The Beeches

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 requires improvement. At this assessment the rating has changed to 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 were able to explain the values of the service and understood how these values applied to their role. Staff told us that leaders communicated with them, to promote a culture of collaboration. A staff member told us, “Yes, we are kept up to date regularly with any changes within the service.”

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. People and relatives told us they felt able to approach the registered manager if they had any concerns and felt these would be actioned accordingly. A relative commented, “My conversations with the manager are always helpful and informative.” A staff member told us, “The manager is lovely. They create the right team ethos, and it works well.”

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. Staff understood whistleblowing procedures and told us they felt confident bringing areas of concern to managers attention. Relatives told us managers listened to their concerns, acted promptly and provided reassurance.

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 had access to equality policies and training to help them understand diversity, protected characteristics, bullying and harassment. Staff told us they felt they were treated fairly at the service and worked well together as a team.

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. During our last inspection we identified concerns with governance systems and processes. At this inspection it was clear improvements had been made, and the registered manager had focused on improving compliance and embedding governance systems. This resulted in safe and effective care throughout the service. We were satisfied the registered manager had clear oversight of any issues and took appropriate action to address concerns.

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. Professionals were positive about the service’s ability to work in partnership. One professional told us, “I have always found the registered manager to be open and honest. If I saw anything I would speak to the manager before I left, and issues would be actioned.” The provider had good networks in the local community and attended events and parties at their local church hall. The service also supported people out on trips to local pubs and garden centres.

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. Lessons were continuously learnt where incidents had occurred. Staff had opportunities to give feedback and contribute to the overall development of the service.