Easy Healthcare (Yorkshire) Limited

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 Easy Healthcare (Yorkshire) Limited. 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.Staff told us they enjoyed working at Easy Healthcare (Yorkshire) Limited. We received lots of compliments about the staff and the registered manager from people and relatives. The registered manager and care coordinators kept in regular contact with relatives and people. Relatives felt the staff had a good culture.One relative told us, “Staff will always ask if there is anything else they can do before they leave."

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.Relatives made positive comments about the management structure. One relative said, “The management structure seems effective, and they have always done what they promise to do.” Relatives liked the idea they had the regular staff visiting their loved one and the same care coordinator to facilitate their care. We received feedback from people and relatives that the registered manager was approachable from the very first time they met them at the initial assessment. The staff felt well managed at Easy Healthcare (Yorkshire) Limited which supported everyone to work together as a team.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. Staff said they were able to speak with either the registered manager or care coordinators who were open to discuss issues. People and relatives felt they could contact someone in the office at all times and could also request to speak to the registered manager if they needed. People, relatives and staff felt listened to by the registered manager. One relative said, “I would give [registered manager] 10/10. They are very supportive, even when I have dropped some changes on them at the last-minute, they have remained flexible wherever they can be.” Care coordinators called people and relatives on a regular basis for any feedback. Staff were also given the opportunity to give feedback through staff surveys. Lots of compliments were received from people and staff about Easy Healthcare (Yorkshire) Limited. Everyone we spoke with said they would be able to speak up confidently if they had any concerns.

The provider valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for people who work for them. Staff felt they were treated fairly by the managers and worked well with them as a team. Staff told us they received support from all the managers in the office. The registered manager told us they tried to be as accommodating as they could be with staff, so they had a work life balance, staff also were positive about the flexibility they had working for Easy Healthcare (Yorkshire) Limited.

The provider had effective governance systems in place. There were systems to monitor the quality-of-care people received which included observations of staff competency, monitoring of calls to people, audits and team meetings. Call logs were closely monitored to ensure staff arrived on time, stayed the duration of their call and completed their tasks. Managers would receive an alert if staff were late, or tasks were not completed which could be addressed promptly. We saw evidence of appropriate action taken where any discrepancies were found in people’s care logs. The provider had a live action plan in place which included actions from a mock inspection they had. The provider had completed the actions set. Information from audits, safeguarding’s, concerns and complaints, accidents and incidents were routinely analysed to drive improvement and prevent reoccurrence. There were a range of policies and procedures which reflected good practice and legislation.

The provider clearly understood and carried out their duty to collaborate and worked in partnership, and services worked seamlessly for people. They shared information and learning with partners and collaborated for improvement.Staff worked in partnership with others to make sure people’s needs were met. The registered manager shared an example of when they shared learning with other providers as they had arranged training which was open for staff from other providers to attend. The registered manager told us they attended local forums and were part of a registered managers group which allowed for further learning and sharing of good practices. We received no feedback from health or social care professionals in relation to Easy Healthcare (Yorkshire) Limited.

The provider promoted a learning culture and focused on continuous learning and improvement for everyone. Staff had completed training required for their role and could complete additional training if they required. The provider was proactive when discrepancies were found or where improvements needed to be made. There was a live action plan in place with staff allocations and a timescale which the registered manager routinely reviewed. Staff meetings also focused on where improvements could be made.