Bloom Lilly Healthcare 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.This is the first assessment for this newly registered 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.

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 registered manager was committed to ensuring the services values were delivered and supported staff to do the same. Staff felt valued and people felt included.

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 registered manager understood their responsibilities and legal requirements. People and relatives felt the home was managed effectively and staff felt supported by the registered manager.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. The provider had a whistle blowing policy and fostered an open and transparent culture where employees felt empowered to raise genuine concerns regarding malpractice within the organisation. This whistleblowing policy outlined the procedure for reporting concerns, protecting employees from retaliation and ensuring all concerns were addressed appropriately.

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 provider had policies and procedures relating to equality, diversity and inclusion and staff had completed the relevant training. Staff received adequate training and supervision, had opportunities to explore professional development and their support needs were identified.

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. Regular audits were completed to check on the quality of people’s care and action plans showed timely responses which supported improvements.

The provider worked in partnership with others to help ensure people received joined-up care that met their needs. They shared information and learning with health and social care professionals and collaborated to support continuous improvement.The provider worked well with healthcare professionals to collaborate on the delivery of safe, high-quality care to people. They collaborated with various groups to understand the needs of the community. For example, the registered manager attended meetings about the need for early intervention which can significantly reduce and prevent progression of a mental illness.

The provider focused on continuous learning, innovation and improvement across the organisation and local system.The registered manager used learning from feedback and outcomes from audits and checks to make improvements to the quality and safety of the care and support provided to people. The registered manager gave examples of their commitment to continually drive change and develop the service based on best practice and research. For example, they attended community interest groups and engaged in community events.