Chestnut Court 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.

At our last assessment we rated this key question good. At this assessment the rating has remained/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 71 (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. People living in the service and their families told us how they were able to approach staff and of a feeling of togetherness with them which helped to be able to talk about how they felt.

Staff we spoke to were clear about the providers aims in ensuring the best possible care for an ageing group of people and where possible make sure people had the best lives possible.

The provider had inclusive leaders at all levels who understood the context in which they delivered care. Staff spoke positively about the registered manager and leadership within the home. One staff member told us, “It’s been a lot better since we have had our new [registered] manager. I can’t speak highly enough of them. Their door is always open.” Another added how they had been supported back into work following a period of time off and how supportive and flexible the registered manager had been.

Families told us how the registered manager was more accessible and easier to talk to. A family member told us, “They are very helpful and called me when my [relative] had a fall. We had a proper debrief and talked about how we could stop it happening again, she is a very nice lady.”

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. The management were on hand for people, their families and staff to talk to and the provider had a whistleblowing procedure in place if staff needed to raise a concern anonymously.

Staff told us how the registered manager worked to create a positive culture where there was openness and transparency and a feeling of being listened to. One staff member, told us, “I have no problems with the manager at all, I feel I can walk into their office and feel comfortable in being able to talk about what is needed.”

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 told us about the opportunities to access training for their own learning and also to be able to enhance their careers. They talked about the supervision they received and about support they received to be able to do their jobs.

The provider had policies in place to ensure that staff had fair, equal access to employment and opportunities to progress within the organisation.

The provider had systems of accountability and governance processes in place. However, there were gaps in monitoring people’s blood pressure and support with oral hygiene which meant some governance systems were not effective. In other areas the provider had systems in place intended to pick up and address shortfall in practice. There were people in management positions and people who were specifically responsible for monitoring quality carrying out frequent checks.

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.

They told us about their work with a range of medical and clinical services they worked with but also about others such as chiropodists, hairdressers and support for people to be able to follow their religious and cultural practices.

The professionals we spoke to all spoke highly about the service. One told us, “This service will quickly find the help it needs for people that means they get the care they need.”

The provider focused on continuous learning, innovation and improvement within the service. The registered manager told us about the new care planning system they were introducing which they believed would be more effective and enhance people’s care and support.

Staff were encouraged to build on their knowledge and skills and share their learning amongst their colleagues. Nurses were supported to maintain their professional qualification as registered nurses whilst working for the provider by being given time and materials to be able to continue to study.

The provider invested in technology and equipment that was aimed at delivering safe care to people. We saw people using sensors to track their movements to prevent falls and pressure mattresses that were able to calculate a person’s weight and inflate to give just the right amount of support.