Metis 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. 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 service was underpinned by clear values that promoted safe, person-centred care.

The Registered Manager described the service's values as dignity, respect, compassion, safety, independence and choice.

These values were reflected throughout care planning, staff practice and discussions during the assessment.

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 demonstrated a commitment to maintaining professional knowledge through ongoing learning and regulatory updates.

Staff spoke positively about leadership and said they felt supported and able to access guidance when needed.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard.

An open culture encouraged staff to raise concerns.

Staff demonstrated an understanding of whistleblowing responsibilities and told us they felt safe raising concerns without fear of negative consequences.

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 an understanding of responsibilities under the Equality Act 2010.

Staff told us they felt treated fairly and with respect and would feel confident reporting concerns relating to discrimination or unfair treatment.

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.

Governance systems were proportionate to the size and nature of the service and supported effective oversight and quality monitoring. The Registered Manager maintained regular oversight of service delivery and documentation to help ensure care remained safe, effective and person-centred. Policies and procedures were in place to support the safe and consistent operation of the service.

Quality assurance processes included regular care plan reviews, staff supervision, spot checks, telephone monitoring and audits of daily care records. These arrangements enabled the provider to monitor performance, identify any areas for improvement and drive continuous improvement. People spoke positively about the management of the service and told us, "The Manager is very good and comes to see me."

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 provider understood the importance of partnership working to achieve positive outcomes.

The service maintained positive relationships with the local authority and worked collaboratively with family members and relevant professionals where appropriate.

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.

Systems were in place to support learning and continuous improvement.

The Registered Manager used audits, spot checks, supervision, reviews and feedback to monitor service quality and identify opportunities for improvement.

Although the service currently supported one person, there was a clear commitment to learning from oversight activities and strengthening systems as the service develops.