Hadley Lawns Care Home

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 good. At this assessment the rating has remained 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 service 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. There was a positive atmosphere and culture in the care home which focused on effective care and support for people. Staff comments included “I have worked here a while, and this home has a homely feel, and People are cared for with compassion and comfort always in mind.”

The service 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 new manager (who was in the process of being registered with the Care Quality Commission) demonstrated a good knowledge of every person who lived in the care home. It was clear they were kind and caring and went the extra mile to support people and staff on a personal level. Comments from people included, “They are good at keeping me informed”, and “The manager is really approachable, and I can always talk to her “, and “I get the impression the new manager is on top of things and is hands on and she a refreshing change.”
Staff told us they felt well supported by the manager. Comments included, “I always go to my managers.“ ”I am confident to go into her room and talk to her, she is always there to talk to and I feel confident in her answers,” and “The main reason I like working here is because I can speak up if something is wrong freely. I can go to my manager, and she is very kind and particularly good to me. I am very happy to be here. “
 

The service fostered a positive culture where people felt they could speak up and their voice would be heard. Policies and processes were in place to support staff to speak up if they had concerns. Staff confirmed they were confident to speak up if they had concerns about the quality of care

The service valued diversity in their workforce. They work towards an inclusive and fair culture by improving equality and equity for people who work for them. Processes were in place which helped to protect the rights of staff under the Equality Act. This helped to create a more equitable and inclusive organisation

The service 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. Daily audits and checks were completed effectively by the management team. There was good use of data and information systems to produce reports and analyse information to review care and support provided and identify themes and trends. A family member told us, “They keep me in touch with any issues but there has been very few.”

The service understood their duty to collaborate and work in partnership, so services worked seamlessly for people. They shared information and learning with partners and collaborate for improvement and to ensure people received better outcomes. People had access to local clinical services to help ensure they had the right care to meet their needs

The service focused on continuous learning, innovation and improvement across the organisation and local systems. 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 regular staff meetings where the registered manager provided feedback about care and support and where additional improvement and focus was required to ensure care was maintained at a good standard.