Blandford 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.

The last rating for this key question was 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 71 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

There was a positive culture at the service. People using the service explained they were happy, and their needs were met. They liked staff and managers. Staff told us they felt supported and enjoyed working at the service. Staff told us they would recommend the service as a place to work and a place to care for a loved one. Comments from staff included, “I like it here, there is cooperative staff and managers” and “Everything is ok here. It is a good place to work, and I have learnt a lot. The residents are happy, and I have learnt from them too.”

The provider employed capable and inclusive leaders. The registered manager was supported by a team of managers who worked together. They had regular meetings and spent time visiting the different services within the organisation and working with staff. They had introduced improvements at the service. The provider had promoted some staff to senior positions. Staff told us they felt supported by the registered manager and the rest of the management team. Their comments included, “Every member of the management team supports us. One of them is always available” and “The manager listens to us and gives us advice.”

The provider had systems for speaking up. Staff told us they knew what to do if they had concerns and felt confident speaking up. Their comments included, “If I had a concern, I would whistle blow straight away and contact the manager. I would go to CQC or social services if I needed” and “I would encourage [people using the service] to talk and speak up so we could discuss what had happened and help them feel safe.”

The provider ensured workforce equality, diversity and inclusion. They had procedures for staff recruitment and support which reflected legislation and good practice. Staff told us they felt their individual needs were met and they were supported in the workplace with individual needs, such as religion, childcare and pregnancy.

The registered manager told us they had held a recent team meeting to discuss equality and address bias in the workplace. This discussion had allowed staff to share their experiences of discrimination so they could look at ways of tackling this together. The provider offered staff regular opportunities to discuss this during individual supervision meetings.

The provider was in the process of developing new systems of record keeping which meant appropriate information could not always be accessed. The management team were aware of this and were working to improve records. Following our visit to the service, they introduced an improved system for managing staff records and sent us evidence of this.

Staff and managers undertook a range of audits and checks. When they identified areas for improvement, they developed action plans. We saw these were implemented and monitored. The provider had systems for seeking feedback from people using the service, staff and other stakeholders.

Staff worked with other professionals to meet people’s needs. People attended community groups and staff liaised with the leaders of these to make sure people received good quality care. Staff made referrals to and liaised with other healthcare professionals to discuss people’s care and support. Managers attended meetings and forums with other managers and kept themselves updated with changes in practice through these.

The provider supported staff to learn and develop practice. They discussed guidance and legislation with staff in team meetings. They encouraged staff to ask questions and share practice. Some staff, including managers, were undertaking qualifications in care. One member of staff told us they had trained as a nurse whilst working at the service and were able to use their skills and knowledge at work.