Wylie Health 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

We assessed all quality statements in the well led key question. Staff were clear on their roles and responsibilities and knew who was accountable for each aspect of the service.

This is the first inspection for this service since its registration with CQC. This key question has been rated as Good.

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 service had a shared vision, strategy, and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion, and engagement.

All staff had contributed to the development of the practice vision and strategy, which was kept under review. Staff and the provider had completed Equality and Diversity training.

The service had inclusive leaders at all levels who understood the context in which they delivered care, treatment, 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 leader in the practice was approachable and responded to any concerns raised. Staff also told us leaders modelled the values of the practice. The provider told us that they were part of a peer support group with similar professionals to enable shared learning.

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

Staff were aware of how to raise concerns, and although staff had not used this practice, they were aware of their rights and responsibilities. The provider had a wellbeing policy and staff were aware of the freedom to speak up guardian who was external to the service.

The service valued diversity in their workforce. They work towards an inclusive and fair culture by improving equality and equity for people who work for them.

Policies and procedures to promote diversity and equality were in place.

The service 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.

Leaders supported staff, and staff we spoke with were clear on their individual roles and responsibilities. Managers met with staff regularly to complete appraisals and performance reviews. The provider had established governance processes that were appropriate for their service. Staff could access all required policies and procedures. Managers held regular practice meetings with staff, during which they discussed concerns and emerging risks

The service understood their duty to collaborate and work in partnership, so services work seamlessly for people. They shared information and learning with partners and collaborate for improvement.

The provider had a service level agreement with a local laboratory to process patients’ blood test results. They used a local network of other providers as well as colleagues from the providers NHS work to seek advice and support when required.

The service 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.

Audits were completed and reviewed. They included audits such as patient records, emergency medications and infection prevention, and control.