Sawley

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 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. We found a positive culture in the service which focused on providing person centred care and support for people. People, staff and relatives spoke positively about the manager and their leadership.

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 manager demonstrated a good knowledge of the people who used the service. Relatives and staff told us they felt the service was well managed. One staff member told us, “[Manager] is very supportive, it’s a great place to work enjoy it.” And a relative told us, “I think manager would address any issues I have straight away.”

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. Staff confirmed to us they understood the provider’s procedures on speaking up and knew how to report any concerns they had. People using the service were also provided with information on how to raise any concerns they had.

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 staff we spoke with all spoke positively about working for the provider. Staff were supported through training and supervision to inform their practice and understanding of equality, diversity and inclusion in the workplace.

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 manager demonstrated a good oversight of the service through the systems they had in place which ensured regular audits took place to drive service improvement. The provider's systems produced regular reports on compliance. This information was analysed by the manager and provider and used to drive improvements where required.

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 service hosted events such as barbeques and celebrations of special occasions, relatives told us how they were invited to these events and how enjoyable they were. We also saw evidence of collaboration with external agencies which included appropriate information sharing and engaging external partners to support with improvements to people’s care.

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. We found effective systems and processes in place to ensure continuous learning and improvement, findings from audits, meetings and feedback received were recorded and analysed by the manager. We found examples of the actions the provider and manager had taken in response to these findings. For example, the provider had made changes to enhance their care planning system.