Eden Manor 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 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 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 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 people felt there was a positive culture at the service. Communication between people, staff and management was open and effective. The provider worked with local community partners for mutual support such as the local college and school.

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.

The provider had a good oversight of the service. The registered manager was well supported by regional management. The management team were passionate about the service they offered to people.

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

Most staff we spoke to said it was easy to speak up when needed and the management team took action when things were raised with them.

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.

Management worked to ensure equality and diversity for staff by making policies, support systems and opportunities accessible to everyone. Staff raised no concerns about discrimination in the workplace.

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.

Regular reviews of records, accidents, incidents and feedback from people and staff were in place to ensure the service was providing good quality care. The registered manager shared lessons learnt with staff and with other services belonging to the provider. The electronic care planning system was effective, providing the management team with up-to-date information about people’s care, governance and staff. We found that the medicines audits had not identified that minimum dose intervals were not consistently adhered to. The registered manager had acted on feedback to improve this immediately.

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.

A visiting professional said, “Staff especially suite managers and senior carers give accurate and timely information, and nothing is too much trouble to assist. Therefore, supporting the best (care) pathway for each individual resident.”

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 contributed to safe, effective practice and research.

The registered manager spoke in detail about continuous improvements being made at the service, based on feedback from people, relatives and staff. For example, improving the dining experience.