Selekt 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 newly registered 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.

Policies were in place covering equality and diversity, and the registered manager was able to tell us how they met the needs of both staff and people, with regard to this. For example, people were supported by staff with a shared cultural heritage. The registered manager said this had practical benefits for people, such as staff being able to cook specific foods people wanted. The registered manager told us they were available and accessible to people and staff, and this was confirmed by people and staff we spoke with.

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.

There was a registered manager in place who oversaw the day to day running of the service. The registered manager was also the owner of the business. People and staff told us they were happy with the support they received from the registered manager. A member of staff described the registered manager as, “Very nice and helpful” and added, “I can call my manager and ask for additional information [if they required support with anything].”

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

People and relatives told us they felt free to speak up. Systems were in place to support people to speak up. For example, the provider had both a whistleblowing and a complaints procedure in place. Telephone monitoring with people was caried out which gave people the opportunity to raise any issues of concern they may have had.

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 how they promoted equality and diversity with their staff. For example, the rota was designed in a way that supported staff to have time off to visit places of worship. The provider had a policy on equality and diversity to help guide practice in this area. We saw that staff recruitment was caried out in line with good practice in relation to equality and diversity.

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.

Various quality and monitoring systems were in place to help drive improvements at the service. These included audits, telephone monitoring with people who used the service and spot checks. There was also a policy in place on quality assurance to help guide practice in this area.

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 provider worked in partnership with people and organisations. For example, they worked with the local authority to help meet people’s needs. They also worked in partnership with people who used the service. Care plans were drawn up with people’s involvement. People were provided with a contract by the provider so it was clear about what they could expect from the provider.

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. There was a focus on continuous learning and improvement. For example, staff undertook regular training to help them develop in their role.