Oaklands 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 good. At this assessment the rating has remained 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 promoted a clear vision and positive culture that reflected openness, equality, inclusion, respect for people's human rights and an understanding of the needs of the people using the service. The registered manager had the skills, knowledge and experience to lead the service effectively. They demonstrated an open and transparent approach throughout the assessment and responded promptly to the minor improvements we identified. Staff understood their roles and responsibilities and shared the registered manager's commitment to providing person-centred care. They told us the service had a caring and supportive culture where people were treated with dignity and respect as individuals. Staff had access to a range of policies and procedures to support them in carrying out their roles consistently and safely.

Leaders promoted an inclusive culture and understood the needs of the people using the service, the staff team and the wider context in which care was delivered. They had the skills, knowledge and experience to lead the service effectively and demonstrated openness, honesty and integrity throughout the assessment.
Staff spoke positively about the management team and told us they felt well supported in their roles, contributing to a positive working environment. Leaders were open about the areas where further improvements were needed and responded constructively to feedback. They demonstrated a commitment to continuous learning and improvement and took action to strengthen the quality of the service.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. Staff knew their responsibilities for safeguarding people and told us they felt able to raise concerns around the safety of people. Staff had completed safeguarding training, had access to the whistle blowing procedures, and were confident action would be taken.
 

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 service promoted a fair and inclusive working environment through the delivery of training and inclusive practices. Staff told us they felt treated equally and had not witnessed discrimination. Recruitment processes supported equitable access to employment, and the provider had developed a diverse workforce. During our onsite assessment, we observed a positive culture.

The provider had clear governance arrangements, defined roles and responsibilities, and systems of accountability to support the delivery of safe, effective and sustainable care. Leaders used information about quality, risks and performance to monitor the service and drive improvements.
Managers and staff completed daily walkarounds of the home to monitor the environment and the standard of care provided, enabling them to identify and address any issues promptly.
The registered manager received regular support from the provider. During our assessment, the provider was present in the home and told us they visited the service frequently, completed regular quality assurance checks and provided ongoing support to the registered manager. This helped strengthen oversight and governance within 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. Managers worked collaboratively with families and external partners to improve outcomes and maintain transparency.

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. When incidents, accidents or complaints had occurred, investigations had been carried out to understand the cause and see if anything could be done differently in the future.
The provider and management team were committed to continuous improvement of the service. The management team demonstrated their understanding of quality performance and regulatory requirements.