should be cared for by staff who are properly qualified and able to do their job (outcome 12)

Meeting this standard

We checked that people who use this service

  • Are safe and their health and welfare needs are met by staff who are fit, appropriately qualified and are physically and mentally able to do their job.

How this check was done

We reviewed all the information we hold about this provider, carried out a visit on 28/06/2011 and observed how people were being cared for.

Our judgement

People living at the home had their needs met by staff who had been appointed via effective recruitment and selection procedures.

User experience

People told us that staff were caring and approachable and that any assistance with personal care was provided in a sensitive manner. They told us that they felt safe at the home.

Other evidence

The manager told us in the PCA submitted in December 2010 that thorough recruitment practices were now followed at the home. Any person starting work prior to full Criminal Records Bureau (CRB) clearance worked under supervision and checks were made on the authenticity of references. They also said that, following a period of probation, residents were consulted with as part of the decision making around the person becoming a permanent employee at the home.

We checked the recruitment records for two new members of staff. These evidenced that appropriate application forms had been used by prospective employees; these recorded the person’s employment history, the names of two referees, any relevant training and a criminal record declaration. Two written references had been obtained and one of these had been verified via a telephone conversation with the referee. On both occasions ISA Independent Safeguarding Authority (ISA) first checks and Criminal Records Bureau (CRB) checks had been obtained prior to the person commencing work at the home. There had therefore been no need for these new employees to work under supervision when they first started to work at the home. Copies of training certificates had been obtained when people recorded on their application form that they had completed training courses.

The manager told us that they had recently started to invite a resident to be part of the panel when interviewing prospective employees; this is good practice.

Although the manager was able to tell us the start date for individual employees, we saw that this had not been recorded in individual staff files. We advised the manager that the introduction of a checklist that recorded the dates for each stage of the recruitment process would be good practice, and would make it easier to check that the appropriate information was in place prior to people commencing work.

The manager told us that new staff had been given a copy of the Code of Conduct produced by the General Social Care Council. Staff who had not followed the home’s policies and procedures had been subject to disciplinary procedures, including being suspended from duty pending investigation.