Aranlaw House Care Home

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 inspection 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 service 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 and the management team told inspectors they were proud to work at the service and spoke about the importance of listening to people and acting on feedback, stating they felt fully supported by the registered manager to do so.
 

The service 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 provider had developed a culture and processes where staff felt appreciated. Examples included recognition schemes and career development pathways. This had encouraged inclusivity within the service.

People, their relatives and health and social care professionals spoke positively about the inclusive and compassionate leadership in the service. Comments included, “The registered manager was very helpful and supportive, “I am also very grateful to Aranlaw House Care Home for the excellent support they have provided to me and the wider family” and, “As far as I know it’s well managed, I am always welcomed here.”

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

Staff knew how to raise concerns and access support. There were clear procedures for regular team meetings. Staff consistently told us they felt able to discuss their concerns, views and ideas with the registered manager.

Aranlaw House Care Home had policies and procedures in place to support staff to speak up and raise concerns. This included up to date policies in relation to safeguarding and whistleblowing.
 

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

Policies and procedures incorporated all aspects of recruitment and staffing and included retention plans, equality, diversity, fairness and protected characteristics. Support and reasonable adjustments were made for staff as and when needed.

Staff told us their colleagues and the management team were inclusive. Comments included “I feel valued in my role, and I have been given the time and resources I need to grow. That makes a big difference in job satisfaction and personal development.”
 

The service 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.

The registered manager operated a range of audits, analysis and checks within the service, which supported the safety and quality of care provision. Risks to people's safety were well managed and monitored. Audits of people’s health needs demonstrated follow up actions were taken to enhance the wellbeing of individuals through referrals to external professionals who could provide specialist support as necessary.

The registered manager and provider had made all notifications to CQC as required by law. A notification is the action that a provider is legally bound to take to tell us about any changes to their regulated services or incidents that have taken place in them.
 

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

The service worked with a wide variety of external professionals to ensure people received kind, compassionate and effective care. This, together with the providers quality assurance processes meant information was continually shared, this had included across the providers locations.

The registered manager told us, “At Aranlaw House Care Home, we live by a very simple principle: every person matters, every day. That’s not just something we say, it really is something we believe deeply and put into action in how we recruit, train, support, and care.” This sentiment was echoed in feedback from relatives who shared experiences of instances they have been welcomed to the service and felt ‘part of the family.’

The service 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.

Regular feedback from people and their relatives was sought by the service. The registered manager provided examples of how learning opportunities had been identified when reflecting on safeguarding events, accidents and incidents.

The registered manager shared various examples of how the service planned to continue with improving care provision. This included an analysis of feedback and being proactive in identifying learning opportunities through the service and provider’s audits.