Dunniwood Lodge

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. At our last assessment we rated this key question good. At this assessment the rating has remained 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 leaders promoted the providers values which were based on being there for each other. Staff were involved in values workshops to ensure they understood the values and how to put them into practice.

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. At the time of our assessment, the deputy manager was in the role of acting manager and a senior staff member was backfilling the deputy manager post. People spoke highly of the management team. One person said, “I think it is well run, I don’t have any complaints, and I feel comfortable living here.” Staff told us they found the management team approachable and fair. The management team understood their responsibilities regarding the duty of candour and reporting notifiable incidents.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. The service had policies and procedures that supported staff in speaking up. Staff were knowledgeable about the policies and told us they would raise concerns if needed. Staff were confident the management team would take appropriate actions swiftly to ensure people were protected from harm.

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. The equal opportunities policy was included in the staff handbook and was intended to ensure team members understood their obligation and the providers’ commitment to equal opportunities. Staff are to be treated fairly from the stage of application right through their employment.

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 provider had a governance system in place to support leaders in completing audits and taking appropriate actions if concerns were highlighted.

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. Staff and leaders looked for opportunities to engage with partners and the local community. Community events took place. On the day of the assessment there was an afternoon tea with a singer for entertainment. This event had been advertised in the local press, and everyone was welcome to join in the event.

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. Staff were encouraged and supported to develop their skills and learning so they could provide the most appropriate care for people using best practice guidance. The management team continuously learned lessons and implemented new practices to improve the service.