Archived: Aston House 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.

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 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 at the service. The organisation had clear values and staff understood these. The provider promoted staff learning based on the values and ensured these were part of regular discussions with staff.

Staff told us they enjoyed working at the service and were well supported. Staff retention was good. Comments from staff included, “We work as a team”, “Senior managers visit us. I feel valued at work”, “Managers acknowledge when we are doing a good job” and “The manager is very understanding and supportive.”

People using the service and their relatives felt the home was well run. They told us they would recommend the home to others.

The registered manager was a nurse and had worked at the service for many years in different roles. They knew people living there and staff well. They were supported by a team of senior managers who regularly visited the home, and a clinical lead who worked at the service full time. Staff, people using the service and relatives told us they knew the registered manager. They told us the registered manager was approachable, knowledgeable and supportive.

The provider had procedures for staff to speak up if they had concerns or anything was wrong. Staff told us they felt comfortable raising concerns with managers. They knew they could use the provider’s procedures to speak up anonymously if needed.

People using the service and relatives explained they knew how to raise concerns and felt confident doing so.

The provider supported workforce equality, diversity and inclusion. The provider ensured staff were supported through recruitment processes and their policies and procedures. This included staff employed from abroad.

Staff told us their individual needs were met. They were able to request time off when needed.

The provider had effective systems for monitoring and improving the quality of the service. Managers and staff carried out regular audits and checks. The findings from these were used to help drive improvements. The registered manager had a good overview of the service. They asked stakeholders for feedback. Managers carried out regular supervision with staff to help ensure they were working appropriately and understood about their responsibilities.

Staff worked in partnership with other professionals to help provide good quality care. Staff liaised with other health and social care professionals, making referrals and asking for support when people needed this. There were regular visits from a chiropodist and physiotherapist for people who needed their care.

The service had links with local groups in the community, including places of worship and schools.

The provider fostered a learning culture. Staff completed a range of training to support them to understand their roles. The provider encouraged staff development and supported senior staff to undertake management qualifications.

Some staff were dedicated ‘champions’ and took a lead role in a specific area. They helped to ensure all staff were following good practice guidance.

Specialist professionals from within and outside the organisation had provided extra support in some areas of learning. This included observing staff practice and then offering guidance and coaching when improvements were needed.