Team Personnel Solutions Limited

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 and people felt there was a positive culture at the service. Communication channels between people, staff and management were open and effective. A relative said, “It seems to be well managed, [staff] always come. We’re very satisfied with them, I think they’re doing pretty good.”

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 said the registered manager was approachable and supportive. The registered manager had worked to make improvements to the leadership of the service based on feedback from an inspection at a sister service. A staff member said, “I am comfortable speaking to [the management team] they are friendly and sensitive, they listen and act based on feedback to improve care and work conditions.”

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

Staff felt able to speak up when needed. One staff member said, “I can confidently speak up to my manager if I have a problem.”

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 asked staff whether they had ever experienced discrimination, and no one raised concerns with us. Staff were provided support through relevant training and supervision to inform their knowledge and understanding of equality, inclusivity and fairness in the workplace.

One staff member said, “I have never felt discriminated against on any grounds.”

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 management team carried out a regular series of audits on all aspects of care including medicines, infection control procedures and care documents. Where problems were identified action was taken swiftly to rectify the issue. People and staff described the service as 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.

We did not receive any feedback from healthcare partners we contacted. Records showed appropriate partners were involved in people’s care when needed.

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 registered manager had made a number of improvements to the service. They were currently working of reducing the chance of late care calls by streamlining staff allocations. This issue was identified following feedback from people and their relatives.