Rise up Support for Living 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 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 and culture. This was based on transparency, equity and equality and human rights.

The registered manager told us how they believed they had created a business with a strong ethos on delivering high quality care that people would want. They told us how they embedded their values by making sure staff received the training they needed to do their jobs and how they ensured staff carried out their roles to high standard by continuous monitoring and performance feedback. The registered manager said, “We are continually seeking feedback from people we support and their families because we want to be able to grow and provide good quality services in the future.”

A staff member told us about the importance of the work they do in making sure people receive good care. They told us about the importance of punctuality and of always respecting the views of the person they were offering care to.

The provider had inclusive leaders who understood the context in which they delivered care and support and embodied the culture and values they had created for their organisation. The registered manager had the skills, knowledge, experience and credibility to lead effectively which they did with integrity, openness and honesty.

A staff member told us the registered manager was very supportive. They added, “I have worked with the manager for a very long time, since the organisation began and the manager is really good to work for.”

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

The staff told us they felt they were able to talk to the registered manager about anything and could visit their office to talk to them or call them if they needed to.

A family member of a person receiving support told us, “I have got to know the manager really well and can talk to them whenever needed and feel like I could talk to them about anything that concerned me.”

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. They recruited people who they knew would be able to deliver the high standard of care the person receiving care would want.

The registered manager ensured staff had access to training to be able to do their jobs and further their employment opportunities.

The provider had policies and procedures in place which meant staff were recruited fairly, seeking a mix of backgrounds and skills that would meet the needs and enhance the life of the people they supported.

The provider had clear responsibilities, roles, systems of accountability and good governance. They used these to manage and deliver good quality, sustainable care to people. They monitored and evaluated risk and discussed this with people and their families which meant people always received safe care.

There were planned as well as ad-hoc checking measures in place and frequent phone calls by the registered manager to people and their families to find out about the quality of care they delivered.

Care practices and record keeping were followed in the correct way which meant there was an accurate reflection of care being delivered.

Regular audits were carried out, and the provider had a robust action plan in place which captured areas identified where improvements could be made.

The provider understood their responsibility to collaborate and work in partnership, so services worked seamlessly for people. Where required, they shared their learning with others to ensure people received good quality care.

The registered manager told us they ensured people and their families had access to information about services and were able to liaise with local services such as GP’s and district nurses when required.

The provider focused on continuous learning, innovation and improvement. They encouraged creative ways of delivering equality of experience, outcome and quality of life for the person. The registered manager told us how they attended care events held nationally to learn about new developments in care which ensured their practices remained in line with current legislation and good practice.

The registered manager told us of their future intentions to move from paper based records to use electronic systems in the future to improve efficiency as they developed. They added, “We have worked hard to develop what we have and we want to make sure the information becomes more easily accessible to staff as we grow.”