Riverview Nursing Home

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 71 (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 manager told us they are a respectful provider and actively listen to feedback from partners, for example the Local Authority, and they are always wanting to learn and improve in areas where needed. The provider also had a service improvement plan which they were working through and sharing with staff and other agencies. Staff meetings were taking place. Staff told us they are listened to, and the meetings are productive.

The provider had a proactive and positive culture of safety, based on openness and honesty. Staff listened to concerns about safety and investigated and reported safety events. Lessons were learnt to continually to identify and embed good practice. Accidents and incidents were being recorded by staff with clear details of what had occurred and what had happened in response. Accidents and incidents were analysed by management monthly with lessons learnt reviews in place. The manager told us they have an open and honest culture, and they act and investigate any safety concerns reported to them. Staff told us they could raise concerns around safety if required. One staff member told us, “The manager is approachable and listens to us.”

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. The management team told us that following recent concerns, under the previous manager, they prioritised and ensured that they foster a positive culture where people feel that they can speak up and that their voice will be heard. The provider had systems in place to capture the views of staff. The provider had a whistleblowing policy, posters were displayed and they discussed speaking up in team meetings. The manager had also arranged for staff to attend additional safeguarding and whistleblowing training. Staff told us they felt they could speak up and they would be listened to.

The provider did not always have clear responsibilities, roles, systems of accountability or good governance. Audits were taking place by managers regularly and we observed effective systems were mainly in place to assess, monitor and mitigate risks to service users and keep them safe. However, we found a few examples were risk assessments and records of care required further detail. Some records of care provided were not consistent with their care plan. For example, repositioning charts had gaps longer than stated in the persons care plan this placing them at risk of harm or injury. Audits had not picked up on this. The had a service improvement plan in place and most actions had been implemented. Managers were working on any outstanding actions at the time of our assessment. The manager was open transparent and improving the service.

The provider had a proactive and positive culture of safety, based on openness and honesty. Staff listened to concerns about safety and investigated and reported safety events. Lessons were learnt to continually to identify and embed good practice. Accidents and incidents were being recorded by staff with clear details of what had occurred and what had happened in response. Accidents and incidents were analysed by management monthly with lessons learnt reviews in place. The manager told us they have an open and honest culture, and they act and investigate any safety concerns reported to them. Staff told us they could raise concerns around safety if required. One staff member told us, “The manager is approachable and listens to us.”