Wright Homecare 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. 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-centered 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 clear and shared vision, strategy, and culture that supported the delivery of person-centred care. The provider worked collaboratively with other professionals and agencies, which facilitated effective partnership working. This ensured people received coordinated support that met their individual needs.

Relatives told us the registered manager was open, transparent, and approachable. They felt confident that any concerns raised would be listened to and addressed promptly. This contributed to a positive relationship between families and the service.

The registered manager instilled a culture of care in which staff felt valued. Staff felt able to give feedback and raise concerns. Staff told us the registered manager was approachable and available to offer support, and they took time to check in with them regularly.

The provider actively worked in partnership with external professionals and agencies, such as healthcare teams, social workers, and local authorities, this ensured people received well-coordinated and effective care.

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.

Relatives told us the registered manager was approachable, supportive, and responsive to any questions or concerns they raised. A relative told us “The registered manager is fantastic, so supportive.” Another relative said, “The registered manager is very approachable. It’s a wonderful service.”

Staff told us they felt valued supported and treated fairly by the registered manager. The registered manager was visible in the service and approachable.

The provider promoted an open and transparent culture where people and staff felt confident to speak up and raise concerns.

Staff were aware of the service’s whistleblowing policy, which was easily accessible within the home. Staff were clear on how to escalate concerns both internally and externally.

Staff told us they felt well supported by the registered manager and confident that any concerns raised would be taken seriously and acted upon appropriately.

The provider valued diversity within the workforce and promoted a culture that supported staff wellbeing.

Staff felt supported by the management team, both professionally and with any personal concerns. Staff told us they felt listened to, valued, and cared for, which contributed to a positive and inclusive workplace culture.

The provider had clearly defined roles, responsibilities, and systems of accountability which supported good governance and the delivery of high-quality, sustainable care. Governance arrangements were embedded and used effectively to monitor performance, manage risks, and drive continuous improvement.

There were regular checks and audits in place to monitor the quality and safety of the service, and these were used effectively to drive continuous improvement.

The registered manager notified CQC of all significant events in a timely manner, in line with statutory requirements.

The provider understood their duty to collaborate and work in partnership with others, ensuring services worked in a joined-up way for people. This supported continuity of care and promoted positive outcomes.

Relatives confirmed they were invited to participate in care reviews and were kept informed of any changes in their family member’s care. This approach supported open communication and effective partnership working.

The provider focused on continuous learning, innovation and improvement across the service.

Systems of oversight included regular health and safety audits across key areas.

Audit findings were reviewed and used to develop and implement action plans to ensure sustained improvements. The provider demonstrated a clear and ongoing commitment to learning, improvement, and the delivery of good quality care.