Global Healthcare Solutions

On this page

• Overview
• Kindness, compassion and dignity
• Treating people as individuals
• Independence, choice and control
• Responding to people’s immediate needs
• Workforce wellbeing and enablement

Caring – this means we looked for evidence that the service involved children and treated them with compassion, kindness, dignity and respect.

This is the first assessment for this newly registered service. This key question has been rated good. This meant children were supported and treated with dignity and respect; and involved as partners in their 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 service always treated children with kindness, empathy and compassion and respected their privacy and dignity. Staff treated colleagues from other organisations with kindness and respect.

Relatives told us staff were kind. Comments included, “My child’s favourite carer is brilliant, I would rate them 5 stars!”

Staff treated colleagues from other organisations with kindness and respect. Healthcare professionals told us, “Staff have attended meetings promptly and, in my experience, have responded in a timely manner when required.”

The registered manager ensured all staff undertook the care certificate. The Care Certificate is an agreed set of standards that define the knowledge, skills and behaviours expected of specific job roles in the health and social care sector, including the importance of respecting people’s rights to privacy and dignity.
 

The service treated children as individuals and made sure people’s care, support and treatment met children’s needs and preferences. They took account of children’s strengths, abilities, aspirations, culture and unique backgrounds and protected characteristics.

The service had an Equality and Diversity policy in place. The policy detailed the providers commitment to uphold legislation and best practice to ensure children, staff and visitors were treated fairly.
 

The service promoted children’s independence, so children and people knew their rights and had choice and control over their own care, treatment and wellbeing.

Children were supported to be independent, to make choices and have control over their lives. We were assured the staff team understood the importance of this. Staff were able to describe activities they supported people with, and this was reflected in people’s daily records. A staff member told us, “Whatever the young person wants to do, we listen to the communication, and it is our role to facilitate it. One young person chooses activities even though they are non-verbal by letting us know from their behaviour once we are there if they want to stay or not, we accommodate this by having a list of parks and places they enjoy and keep trying until we find the right one.”

The service listened to and understood children’s needs, views and wishes. Staff respond to the needs of children in the moment and acted to minimise any discomfort, concern or distress.

Staff gave examples of how they lived the values of the service to “empower wellness and elevate lives” by anticipating the needs of children quickly and in ways that reduced and mitigated any triggers of discomfort and distress.

The registered manager understood their responsibilities in ensuring children’s immediate needs were responded to. They had systems and process in place to support this and had good oversight of children’s needs. The registered manager also spoke passionately of the service’s role in supporting the wider family, to give informal carers a break and offered support flexibility to families during times of crisis. This was echoed by a relative who said, “I can call the office if my child has not slept or I am unwell to get times changed, it really helps me as a carer.”
 

The service cared about and promoted the wellbeing of their staff, and supported and enabled staff to always deliver person-centred care.

Staff told us they felt supported by the registered manager to develop their skills and set career goals. Staff spoke of the positive impact this ethos had on the care of people they supported; “No company is ever perfect but if it's contributing to changing and improving lives and making the world a better place like at Global Healthcare Solutions then count me in.” And, “The registered manager is actively involved, responsive, and consistently open to feedback. He takes the time to engage with staff and young individuals, fostering trust and cultivating a positive workplace environment.”

The provider had structures and policies in place to support workforce well-being and enablement. Details of access to mental health support and self-guided tools available to staff were shared with staff as part of their induction.