Cofton Park Manor Care Home Also known as Cofton Park 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 registeredservice. This key question has been ratedGood.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.The provider and management team had very clear aspirations to stand out and be outstanding in the care and support they provided. There was an open culture which empowered staff and the people in the service with a voice and influence in the care provided.

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. One professional described the management of the service as ‘kind and very caring’. People and relatives were positive about the approach of the management team.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. The approach of staff and the management team was to create a culture of freedom for people to speak up. Comments or concerns were taken on board and listened to, for example menu ideas and ideas for future opportunities were discussed with people and this directly affected what was provided.

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. There were no issues identified with the workforce relating to equality,diversity or inclusion. All staff we spoke with were positive about their experiences of working for the provider.

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. There were systems and processes to ensure the provide maintained active involvement and oversight of the service. The provider had comprehensive systems of governance, however some gaps in care records had not been identified before being raised during the inspection. The management team were quick to respond and review their oversight of these areas.

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. There was engagement with external entertainment for people including a person from Scotland with bagpipes, therapy animals,singers and other entertainment. There was a clear focus from the management team to be a part of the local community and encourage active partnerships.

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 manager told us they wanted the service to be the very best and to strive for a service which didn’t just stand still but moved forward in improvement. The provider wanted to push on what could be achieved in dementia care of which some people in the service were living with and had appointed a dementia lead with a clear goal and strategy to drive improvement and innovation.