GO Care 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 service leadership, management and governance assured high-quality, person-centered care; supported learning and innovation; and promoted an open, fair culture.

This is the first assessment for this 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-centered 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 registered manager had systems to ensure oversight of the service. The service aimed to give people person-centered care and support, and they involved people and their families to achieve this. Staff worked well together, had regular supervision and team meetings to embody a shared direction and culture.

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.

Staff were overwhelmingly positive about the support provided by the registered manager. A member of staff told us, “Go Care Ltd has a positive and supportive culture. Management communicates well, provides guidance and training, and ensures staff feel valued and supported” and “The culture is very positive. Staff support each other and work as a team. Communication is always easy, and mangers are approachable and helpful.”

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

The provider encouraged a culture of openness by training staff on the whistle-blowing policy. The whistle blowing policy along with all other policies were shared with staff on a regular basis. A care worker said, “I am not afraid to speak up and know that the manager listens to me and will make changes if this is needed.”

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.

The registered manager told us, “We promote dignity and respect which I implement in the service. What is important to people and staff is important to me. When things go wrong, we own up and will make changes if needed.” The registered manager gave us an example of accommodating staff members religious requirements. For example, staff being able to take time off due to religious reasons.

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.

The registered manager conducted audits routinely, these audits included overseeing staff training, medicine audits, overseeing safeguarding’s, incidents and accidents, daily notes, care plans and risk assessments. The audits on care plans had not identified the spelling mistakes found during our assessment.

Staff were complimentary about the leadership and fed back that they would recommend the service to family and friends.

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.

The provider told us they worked with a range of other professionals to help make sure people received continuity in their care. People were able to give us examples of the service working in partnership with other agencies, including community.

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 systems and processes promoted, and supported learning, improvement, and innovation. The complaints system was regularly monitored and enabled staff and the provider to learn from and improve the service. People, their relatives, and staff provided regular feedback to identify if people were receiving the care and support, they needed.