Jason Hylton Court

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 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.

Relatives told us the registered manager was open, transparent, and approachable. They felt confident that any concerns raised would be listened to and addressed promptly. This contributed to a positive relationship between families and the service.

The registered manager instilled a culture of care in which staff felt valued. Staff felt able to give feedback and raise concerns. Staff told us the registered manager was approachable and available to offer support.

The management team actively worked in partnership with external professionals and agencies, such as healthcare teams, social workers, and local authorities, this ensured people received well-coordinated and effective 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.

The management team valued their staff team and listened to their views and opinions. Staff were supported to help ensure they were confident and capable in their job roles. This included guidance and procedures to follow as well as specific training. Staff told us they found the registered manager open and approachable and had confidence they had the knowledge and skills needed to run a safe service.

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

The registered manager provided a variety of ways for people to give feedback, including how to raise concerns should they have any. This included speaking with staff regularly and having different members of the management team available to speak with.

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 felt supported by the management team, both professionally and with any personal concerns. Staff told us they felt listened to, valued, and cared for, which contributed to a positive and inclusive workplace culture.

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 regular checks and audits in place to monitor the quality and safety of the service, and these were used effectively to drive continuous improvement.

The registered manager notified CQC of all significant events in a timely manner, in line with statutory requirements.

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 registered manager ensured the service worked in partnership with relevant health and social care professionals. Relatives confirmed they were invited to participate in care reviews and were kept informed of any changes in their family member’s care. This approach supported open communication and effective partnership working.

The provider focussed on continuous learning, innovation and improvement across the organisation and local system. They always encouraged creative ways of delivering equality of experience, outcome and quality of life for people. They actively contributed to safe, effective practice and research.

Systems of oversight included regular health and safety audits across key areas.

Audit findings were reviewed and used to develop and implement action plans to ensure sustained improvements. The provider demonstrated a clear and ongoing commitment to learning, improvement, and the delivery of good quality care.