Woodham Lodge

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 requires improvement. At this assessment the rating has changed to 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.

Management advocated for staff and relatives to provide feedback and suggestions on how to best support the people in their care and shape the service moving forward. Staff were encouraged to have an open and sharing culture and received training in equality diversity and inclusion.

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 had been at the home for 2 years and during that time staff and relatives reported positive changes. The registered manager was approachable and willing to listen and action feedback with a positive outlook. There were regular staff meetings and supervisions where information was shared, and ideas explored. Staff commented that they feel comfortable discussing issues with the registered manager. A staff member told us, “[Registered manager] has given us a voice and values what we say.”

The provider was exceptional at fostering a positive culture where people knew they could speak up and their voice would be heard.

Staff understood their responsibilities to report poor practices and ensure those in their care are treated respectfully and safely. All staff had been trained in safeguarding and whistleblowing and were confident with processes to follow if the need arose.

The provider valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for staff.

The registered manager understood the value of a diverse staff team. Due to a longstanding staff team there had been limited opportunity to incorporate new team members, however, they could demonstrate what support would be provided, should it be required in the future.

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.

Managers and staff were clear about their roles and responsibilities and work well together as a collective staff team. There was evidence of regular audits for statutory maintenance checks, care and medication records. Action plans were updated with relevant time frames which the registered manager scheduled reviews to ensure that these had been completed effectively.

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.

Records evidenced appropriate healthcare referrals and appointments. Staff where confident about referring to appropriate health and social care professionals for advice. They were willing to listen, follow and review any advice given so that people received the best possible care and support in a timely manner.

The provider focused on continuous learning, innovation and improvement across the service. They encouraged creative ways of delivering equality of experience, outcome and quality of life for people. They actively contributed to safe, effective practice and research.

There were systems and processes in place to ensure lessons were learnt from incidents accidents or safeguarding concerns. These were reviewed to help identify any themes and trends which may influence a change to the practise within the home. Staff training records were regularly reviewed to ensure staff were equipped with the up-to-date knowledge and skills to provide a good level of care and support.