Long Meadow Care 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 requires improvement. At this assessment the rating has changed to good. This meant the service was consistently managed and well-led. Leaders and the culture they created promoted high-quality, person-centred care.

The provider was previously in breach of the legal regulation in relation to good governance. Improvements were found at this assessment, and the provider was no longer in breach of this regulation.

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 and management team worked well together and were in regular contact. There was a culture of openness with staff, people, relatives and other professionals.

Everyone was positive about the improvements that had been made and the way the service was organised and run. A relative said, “The staff and management are wonderful.”

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 provider and registered manager had a clear commitment to providing person-centred care and valuing people who lived at the home. A staff member said, “The managers are supportive and approachable, I see them all the time [around the home], the office door is always open.”

People and staff were very positive about the registered manager and said the management team were accessible and easy to talk to. A relative said, “They are so easy to talk to, it’s well run, and I get on with the managers. I can’t think of any improvements they could make. I’m very, very happy with everything.”

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. Staff told us they were able to raise any concerns. During the inspection the registered manager said they would be looking at further developing staff input, including ways for them to raise concerns confidentially.

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. The registered manager demonstrated a commitment to treating staff as individuals and being flexible in supporting staff.

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 provider and registered manager had good oversight of the service. There was a range of audits, oversight and systems in place to ensure the quality of the service.

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. The registered manager demonstrated they understood their duty of candour and worked collaboratively with other agencies.

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 registered manager had a positive and open approach to learning, development and continuous improvement of the service. Improvement and action plans were detailed, clear and gave timelines for any action.