Rise and Shine Services Limited

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 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.

The provider had a detailed business improvement plan with clear actions to drive service development. Policies and a statement of purpose were in place and aligned with regulatory requirements. There was a positive, shared culture within the service, with the provider maintaining oversight to ensure care was delivered in a way that met people’s needs and preferences. People expressed a desire to feel in control of their lives, and the provider recognised and promoted this as a core principle of care.

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.

Staff told us they felt supported, and the registered manager promoted a positive, shared culture within the service. External professionals and relatives confirmed they were familiar with the service’s leadership and said they could easily raise any issues. One external professional commented, “Based on my observations and conversations I had with [the registered manager], they also have the needs of the staff at heart. Live-in caring is a unique support, and carers are supported to have regular breaks and regular catch-ups to ensure their wellbeing.”

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

The registered manager used a range of methods to gather people’s views about the quality of the service, including telephone contact and regular care plan reviews. Staff feedback was also regularly sought through team meetings and supervision sessions. One staff member told us, “Quite good, they give us a listening ear.”

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 provider made reasonable adjustments to support staff, including return-to-work plans and flexible shift patterns on request. Recruitment and internal processes ensured staff were recruited fairly, promoting workforce equity. The leadership team told us they were proud to champion diversity and inclusion within the service.

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.

The provider carried out a range of audits to monitor the quality and safety of care. Where issues were identified, appropriate actions were taken to address them. Feedback from staff confirmed audit findings and best practice guidance were used to improve care delivery and ensure people received safe, high-quality support.

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 provider maintained regular contact with relevant external professionals to ensure people’s needs were met promptly. Feedback from external health and social care professionals was positive; they told us the provider communicated effectively. One external professional commented, “They communicate well, and their feedback for ongoing support and review is appreciated.”

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. They actively contributed to safe, effective practice and research.

The service actively contributed to safe and effective practice, incorporating learning from research and best practice guidance. Regular training sessions were provided to staff, and observations of practice were carried out to identify any areas where additional support or learning was required. This approach ensured staff maintained high standards and care delivery remained safe and effective.