Slimmerz Rotherham

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

The service had a vision and culture based on listening, learning and trust. There were clear roles and staff worked together to provide a safe and effective service. Appropriate governance arrangements and policies and procedures which underpinned the running of the service were routinely reviewed to ensure they were relevant and current. There was a culture of continuous improvement with ongoing audits of care and treatment being used to improve service provision when needed.

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 inspection for this service since its registration with CQC. This key question has been rated as Good

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 service 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.

The service had inclusive leaders who understood the context in which they delivered care and treatment. Leaders had the skills, knowledge, experience and credibility to lead effectively.

Staff shared lead roles and ensured they met regularly the discuss the service provision.

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

The service had established Freedom to Speak up arrangements. Staff were aware of how to raise concerns, and this was documented and supported by a robust policy.

The service valued diversity in their workforce. They work towards an inclusive and fair culture by improving equality and equity for people who work for them.

Policies and procedures to promote diversity and equality were in place. All staff were valued, and they told us they were treated inclusively and fairly.

The service 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 act on the best information about risk, performance and outcomes, and share this securely with others when appropriate.

Leaders supported staff, and all staff we spoke with were clear on their individual roles and responsibilities. Managers met with staff regularly to complete appraisals and performance reviews. The provider had established governance processes that were appropriate for their service. Staff could access all required policies and procedures. Staff took patient confidentiality and information security seriously.

Slimmerz Rotherham is an independent health service. They are a slimming clinic service. This quality statement is not relevant for this service.

The service focused on continuous learning, innovation and improvement.

The governance arrangements were appropriate to the range of services provided and the small team delivering these services