Addison Court

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 leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture. At our last assessment we rated this key question inadequate. At this assessment the rating has changed to good. This meant the service was consistently managed and well-led. Leaders and the culture they created promoted high-quality, person-centred care.

The provider was previously in breach of legal regulation in relation to duty of candour and governance processes. Improvements were found at this assessment and the provider was no longer in breach of regulation.

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. Staff spoke positively about the culture and values of the service. One member of staff told us, “I take pride in my work.” The provider and registered manager had worked hard to address the issues we found at our last inspection, and staff felt included in this process.

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. One member of staff said, “I feel the home runs well.” The provider, registered manager and senior leaders were a visible presence at the service. One person told us, “The staff must have a good manager because they know what they're doing, and they work well together. I also think they are happy with their work.”

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. One member of staff said, “Staff come forward with concerns and ideas and are welcomed by the manager.” Regular meetings were held to ensure people, relatives and staff had the chance to speak up and give feedback.

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. Staff we spoke with felt valued and proud to work at the service. One member of staff said, “I feel like Addison is a welcoming place to work in.”

The provider had effective governance systems in place to monitor and improve standards at the service. 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. Where audits identified issues, action was quickly taken to address them. For example, it was identified that improvements were needed in how people accessed physiotherapy services. A plan was developed to achieve this, and was regularly reviewed to ensure progress was made.

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. Staff worked with a wide range of external professionals to ensure people received safe and effective care.

The provider focused on continuous learning, innovation and improvement across the organisation and local system. External professionals told us the provider, registered manager and staff had worked effectively to address the issues identified at our last inspection.