Hawley House

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

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.

There was a positive culture within the service. Staff enjoyed working for the provider and part time staff told us they would be willing to work solely for this provider if there were more people to support. The management led by example, upholding the values of the organisation for staff to follow.

The provider had inclusive leaders at all levels who understood the context in which they delivered support. The staff told us that the registered manager and deputy managers were supportive, knowledgeable and could be approached at any time. They told us about the access they had to as much training as they needed and if they felt they had gaps in their knowledge their managers would source specific training to ensure they had the knowledge they needed.

The provider fostered a positive culture where people felt they could speak up, and their voice would be heard. There were systems in place where staff were able to voice opinions and concerns which included raise issues anonymously. Staff told us they were able to talk to the managers and how the manager always had an ‘open door’ and could be approached at any time.

The provider valued diversity in their workforce. They had an inclusive and fair culture by ensuring their recruitment and selection practices were equal for everyone. They provided staff with the training they needed to be able to do their jobs and to enhance their careers. The provider had a policy in place which promoted equality, diversity and inclusion.

The provider had systems in place for accountability and for checking practices. Records of checks were in place that were carried out by staff which were monitored by their managers. Audits were carried out on a number of areas which fed into an action plan. Regular reviews were carried out to ensure care records were up to date and staff had accurate information to be able to do their jobs.

The provider understood their duty to collaborate and work in partnership with others involved in people’s care. They supported people in their local communities, enabling people to be active members and provide support allowing people to be able to continue to live with their families.

The provider focused on continuous learning, innovation and improvement across the organisation. They were able to access training which ensured staff had the knowledge they needed and could also undertake training in other areas of interest within social care. The provider promoted staff having vocational qualifications as a way of equipping them with the right skills and also preparing them to further their careers.