Olive Tree Domiciliary Services Ltd

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.

The service had a focus on finding opportunities for people and helping people grow and achieve their hopes and desires. The registered manager and staff made sure that support was provided in the way that people chose and wanted it to be and encouraged people to live as independently as possible.

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 had been in post for some time and had previous experience of working in the care sector. The registered manager understood their responsibilities regarding the duty of candour, and ensured responses to concerns and incidents were transparent.

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

There were appropriate whistleblowing policies, and staff said they would feel comfortable about raising concerns.

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 provider had appropriate equality, diversity and inclusion policies and processes. Staff said they were treated fairly and equitably.

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 service did not have an electronic system to monitor whether staff arrived on time, or stayed for the required duration, although the registered manager conducted telephone spot checks sometimes.

The registered manager conducted audits to monitor the quality of the service, for example regarding medicines management, care plan audits, and undertook visual competency checks of staff support in people’s homes.

The registered manager submitted statutory notifications to relevant agencies which is their legal duty to do so.

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.

There were links with local colleges and care homes, and opportunities within these were explored. For example, 1 person was supported to undertake employment at a care home, whilst also raising awareness about the needs of people who may experience dementia.

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 provider organised regular care conferences for leaders and staff, and managers were committed to ongoing continuous learning and development. The schedule of audits which were conducted regularly, were reviewed and monitored, with a focus on using these to learn from and make improvements.