Hampton Manor

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 71 (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. People and relatives spoke positively about the atmosphere in the home.A relative said, “You feel at home when you come in. You feel staff would listen and want to help you.”

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.

People, relatives and staff spoke highly of the registered manager and the improvements they had made since they started at the service. A relative said, “If I have any concerns I can speak to the manager, she is very friendly and operates an open doorpolicy.”

Staff understood their roles and responsibilities and felt there was positive teamwork and good support and understanding from the leadership team. The registered manager and deputy manager were knowledgeable and had good oversight of the service.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. Policies and procedures were in place to enable staff to speak up.All the staff we spoke with were aware of the process to raise issues and how to contact the provider if they needed to.

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. Staff told us they worked well as a team.

The provider did not always have clear responsibilities, roles, systems of accountability orgood governance. They did not always act on the best information about risk, performance andoutcomes, or share this securely with others when appropriate. Governance processes had not identified all of the minor areas for improvement we identified during this assessment. However, the management team were very responsive in addressing these issues appropriately and promptly.The registered manager understood the legal requirements of their role and the importance of their role and responsibility.

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 with the local church and community.

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. Continuous staff training contributed to safe and effective care. Staff worked well together and supported each other to provide good quality care. There was an open culture which promoted inclusivity, reflection and learning. The current management team had worked hard to ensure improvements had been made since they began their roles and were open to our feedback to ensure continuous improvement remained a high priority.