Longley Health Care Limited

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. At our last assessment we rated this key question good. At this assessment the rating 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. Staff were able to explain the values of the service and understood how these values applied to their role. Staff told us that leaders communicated with them, to promote a culture of collaboration. A staff member told us, “Our manager always communicates any changes to us. We are listened to and can tell managers our ideas, which are respected and listened to.” During the inspection, we observed a morning ‘huddle’ meeting, where the registered manager encouraged staff participation and 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. Staff told us leaders were kind, supportive and listened to their views. A staff member said, “My manager is approachable and provides guidance when needed, which helps me feel supported in my role.”

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. The provider encouraged staff to speak openly and provided them with opportunities to speak up. Staff understood whistleblowing procedures and told us they felt confident bringing areas of concern to their managers attention. One staff member told us, “I feel very confident to report any concerns, and know my manager would investigate seriously and take action to protect our service users.”

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. Staff had access to equality policies and training to help them understand diversity, protected characteristics, bullying and harassment. Staff told us they felt they were treated fairly at the service and worked well together as a team.

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. The service had effective governance systems in place, with clearly assigned roles and accountability to ensure safe, person-centred care. Staff understood their responsibilities and how their work contributed to the overall service. Regular and comprehensive audits and checks were carried out to monitor performance, identify risks, and drive continuous improvement.

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. Professionals were positive about the service’s ability to work in partnership and told us, “I think we do have a good relationship with the service and are able to work well together.”

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. Leaders were committed to learning and continuously improving the service and involved themselves in new initiatives run by the provider. They supported people as their needs changed and used audits to maintain care quality and safety. Staff recognised the value of ongoing learning and actively contributed to the development of the service. The registered manager promoted a positive culture focused on people’s wellbeing and supporting them to lead meaningful lives.