Carerecruit Solutions Limited

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 service. 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 registered manager promoted a learning culture within the service and ensured regular meetings were held to embed their vision for the service. The staff meetings along with quality assurance processes were used to promote accountability and drive continuous improvement.

There was an open and honest culture throughout the service.Staff told us they felt listened to and shared the registered managers vision for the service.One staff member told us,“We all work together, the communication between us all is great and we all do what we can 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.

The registered manager responded positively to feedback during this inspection. They demonstrated a good understanding of people’s needs, the performance of the service and actions required to improve.

Feedback about the registered manager was positive. Staff told us the registered manager was client focused before anything else and always acted quickly to address any concerns. One staff member told us,“They will go above and beyond for people and staff, they are always checking in with us.”

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

The provider actively sought the views of people and staff, promoting an open culture. Staff were aware of the term “freedom to speak up” and said they felt comfortable to do so. People and their relatives told us they could raise any issues with the provider and they would be addressed. There was a complaints policy and procedure and a whistleblowing policy in place.

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.

Training, policies and staff support processes promoted an inclusive culture. Staff received training on equality, diversity, disability awareness and bullying and harassment, this ensured people and staff were treated fairly and with respect.

Staff told us they felt valued and supported in their roles. Policies and procedures supported equality and inclusion within 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.

The provider had governance processes in place,including audits of daily notes, and care records.There was regular oversight of the service through staff supervisions and ongoing communication with people and their relatives.

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 worked with relatives and other healthcare professionals to ensure people received coordinated care. We saw effective communication with pharmacists to address medication queries which ensured peoples safety. Staff told us they had a good working relationship with district nurses and could contact them direct for advice if required.

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.

Supervisions and staff meetings were used to openly discuss training needs and staff told us they were encouraged to share any ideas they had for improvement.

The manager actively contacted people and their relatives for feedback to continuously improve the service and care and support for people.