Mynas Care 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 the 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 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.

Staff spoke about the visions and values of the service. One staff member said “I know the company has values, I can tell you some of them – relationship, family and respect and I think there are probably some others which we went through when I first started.” Various policies were in place to support an open culture, and the Registered Manager told us they had an "open door policy." The service promoted a positive culture, which we were able to see throughout our assessment.

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.

Staff told us they felt supported in their role and that the management were approachable and fair to staff. One staff member said, “Yes, my manger is very approachable. Yes, the manager is very much fair to all staff.” During our assessment, we found the management team approachable.

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

Staff were able to explain what whistleblowing was. Staff told us they felt able to speak up should they feel the need to. One staff member said, “If I saw something that needed reporting or if I was worried that someone was at risk of being harmed I would 100% speak up.”

The provider had various policies and procedures in place to support speaking up including a whistleblowing policy available to staff, though some amendments were needed to ensure this contained appropriate information. The Registered Manager acted upon this immediately.

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 were treated equally and fairly. The service employed a diverse range of staff. An equality and diversity policy was in place which set out how equality and diversity was supported.

Although the provider had clear responsibilities, roles and systems of accountability in place, these did not always ensure good governance as they did not identify the issues we found. They did act on the best information about risk, performance and outcomes and share this securely with others if appropriate, when they were aware of any issues.

Multiple audits and oversight tools were in place and for the most part they were robust. However, care plan reviews had not identified the minor issues and inconsistencies we found, and medicines audits had not identified the issues we found mentioned earlier in this report. The Registered Manager spoke about how they planned to further drive improvement in these areas.

Multiple policies required updating and this had not been identified when these polices had been reviewed. This was acted upon immediately during the assessment by the Registered Manager. Staff told us they felt the service was well managed.

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 and their relatives generally felt the service worked in partnership, one relative told us, "I am pretty pleased with the communication with the manager, and I have never had anything to complain about." Staff spoke about how they supported people to access the community. People could gain access to advocates when needed.

We saw examples of when the service worked with various organisations. The service worked with the local community to support things such as dementia mornings for a local charity. They had also won multiple awards including an award for being a top 20 homecare company.

Professionals told us they felt the provider worked in partnership with them. One professional said, “Management have demonstrated a willingness to engage with external organisations and community partners. In my dealings with them, they have appeared committed to working collaboratively and supporting positive outcomes for those using the service.”

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.

Staff attended regular team meetings where learning was shared. One staff member said, “Yes, we have these regularly, in one month I have attended 2 or 3 team meetings, this time the next meeting will be on a conference call. They help me a lot, we discuss changes in rota or client’s health needs changes, ask how they can help us to make sure the rota is working, personal hygiene, PPE, there are other things that are discussed.” We saw various examples where the service was seeking to learn and drive improvement in ways such as commissioning independent reports into the services performance.