LA Care 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.

There was a positive, person-centred culture. People using the service, relatives and staff were happy and told us they would recommend the agency. The registered manager knew people well and had regular contact with them and staff. A relative commented, “Staff show professionalism in their work.” Comments from staff included, “This is a good company to work for”, “There is a good team spirit and a caring manager” and “There is a positive and supportive environment. LA Care Ltd is a rewarding place to work.”

There were capable and inclusive leaders. The registered manager was a director of the company. They were a registered nurse and kept their nursing training and skills up to date. They had a good understanding of regulatory responsibilities and legal requirements. The provider had a range of suitable policies and procedures. These reflected best practice guidance and legislation.

People using the service, relatives and staff told us they though the service was well- managed. Their comments included, “[Registered manager] is very understanding”, “The manager is approachable and easy to talk to” and “[Registered manager] often comes to visit me.”

There were systems to enable staff and others to speak up when they felt something was wrong. Staff told us they knew what to do if they had concerns. They explained they felt confident speaking up. Comments from staff included, “I can openly discuss any concerns with my manager” and “Concerns are taken seriously.” The registered manager was open, honest and transparent. When something went wrong, the registered manager apologised to people and explained the actions they were taking to prevent this happening again.

There were policies and procedures to support workforce equality, diversity and inclusion. Staff told us their individual needs and diversity were respected. The registered manager supported staff with flexible working arrangements. Comments from staff included, “I feel fully supported in my workplace. For example, through flexible working hours” and “I feel comfortable discussing my needs with my manager. The service promotes equality and diversity and treats staff fairly.”

The provider had effective systems for monitoring and improving the quality of the service. These included a range of checks and audits, good oversight of care provided and clear and accurate records. The registered manager carried out reviews of care as well as spot checks and appraisals of staff work. They asked people using the service, relatives and staff for feedback about their experiences.

The provider worked in partnership with other professionals to provide person-centred care. They contacted health and social care professionals when needed. The registered manager worked with the local community, including GPs, places of worship and other care providers to share information and best practice.

There were systems for learning and improving the service. Staff took part in regular training and meetings with the registered manager. The registered manager shared information from professional bodies and lessons learnt with staff to help develop their knowledge and skills.