Supreme Care Services Limited Also known as 1-12502111923

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.The registered manager was passionate about delivering a quality service to people receiving care. The staff we spoke with were equally committed to providing the best support they could.

The registered manager understood their responsibilities in delivering care and support to people. The staff told us the registered manager was supportive and could be approached at any time for support if they needed it.

A professional told us their dealings with the management, particularly the registered manager, had always been positive. They told us how responsive the registered manager was to providing information when required.

A person receiving care told us, “The service is well organised and runs smoothly. I feel confident in the people managing my care. There is a strong team spirit and that shows in the care they give.”

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. Staff were aware of the whistleblowing policy and knew how to use it. They spoke with confidence about being able to talk to the registered manager, their immediate supervisors or any of the staff who were based in the office.

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 was flexible with their staff and understood their staff had other responsibilities away from the work setting. Staff had access to training and felt able to ask for whatever additional training they might need to be able to do their jobs.

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. There were systems in place for checking aspects of the care the provider delivered to ensure safe consistent practices by the staff.

The provider understood their duty to collaborate and work in partnership, so services worked for people. They shared information and learning with partners and collaborated for improvement. They worked alongside other community based services such as GP’s and pharmacies to ensure people received the services they required. The staff also provided additional support so people could access community facilities such as shops and other local amenities.

The provider gave their staff the opportunity to access a wide range of training for them to be able to do their jobs. Additionally, they ensured that staff had access to vocational qualifications that both helped with the work they did but provided staff with valuable qualifications to further their careers in the care sector.