Homecare Plus 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 full assessment for this registered 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 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. Staff embraced people’s differences, and this was evident during our visits to people.

Staff took part in the running of the service by contributing their views at supervision and staff meetings. A staff member said, “The management are always on hand with good ideas.”

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 the registered manager ran the service well and treated them with respect. They said they felt well supported and were encouraged to be part of developing the service by the management team.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. People told us, or indicated to us, they knew who to go to if they were not happy with anything. Relatives felt confident to raise concerns. The provider had policies and procedures in place which guided people and relatives about how to make a complaint. These documents were available in a range of formats so everyone could access them.

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.

Staff had regular contact with the management team and confirmed there was no discrimination or harassment.

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 was working on further improving the service. This included upskilling staff further by introducing senior roles within the support staff teams.

We received a comment from a staff during feedback indicating their personal emails were being used to share information which they thought may not appropriate. Although we received no evidence of this, we brought this to the attention of the provider who told us they were looking into staff email accounts but that this should not be occurring regardless of this. The management team were going to review this to remind staff of the correct procedures.

Any feedback we gave during the assessment, was acted upon and updates made to enhance processes for the future governance 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.

Management and staff worked with the local community and professionals to ensure people had a high quality of life. Staff and leaders had a close working relationship with GP’s, learning disability nurses, occupational therapists and speech and language therapists to make sure people received the support they needed without delay.

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 management had a culture of continuous learning and improvement. Staff told us that they were encouraged to be involved in discussions on how to improve the service for people via team meetings or one to one support.

There was evidence to confirm action had been taken from feedback given during visits from other healthcare professionals, including the local authority.