Global Healthcare Solutions

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 service 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 at all levels understood the shared vision of supporting children to achieve their goals and keep them safe from avoidable harm. Staff told us of the importance of listening to children and people by acting on feedback, stating they felt fully supported by the registered manager to do so. Comments from staff included “I believe in the vision it’s a purposeful organisation making a difference and transforming the lives of young people” , “I feel a sense of pride in making a difference in young people’s lives, especially when I see their progress” and, “it is gratifying to be part of a team that values compassion, growth, and respect.”
 

The service 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 inspectors they were proud to work at the service and described their experience of the management of the service as: “Yes, I feel proud to work for Global Healthcare Solutions because the focus is truly on improving the lives of vulnerable children. The team works with compassion, and I feel my role makes a real difference.” and , “Management is constructive. The training is thorough and relevant, providing me with the requisite knowledge and skills to effectively meet the needs of young people.”
 

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

Staff knew how to raise concerns and access support. There were clear procedures for regular team meetings. Staff consistently told us they felt able to discuss their concerns, views and ideas with the registered manager.

Global Healthcare Solutions had policies and procedures in place to support staff to speaking up and raise concerns. This included up to date policies in relation to safeguarding and whistleblowing.
 

The service valued diversity in their workforce. They work towards an inclusive and fair culture by improving equality and equity for people who work for them.

Policies and procedures incorporated all aspects of recruitment and staffing and included retention plans, equality, diversity, fairness and protected characteristics. Support and reasonable adjustments were made for staff as and when needed.

A staff member told us, “Working at Global Healthcare Solutions is like being part of a family. Supervisions are flexible, you can get support from management when you need it. The registered manager is very accommodating and will come to our work location to support or provide supervision if necessary.”

The service 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 act on the best information about risk, performance and outcomes, and share this securely with others when appropriate.

There were a range of audits, analysis and checks within the service, which supported safety and quality. Risks to children's safety were well managed and monitored. Audits of children’s individual health demonstrated follow up actions were taken to enhance the wellbeing of the individual with appropriate referrals made to health and social care professionals who could provide specialist support.
 

The service understood their duty to collaborate and work in partnership, so services work seamlessly for people. They share information and learning with partners and collaborate for improvement.

The registered manager told us about the ways in which they were continually looking to improve the service. The service continually sought to engage with people and improve outcomes. The registered manager encouraged relatives of children to share reviews online and had a plan for an increased presence which included identifying a staff member to be a champion of the service’s social media accounts.

Staff told us they were proud the company chose to sponsor events within the local community, particularly at a local special needs school. One staff member told us, “It reflects our values, encourages me to embody them and represents our commitment to value our local community.”
 

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

Accidents, incidents and events were recorded. The registered manager was informed of each incident and undertook reviews to identify trends. The registered manager had oversight and took action to prevent recurrence. Lessons learnt were shared in team meetings, supervisions and where appropriate, with health and social care professionals. The registered manager spoke highly of the support they had received from the local authority, which had enabled them to gain confidence and insight of wider systems and processes in place to protect children.

Staff told us, “The young people have a voice, one young person wanted a list of rules up for staff to follow and these are on display. They are very happy we heard, and respected, their wishes.”