Forest Manor Care Home

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 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.

This service scored 71 (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.

Leaders set a clear vision and positive culture. Vision and values were in place and referred to in team meetings and supervisions. Staff were observed to act in line with those values.

Leaders were skilled, compassionate, and inclusive.

Leaders monitored the service closely and took action to improve the service. Managers were effective and staff felt they were approachable and supportive, however, there has been no registered manager in place since November 2024. Actions were being taken to fill this position.

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

People felt able to speak up and raise concerns. Staff were confident raising issues with management and felt they would be acted upon. A staff survey had been completed with clear actions identified and completed.

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. The workforce was treated fairly and inclusively.

Staff felt they were treated fairly and not discriminated against. They did not feel pressured to accept additional shifts. A person using the service used discriminatory language towards staff at times. Staff told us that management challenged the person’s behaviour and staff felt supported because of this.

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 effective governance and management systems. The CQC rating was clearly displayed, and notifications were made to the CQC as appropriate. Clear governance processes were in place, and a comprehensive audit schedule was followed to monitor the service including night visits. Improvements had been made since the last CQC assessment with clear plans in place to continue to improve the quality of the service.

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 service worked in partnership with others for people’s benefit. Processes were in place to ensure suitable referrals to other community partners and agencies and had been appropriately followed by staff.

The provider focused on continuous learning and improvement across the organisation.

The service was committed to continuous learning and improvement. The service completed a range of audits and improvement work. The service’s current focus was to continue with improvements and embedding changes, and to consider accreditation schemes in the future.