Bennethorpe House

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 service leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture. At our last assessment we rated this key question good. At this assessment the rating has remained 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. There was a positive and supportive atmosphere in the care home. There was clear leadership in place from the registered manager and expectations about quality and outcomes were communicated in regular staff meetings.

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. The registered manager supported members of staff in regular supervision sessions and team meetings, and they were in touch with all aspects of the service. This leadership approach supported a culture of continuous service and quality improvement. Members of staff told us they were supported by their manager, “I receive monthly supervision and feel fully supported by my manager and feel able to speak to them regarding any issues I may have, be that personal or work based. They are very supportive and proactive dealing with any concerns I may have.”

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. Whistleblowing and safeguarding policies and procedures were in place which described how concerns could be escalated both internally and externally if necessary.

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. We were not made aware of any concerns about discrimination within the service. There was a positive workplace culture where people were treated with dignity and respect, regardless of their background or personal characteristics.

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. Processes were in place to check, audit and review all aspects of care and support within the service. The registered manager completed quality monitoring audits which were reviewed by the provider. There were regular service compliance and review meetings carried out by the provider which supported a culture of continuous improvement and a commitment to quality.

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. People were supported to access the local shops and specialist services in the community. There were good links with health and care professionals which ensured care and support for people was joined up and effective.

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. The service focussed on continuous learning and improvement. The registered manager ensured members of staff adopted a consistent approach to the support they provided for people. This helped achieve positive outcomes for them.