Blue Coral Healthcare Ltd

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. The registered manager told us about their vision to expand the service, this included approaching local authorities to apply for further packages of care. We saw evidence of best practice and culture being discussed within team meetings. For example, discussing pro-active working and good communication and the importance within the service.

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 spoke positively about the registered manager telling us, “I feel well supported by my manager and can seek guidance whenever required.” People and relatives also spoke positively about the registered manager and their ability to provide effective care and support. We found the registered manager was open to our feedback and updated us on the changes made in a prompt manner.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. Staff had knowledge on whistleblowing procedures and policy. One staff member told us, “When noticing any form of abuse, I would ensure the safety of the service user first, then report my concerns immediately to my manager, and follow the safeguarding reporting procedure on the policy. I know the importance of reporting promptly and maintaining accurate records."

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. Processes were in place which helped to protect the rights of staff under the Equality Act. This helped to create a more equitable and inclusive organisation. There was also evidence of reasonable adjustments and amended work patterns, for staff who required them.

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. Although the service only provided care to two people, the governance in place was effective. Staff understood their responsibilities and how their work contributed to the overall service. Audits and checks were carried out to monitor performance, identify risks, and drive continuous improvement.

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 service had established good links in the local community and had worked in partnership with key organisations.

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. We saw evidence staff had had opportunities to give feedback and contribute to the overall development of the service. The registered manager was eager to ensure the service was working in line with best practice guidance.