Oasis Healthcare Solutions 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 provider leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture. This is the first inspection for this provider. This key question has been rated good. This meant the provider 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 described a positive team culture, with everyone working towards the shared goal of providing high-quality care. One member of staff said, “All team members are approachable, and there is a shared goal of providing high quality care.’’ This reflected the team’s commitment to delivering high standards of care and supporting one another. The registered manager led the team well and encouraged staff to work together to achieve positive outcomes for people.

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.

Feedback about the registered manager was consistently positive. Staff described them as approachable, supportive, and responsive. One staff member said, “[name] is approachable and supportive, and you can go to [name] if you need anything. [name] keeps things running well and makes sure standards are met.’’

Relatives also spoke positively about the registered manager. One relative told us, “The registered manager is approachable. [name] is nice and helpful. Any problems you may have, they are happy to help you.’’These comments reflected the registered manager’s open approach and the positive relationship they had built with both staff and people using the provider.

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

People and their relatives were regularly asked for their feedback through surveys and calls by the management team. Their views were welcomed and used and used to help monitor the quality of the provider. Feedback from people, relatives, staff and external professionals was positive. Staff told us they felt able to speak up if they have any concerns and they were aware of external whistleblowing processes. They were confident that any concerns raised would be listened to and acted on promptly, supporting and open and honest culture.

The provider valued diversity in their workforce. They work towards an inclusive and fair culture by improving equality and equity for people who work for them.

Staff told us they felt valued, and their individual circumstances were understood and supported by the registered manager. They provided examples where their needs, such as family commitments and maintaining a healthy work-life balance, were taken into account. Policies and procedures were in place to support and reinforce the provider commitment to equality, diversity and inclusion.

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 act on the best information about risk, performance and outcomes, and share this securely with others when appropriate.

Governance systems were effective and gave the registered manager clear oversight of the provider. Regular audits and checks were carried out on care plans and daily records helped identify issues, monitor quality and ensure actions were completed. Staff understood their roles and how they contributed to proving good quality care.

The provider worked closely with a wide range of professionals and providers to support people in their own homes. Feedback from external stakeholders and professionals was positive, with strong working relationships reported.

Statutory notifications had not always been submitted to CQC as required. We discussed this with the registered manager during the inspection, and the remaining notifications were submitted.

The provider understood their duty to collaborate and work in partnership, so providers work seamlessly for people. They share information and learning with partners and collaborate for improvement.

The registered manager told us they were committed to working closely with health and social care professionals to ensure people received joined-up care. They said it was important to be a trusted provider and to work closely with other professionals while responding to people’s changing needs.

Feedback from professionals was positive and demonstrated effective partnership working. Professionals described the provider as responsive, open and easy to communicate with. One professional commented, “Very good partnership; Oasis are very responsive to our communications and open around any concerns they may have.’’ Another said, “Good partnership. They have called and emailed me appropriately and were very open when I visited people’s home to review.’’ A third professional acknowledged that although there had previously been some communication issues, “this has really improved… I think we now have a much better and stronger relationship with them now that they have made positive changes.’’This showed the provider had listened to feedback, made improvements and developed stronger relationships with partner 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. They actively contribute to safe, effective practice and research.

The registered manager described how they continually sought to improve the service through regular audits, quality checks, and ongoing learning. One member of staff reflected this positive culture, saying, “I feel that my contributions are valued and play an important role in maintaining continuity of care. I am included in staff development opportunities, and any concerns I raise are taken seriously, listened to, and acted upon appropriately.’’

The registered manager had effectively implemented the provider’s governance processes, enabling them to lead a safe provider.