Amethyst Care Home

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 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 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 expressed confidence and support for the registered manager. One member of staff told us, “The [registered] manager is here and visible. [Their] door is always open. [They are] friendly and approachable and the best manager I ever had.” Another member of staff described the registered manager as, “so supportive.”

The registered manager had previous management experience within one of the provider’s other services. They had been supported by the provider to undertake leadership training leading to qualification and received support in their role from the nominated individual.

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 expressed confidence and support for the registered manager. One member of staff told us, “The [registered] manager is here and visible. [Their] door is always open. [They are] friendly and approachable and the best manager I ever had.” Another member of staff described the registered manager as, “so supportive.”

The registered manager had previous management experience within one of the provider’s other services. They had been supported by the provider to undertake leadership training leading to qualification and received support in their role from the nominated individual.

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

The provider supported people and staff to share their views. The registered manager arranged monthly meetings for people living at the service which focused on their perspectives, activities, celebrations, events and opportunities. The provider also carried out a survey of people’s opinions every 6 months. The views shared in people’s meetings and surveys were used by the registered manager to help shape the service. For example, in response to people’s feedback about meals, the dishes available on the menu were expanded.

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.

People received their care and support from a diverse workforce. One member of staff told us, “We are a good mix.” The varied cultural, national and linguistic backgrounds of staff enabled them to meet people’s cultural, spiritual and first-language needs. Staff said they were treated fairly and the registered manager recognised the value of an inclusive workplace.

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 registered manager checked the quality of the care and support people received. The provider’s quality audits included checks of health and safety, the environment, care records, and staff training. Where shortfalls were identified actions were planned, taken and recorded.

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.

The provider managed a number of services locally and promoted shared learning between them. Where accidents and incidents occurred at individual locations, the provider reviewed them and shared learning across all locations. The registered managers from each location met regularly to discuss learning and improvements to services. Additionally, registered managers attended local authority forums at which best practice in health and social care was discussed.

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.

The provider managed a number of services locally and promoted shared learning between them. Where accidents and incidents occurred at individual locations, the provider reviewed them and shared learning across all locations. The registered managers from each location met regularly to discuss learning and improvements to services. Additionally, registered managers attended local authority forums at which best practice in health and social care was discussed.