Eezz Care 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 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 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 service was led by a strong management team who were committed to providing person-centred care. The registered manager focused on ensuring people received high‑quality care and support, while the nominated individual supported people to access the most appropriate care and services to meet their needs. The nominated individual is the provider’s appointed representative who is responsible for supervising the management of the regulated activity.

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 told us the management were encouraging and understanding. A staff member told us, “The management are supportive and very approachable. They [managers] usually ask about how a day went and provide the reassurance and emotional support required.”

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. The provider had systems in place to support staff to raise concerns and staff had regular opportunities to offer feedback. A staff member told us, “Yes, I am asked for feedback through supervisions and discussions, and I feel comfortable sharing my views.”

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.All staff had completed Equality, Diversity and Inclusion training, and the provider had robust equality and diversity policies and procedures in place to promote inclusive practice and effectively identify and address discrimination.

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 an effective quality assurance system in place to review key areas of the service and drive continuous improvement.

The management team had a clear understanding of their roles and responsibilities and led the service effectively. The registered manager carried out robust monitoring arrangements, including observational visits, to oversee staff performance and ensure people received safe, good‑quality care and support.

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 registered manager worked collaboratively with health and social care professionals to ensure people received coordinated care and the best possible support.Relatives told us they worked in partnership with the registered manager. A relative told us, “We’re in constant contact with the manager, he’s very hands on. I feel very included.” Another said, “[Registered manager]’s very proactive and involved.”

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 service had invested in an electronic care management system, which included care plans, daily notes and electronic medication administration records. The live system enabled the management team to respond promptly to any issues identified.The system also incorporated geographical functionality, which recorded visit durations and supported staff working alone by enabling management oversight of staff locations. The registered manager explained how this functionality had been used effectively to support a safeguarding investigation.