Green Olive 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 was 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 71 (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 promoted a culture that focused on respectful, person-centred care and understanding the needs of people using the service. The approach of the service emphasised inclusion, respect and supporting people in a way that reflected their individual circumstances.

People and their relatives spoke positively about the care provided and the approach taken by staff. One relative told us, “Very lucky with the carers [family member] has. They make it as easy as possible for the family, and they feel the carers are an asset.”

Staff told us there is a positive culture where they feel valued and supported to provide the best care to people. Additionally, they also told us they understood the provider’s expectations around delivering compassionate and responsive care.

The service was led by managers who had relevant skills, knowledge and professional experience to oversee the delivery of care. The registered manager was a health care professional and had a good understanding of the social and health landscape to provide care to people.

Leaders demonstrated an understanding of the needs of people using the service and the context in which care was delivered. Staff told us the management team was approachable and supportive, and that they could seek guidance when needed.

The provider encouraged an open culture where staff felt able to raise concerns or share feedback about the service. Staff told us they were comfortable speaking with the management team if they had concerns about people’s care or the way the service was operating.

Staff said managers were approachable and willing to listen. They told us they understood the importance of raising concerns and would report issues to the management team or through formal procedures if required.

The provider promoted equality, diversity and inclusion within the workforce. Staff told us they were treated fairly and with respect, and that their individual backgrounds and beliefs were recognised and valued.

Staff had completed training in equality and diversity and told us this helped them understand how to work respectfully with colleagues and people using the service. One staff member commented, “Management support me a lot, won’t leave the company for anything.”

The provider had systems in place to oversee the quality and safety of the service. The management team maintained oversight of care delivery and reviewed information about the service to ensure people’s needs continued to be met.

However, we identified some inconsistencies in care records during the assessment. Some risk assessments did not fully align with information recorded in care plans and environmental assessments did not always reflect risks identified elsewhere in people’s records. These issues related to the accuracy, consistency and clarity of risk and environmental assessments, which the provider had not identified through their checks and audits so they could make the necessary improvements.

The provider acknowledged these findings and told us they were reviewing and strengthening their recording systems to ensure risks and control measures were clearly identified and documented.

Despite these gaps, staff demonstrated a good understanding of the people they supported, and relatives confirmed people’s needs were being met. The provider was receptive to feedback and indicated they would take action to improve record keeping and governance processes.

The provider worked with other professionals and services to support people’s health and wellbeing. Staff told us they liaised with healthcare professionals involved in people’s care when required. This included working with GPs, physio therapists and psychologists to help ensure people received coordinated support.

Staff explained that communication with external professionals helped them better understand people’s needs and provide appropriate care and that the sharing of information and working collaboratively supported continuity of care and contributed to consistent approaches when supporting people.

The provider aimed to promote learning and ongoing improvement within the service. Systems were in place to support staff development and encourage reflection on practice to help maintain and improve the quality of care provided.

Policies and procedures were available to staff and were reviewed periodically to ensure they remained relevant. Staff told us they completed an induction and ongoing training, which helped them develop the skills and knowledge required for their roles. Training was delivered with the support of a trainer and staff said this helped them feel confident in carrying out their responsibilities.

Staff also told us opportunities to reflect on practice were provided through supervision sessions and team meetings. During these discussions, learning from training, feedback and service reviews could be shared. This supported consistent approaches to care and contributed to improvements in the way care was delivered.