Alexandra House - Bury

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 promoted a positive culture with clear values and a shared vision. Documents showed that the service had well defined values which were representative of the whole ethos of the service. The provider’s approach encouraged transparency, inclusivity and a focus on delivering quality care. The provider ensured staff understood these values through team meetings and supervisions and supported staff to understand why tasks for actions needed to be completed.

Staff understood the context in which they delivered care and support and embodied the culture and values of their workforce and organisation. The registered manager and leaders were visible within the service and led by example to their staff team. Comments from staff included, “I’ve worked for various care companies over the years but I’ve found the management of this service to be the best.”

The provider fostered a culture where staff felt able to raise concerns safely. Documents also showed a clear whistleblowing policy was in place, supporting transparency and enabling staff to speak up without fear. Comments from staff included, “I wouldn’t hesitate to contact the manager or office with any issues, and the manager cares.”

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. Documents supported this approach through a clear equality and diversity policy outlining expectations for fair and equitable treatment.

The provider had systems for oversight, accountability and continuous monitoring of quality, supported by documented policies and audit processes. The service was part of a wider national social care franchise which meant systems to good governance were well established. There was a clear system of accountability in place and staff were aware of their roles and responsibilities. These governance processes ensured leaders had the information they needed to monitor performance and implement improvements.

Throughout this assessment process, the provider, registered manager and wider team were open, honest, transparent, and fully engaged in the process. Information requested was provided without delay and was comprehensive.
 

The provider worked collaboratively with external professionals, ensuring coordinated, joined‑up care. Documents showed clear communication with multidisciplinary teams and evidence that needs were reassessed and shared when people moved between services. This supported continuity and helped ensure people received coordinated, safe care across services.

The provider demonstrated commitment to learning and continuous improvement. Documents showed a regular programme of audits, including medicines and records checks, with findings used to make improvements. This systematic approach supported safe, effective practice and ensured learning was embedded across the service.