Yourlife (Ossett)

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 newly 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 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 completed an induction and training package at the start of their employment with regular refresher training taking place.

Staff and managers valued person-centred care, this was evidenced in people’s care records which were personalised.

The provider had a proactive and positive culture of safety, based on openness and honesty. Staff listened to concerns about safety and investigated and reported safety events. Lessons were learnt to continually identify and embed good practice.

The provider had an accidents and incidents log in place. The provider said they discussed lessons learnt with staff if any incidents occurred. We saw evidence of this through team meetings.

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

Staff we spoke with told us they felt able to speak up about any issues and their concerns would be listened to and acted upon. Staff had opportunities to speak up during supervisions and team meetings. The provider had whistleblowing policies and procedures in place.

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. Nobody we spoke with had any concerns regarding equality, diversity and inclusion.

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 had effective systems in place to monitor the quality of service being delivered. Audits were carried out by the management team. Accidents, incidents and safeguarding concerns were reviewed to help keep people safe and ensure appropriate action was taken.

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. Care plans had information regarding GP and other professionals involved in the person’s care.

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 people had accidents, incidents or near misses these were recorded and monitored to look at for developing trends.