Westleigh House

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.

At our last inspection we rated this key question good. At this inspection the rating has remained 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 registered manager had only been in post for a short while. They had already made positive changes. They had shared their vision for the home through staff meetings and individual supervision sessions. One relative said, “The last time I visited the new manager introduced himself, and said any problems let me know.”

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, supported by the operations manager had the experience and skills needed to effectively manage the service. Both were visible in the home, open and approachable. One relative said, “The new manager is brilliant.”

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

Staff told us they felt able to raise issues with the registered manager or provider. One member of staff said, “You can go to [registered manager’s name] with anything. We are being heard now.”

The provider had systems in place to enable staff to report concerns outside of the home if they felt unable to raise issues at the home.

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.

People were supported by a diverse workforce from different cultures and backgrounds. Staff spoken with all felt they were treated fairly and with respect.

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 checks and audits were carried out by the registered manager and the provider. When shortfalls were identified, these were added to a continuous action plan and addressed to ensure improvements were made. For example, where shortfalls in protocols for ‘as required’ medicines were identified, improvements were made. We saw these protocols were well written and individual to the person.

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 staff worked in partnership with other professionals and organisations to make sure people received a good standard of care. The managers kept up to date with relevant developments and shared learning across the organisation.

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.

Care and support provided to people were in line with current best practice guidance right support, right care, right culture. Leaders worked with people, their representatives and staff to build a culture that focused on enabling people to enjoy a full life.