Dynamic Homecare 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.

Staff were complimentary about the support they received and the sense of shared direction at the service. One staff member told us, “The values promoted by management reflect my own, I feel that my managers truly care about making a positive difference to the people we support. Working in an environment where these values are shared makes me feel supported, motivated and able to thrive in my role.”

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 management team were visible and actively involved in the service. People and relatives spoke highly about the management. One person told us, “I know [Registered Manager], they came yesterday, they just popped in to see me and have a chat. I like them very much.” A relative said, “The manager [Name] is exceptional. They monitor the care given and sometimes gives care. They are a hands-on manager and very approachable.” A staff member told us, “[Registered Manager] is a force to be reasoned with and a pleasure to work for.”

People felt they could speak up and were assured their voice would be heard. Staff described a positive culture where their views were welcomed and encouraged. They were confident to raise issues with the registered manager and felt any concerns would be thoroughly investigated.

The provider had policies in place to provide guidance on whistleblowing and managing complaints appropriately. A staff member told us, “The registered manager will always listen and encourage staff to share concerns. They are very approachable and make me feel a valued member of the team.”

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. Systems in place were designed to value each staff member equally and recognised the expertise and experience they brought.

Staff confirmed they had a working environment which encouraged effective teamwork. One staff member said, “Dynamic Homecare provides a positive working environment and ensures staff are well supported.” The registered manager told us, “We offer flexible working options and accommodate staff’s religious or cultural preferences when planning rotas. Staff are encouraged to request leave or adjustments for important personal or religious observances.”

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.

The registered manager had good oversight of the service through a range of regular quality audits and service reviews. Electronic systems and monitoring tools were utilised to monitor the care provided to people. Staff were guided in their roles through up-to-date policies and procedures and routine training. One relative told us, “This is an excellent service because of the [Registered Manager] and a tight group of staff.” A staff member said, “The management team is very supportive.”

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.

People told us staff worked well with other professionals so they could access appropriate care and treatment, when required. One staff member said, “I work with other professionals such as doctors, nurses, physiotherapists and specialists to ensure people receive safe and co-ordinated care according to their needs.”

Where possible, people were supported to engage in the community and increase their social interactions which promoted people’s well-being.

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.

Lessons learned from incidents and accidents were shared with staff to enhance outcomes for people. Observations of staff practice routinely took place to see if any further support or learning was needed. A staff member told us, “Our line managers check in with service users regularly to ensure all care provided is right for them. They also come and visit us during calls to ensure everything is being completed correctly and safely.”