Moor Allerton Care Centre

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 changed to requires improvement. This meant the management and leadership was inconsistent. Leaders and the culture they created did not always support the delivery of high-quality, person-centred care.

The provider was in breach of the legal regulation relating to the governance of the service.

This service scored 62 (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 and people felt there was a positive culture at the service. Communication channels between people, staff and management were open and effective. The staff and the manager put people first and described them as ‘family’.
 

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. However, the management team were not performing to their full potential.

There had been a recent change in management at the service. The new manager was in the process of settling in and learning about the service. The management team had experience of similar care settings. Staff said the management team were supportive.
New processes and procedures were still being embedded by the management team and further work was needed to ensure they fully understood policies, procedures and guidance.
 

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

Staff felt able to speak up when needed. They were aware of how to report issues within the service and externally if required.
 

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. We asked staff whether they had ever experienced discrimination, and no one raised concerns with us.

Management worked to ensure equality and diversity for staff by making policies, support systems and opportunities accessible to everyone. Staff raised no concerns about discrimination in the workplace.
 

The provider did not have clear responsibilities, roles, systems of accountability and good governance. They did not act on the best information about risk, performance and outcomes, or share this securely with others when appropriate.
Audits and checks were in place but had failed to identify the concerns we found during the assessment. An action plan was in place with a number of issues which needed attention. These actions had not all been completed in a timely manner. This meant people were at risk of receiving incorrect care, or may not be full protected from risks.
 

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.

Health and social care partners gave positive feedback about working with the service. People were enabled to access local community support networks.
 

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 service had made some improvements recently. These changes were not yet fully embedded into the service. The manager shared plans to make further improvements to the service, including ensuring documents were more person-centred.