1, 2 and 3 St Georges Gardens

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.

Staff were supported to deliver care that reflected the provider’s values. The registered manager described a shared vision across the service and encouraged staff to offer feedback about people’s needs and the approaches that would work best for them.

The registered manager ensured staff had access to the training, support, policies, procedures and systems they needed to deliver person‑centred care. They used audits, checks, supervision, and team meetings to reinforce expectations and ensure staff understood how to put the provider’s values into practice in their day-to-day work.

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.

Leaders had the skills, knowledge and experience needed for their roles. Their decision making was thoughtful, and values driven, supporting good quality care and positive outcomes. Leaders were compassionate towards people and staff while maintaining a clear strategic direction.

The registered manager provided clear direction and promoted a positive culture where staff felt supported, respected and able to contribute to ongoing improvements. Staff told us leaders were visible and approachable.

Relatives told us that the management team were visible and accessible at St. George's Gardens. They were generally responsive to concerns raised. Relatives said the management team had a very good understanding of their loved ones' needs.

Staff told us they benefited from clear guidance and consistent communication from the Registered Manager. They were involved in developing care plans and positive behaviour support approaches. Staff had opportunities for learning and progression. The registered manager actively encouraged staff to build their skills and take on new responsibilities.

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

Staff told us they knew how to raise concerns, offer suggestions, and challenge practice when necessary. They were confident their views would be heard and acted upon. Clear policies and procedures supported whistleblowing and the reporting of discrimination or safeguarding issues. The registered manager encouraged open communication through regular staff meetings, debriefs, and by being available. This created a culture of openness and continuous learning across the service.

The provider valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for staff who worked for them.

Staff described the service as having an inclusive and respectful culture, where colleagues valued one another and the people they supported. They explained that respect and shared learning were central to how the team worked together. They told us they had not witnessed anyone being treated disrespectfully.

The provider had policies in place to promote equality, diversity and inclusion. Mandatory equality and diversity training was provided to all staff, with ongoing refresher sessions to reinforce understanding of protected characteristics and prevent discrimination.

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.

The provider and Registered Manager completed a thorough programme of audits that successfully highlighted any shortfalls. They used clear action plans to drive improvements, and when issues were identified, they acted promptly to ensure these were resolved in a timely and effective manner.

Medicines management was well monitored, with each person supported receiving regular medicines reviews. Staffing was organised around people’s individual needs.

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 registered manager and staff team worked effectively with Health and Social Care partners to provide positive outcomes for people. We contacted the Local Authority for feedback as part of this assessment, and we received no concerns.

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.

There was a programme of training, supervision and ongoing competency checks that ensured staff were skilled, supported and able to provide people with good quality care and support. The registered manager described their commitment to continuous learning and innovation.

A range of policies and guidance was in place. These were up to date and included links to national guidance. Staff told us they had access to these to support them in their role.