Homecare For You Rochdale

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 service since new registration in October 2023. This key question has been rated good.

This service scored 79 (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 promoted a positive culture with clear values and a shared vision. The service had well defined values which were representative of the whole ethos of the service. The provider’s approach encouraged transparency, inclusivity and a focus on delivering quality care. The provider ensured staff understood these values through team meetings and supervisions and supported staff to understand why tasks for actions needed to be completed.

The service had exceptionally inclusive leaders at all levels who understood the context in which they delivered care 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 always did so with integrity, openness and honesty.

To better under the experiences of staff employed by the service, we held an in-person discussion group with 8 members of staff. Without exception, the feedback we received about the registered manager, provider, and wider leadership was exceptional. Comments included, “[Registered Manager] is just amazing, firm but fair. She’s one of the best managers I’ve worked for” and “I’ve worked in social care for over 10 years, and for a variety of care providers, this is one of the best” and “Honestly I wouldn’t want to work anywhere else.”

A social care professional told us, “One occasion I worked closely with [Registered Manager] to help [Person] get support. [Registered Manager] sat in the flat and spoke with compassion and kindness like the client was a family member. When [Person’s] world was broken, [Registered Manger] gave them the time to process what had happened and we worked together to get them to visit the hospital and get the urgent medical attention for self-neglect.”

A relative told us, “I'm very grateful for what they do. I really appreciate the company. It's great to have a local company that can help my [Relative] when I live so far away.”

The provider fostered a culture where staff felt able to raise concerns safely. The provider had a clear whistleblowing policy was in place, supporting transparency and enabling staff to speak up without fear.

The provider valued diversity in their workforce. They worked towards an inclusive and fair culture. This approach was supported by a clear equality and diversity policy, which set out expectations for fair and equitable treatment for staff. The workforce at Homecare For You Rochdale was representative of the community it served. Staff told us they valued diversity and felt the service was a good, inclusive place to work.

The provider had systems for oversight, accountability and continuous monitoring of quality, supported by documented policies and audit processes. There was a clear system of accountability in place and staff were aware of their roles and responsibilities. These governance processes ensured leaders had the information they needed to monitor performance and implement improvements.

Throughout this assessment process, the provider, registered manager and wider team were open, honest, transparent, and fully engaged in the process. Information requested was provided without delay and was comprehensive.

The service 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.

We saw multiple examples of where the service either worked collaboratively with other organisations, or signposted people to access the most appropriative level of support. This included working with faith groups to support people’s spiritual and cultural beliefs, supporting to people to access financial support, mental health services, and sport and leisure activities.

The provider demonstrated commitment to learning and continuous improvement. Records showed a regular programme of audits, including medicines and records checks, with findings used to make improvements. This systematic approach supported safe, effective practice and ensured learning was embedded across the service.