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Archived: Richmond House

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Inspection report

Date of Inspection: 4 November 2013
Date of Publication: 26 November 2013
Inspection Report published 26 November 2013 PDF

People should be cared for by staff who are properly qualified and able to do their job (outcome 12)

Meeting this standard

We checked that people who use this service

  • Are safe and their health and welfare needs are met by staff who are fit, appropriately qualified and are physically and mentally able to do their job.

How this check was done

We looked at the personal care or treatment records of people who use the service, carried out a visit on 4 November 2013, observed how people were being cared for and checked how people were cared for at each stage of their treatment and care. We talked with people who use the service, talked with staff and reviewed information given to us by the provider.

Our judgement

People were cared for, or supported by, suitably qualified, skilled and experienced staff.

Reasons for our judgement

We spoke with two people who lived at Richmond House about their experience of the care staff. People did not specifically comment on this outcome area but did tell us they were happy with the staff and we saw there was genuine respect and kindness shown towards the people who lived at the home.

We spoke with two members of staff about how they found working at Richmond House and they told us they “loved” their job. Another staff member commented, “I’m exceptionally proud of the support that is given here. It is individualised and staff find ways to make time for everybody. It feels very much like anyone’s’ home which is a great thing”.

During our inspection we checked if Richmond House was operating an effective recruitment procedure in order to ensure people they employed were of good character and suitably qualified, skilled and experienced.

We saw Richmond House had a robust recruitment policy and procedure in place. We looked at two staff records and saw recruitment records which included interview records, two reference checks which included one from the previous employer and contracts of employment for each staff member. In addition, the manager had ensured there were suitable pre-employment checks prior to new employees commencing employment. These included Disclosure and Barring Service checks (DBS) which are a mandatory process undertaken by any health and social care provider to ensure prospective employees are of suitable character.

We saw evidence that demonstrated that once employed, staff completed formal induction training in line with the Common Induction Standard (CIS). The CIS is a national tool used to enable care workers to demonstrate high quality care in a health and social care setting. We examined the home’s training records and found that all staff had achieved or were currently working towards the equivalent of NVQ level 2 in Health and Social Care.