Spectrum Homecare 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. This is the first assessment for this service. This key question has been rated 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. Staff spoke positively about the registered manager, their leadership, and commitment to making a difference to people’s lives.

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 demonstrated a good knowledge of the people who used the service and the staff team. People and their relatives spoke positively about the leadership of the service. One person told us, “The managers are amazing and help with anything.” And a relative told us, “We’re very happy with how things are managed, everything runs smoothly for us, they do a grand job.” Staff also spoke positively about how they were managed and told us the service was organised and well managed.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. The registered manager ensured staff had information about the providers whistleblowing and safeguarding procedures, these were discussed at induction, staff meetings and in supervision. Staff confirmed to us they understood these procedures 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 management team demonstrated how they valued staff by working closely with them to understand staff’s individual needs and by making reasonable adjustments to accommodate and support them in their work. The staff we spoke with were all spoke positively about working for the provider. One staff member said, “It’s really good here, I have worked for other companies and none of them compare, they are very understanding, and they want to make a difference to client’s lives.”

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 registered 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, accidents and incidents. This information was analysed by the management team 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. We saw evidence of collaboration with partners 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 and effective practice. 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 registered manager. We found examples of the actions the registered manager had taken in response to these findings. For example, the provider had made changes to their digital systems to strengthen their oversight of the service and had introduced coffee mornings to give staff opportunities to meet and spend time together.