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Archived: Swallow Wood Care Home

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Inspection report

Date of Inspection: 6 July 2011
Date of Publication: 26 September 2011
Inspection Report published 26 September 2011 PDF | 68.87 KB

Staff should be properly trained and supervised, and have the chance to develop and improve their skills (outcome 14)

Not met this standard

We checked that people who use this service

  • Are safe and their health and welfare needs are met by competent staff.

How this check was done

We reviewed all the information we hold about this provider, carried out a visit on 06/07/2011, checked the provider's records and talked to people who use services.

Our judgement

The majority of staff had an appropriate induction and undertook mandatory training as required. Support for staff through clinical supervision was being planned and carried out by the manager and senior staff within the service, but was not fully embedded in the working practices of the home.

User experience

People we spoke with did not comment on this outcome area.

Other evidence

There was a standard induction for new staff and the staff training records showed that there was a good uptake of training within the service. In the last 12 months the majority of staff (about 90%) had attended safe working practice training in fire safety, moving and handling, control of substances hazardous to health, health and safety and infection control. Staff also attended sessions on food hygiene, safeguarding of adults from abuse, care planning, customer care and nutrition.

The staff training plan did not indicate that the manager or staff had attended any training in MCA or DOLs and this was confirmed by the manager in our discussions with him. The manager told us that he would arrange for this training to take place as soon as possible.

We were informed by the manager that there was an open door policy so staff were able to discuss any concerns. Policies and procedures were in place to give staff advice on a number of subjects including bullying, harassment and grievance, dignity at work and whistle blowing. The manager held regular staff meetings so that people could talk about any work issues and there were up to date policies and procedures regarding work practices that staff could easily access.

The records of staff supervision showed that sessions had just started to take place on a regular basis. The manager informed us that these had yet to be embedded in working practice and he hoped to achieve this by the end of September 2011.