Sky Homecare 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.

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 provider had a shared culture and direction. Staff told us the company was a good place to work. The provider had a policy on equality and diversity to help guide practice in this area. The registered manager said they sought to respect staff’s equality and diversity needs. For example, staff were able to take time off work to celebrate a recent religious day of celebration.

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 service had a registered manager in place. They were also the owner of the business. Staff spoke positively about the registered manager. A member of staff said, “I think [registered manager] is very good.” They added, “You can call [registered manager] anytime.” People and relatives also spoke well of the registered manager and their interactions with them. Staff received a copy of their job description and a staff handbook to help them be clear about their roles and the expectations of them from their employer.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard.

There were systems in place to enable people and others to speak up. For example, there were policies in place covering whistleblowing and complaints. Regular staff meetings were held where staff could raise issues of importance to them and staff also had 1 to 1 supervision meetings with the registered manager. The registered manager carried out telephone monitoring with people to gain their feedback on the service. A person told us, [Registered manage] phoned me to make sure everything was OK.” A relative said, “[Registered manager] checks in on [person] to make sure everything is all right.”

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 registered manager told us they promoted workforce equality, diversity and inclusion. For example, they said they provided flexible shift patterns for staff to work around religious festivals.

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. The provider had various quality assurance and monitoring systems in place to help drive improvements at the service. For example, they carried out unannounced spot checks. These looked at staff punctuality, record keeping, knowledge of tasks to be performed and interaction with people. The provider carried out an annual survey of people and relatives to gain their feedback. Completed surveys we saw from the most recent survey contained positive feedback. For example, 1 person wrote, “My carer is amazing and helps me very much.” Various audits were carried, for example, in relation to medicines and care plans.

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.

The registered manager told us they had links with a local community group representing people from ethnic minority backgrounds shared by people using the service. The also worked collaboratively with people and relatives to deliver person-centred care and health and social care organisations.

The provider focused on continuous learning, innovation and improvement across the organisation and local system. They encouraged creative ways of delivering equality of experience, outcome and quality of life for people.

The provider told us of their plans for the future of the business. These included recruiting an administrative member of staff to help with the running of the service and the increased use of digital records.