INSPIRED CARE 4ALL 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-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.

There was a positive culture amongst the staff and leadership team. The registered manager had implemented systems to improve staff engagement, culture and well-being.

There were clear visions and values, which were included in staff handbooks and staff meetings. One staff member told us, “Our company genuinely cares for both people and staff. They respect our religion and culture, and I’ve never faced any issues regarding my company. I am proud to be part of such a supportive organisation, and I truly wish for them to continue growing and achieving even more success in the future. Our [manager] is always very supportive and motivating, which inspires all of us to do our best.”

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 had a good relationship with staff, people using the service and their relatives. Staff told us the registered manager was approachable and easy to talk to if they had any issues to discuss. They were happy working at the service. Comments from staff included, “The service is very well organised, transparent and efficiently managed.” And “The management team is approachable and always ready to support.”

People and relatives were positive about the support from the management team. One person told us, “I have no troubles contacting the management if I have any problems.” A relative said, “The management and office staff have been brilliant in how they’ve responded with our complex needs.”

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

There were clear whistle blowing procedures in place and staff told us they could raise any concerns or suggestions, and they would be taken seriously. Staff were involved in regular meetings, which included information about key topics, such as safeguarding concerns, service updates and oversight findings. Staff told us, “Our management team encourages open communication and listens to staff feedback seriously.”

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.

There was a policy in place to protect staff from harassment and bullying and a focus on protected characteristics under the Equality Act. The registered manager had developed an inclusive workforce and recognised the value of diversity amongst the team.

Staff told us they were treated in an inclusive way and were involved in feedback surveys. One staff member told us, “The management respects and supports me and all other carers from all backgrounds. As a Muslim, I truly appreciate that the company considers our religious needs, including prayer times and cultural values.”

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.

There were quality assurance systems in place to monitor and drive service quality improvements. The management team undertook regular audits to monitor the quality of the service they provided. This included regular care plan reviews, medicines administration and environmental audits.

There were systems to monitor care visits and processes to ensure staff provided care and support to people to the required standard and were arriving and leaving people’s homes at the agreed times.

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.

There were systems in place to ensure the provider worked in partnership with other agencies, staff and people. The management team expressed an open positive attitude to receiving support and understood how and where they could access support.

The registered manager kept themselves up to date with best practice as far as health and social care was concerned. They attended regular provider’s forums. They engaged with the local community, helping them contribute to the shaping of the service.

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.

Staff completed a range of training courses, which also included specific training for the people they supported. People and staff completed regular surveys to provide feedback on the quality of the care provided.

Actions identified from the investigation of concerns were shared with staff to support them to provide safe and effective care. Policies and procedures were in place to guide staff and ensure alignment with current legislation and best practice.