Doncaster Community Support

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.

The service was previously in breach of the legal regulation in relation to governance. Improvements were found at this assessment and the service was no longer in breach of this regulation.
 

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 proactive and positive culture of safety, based on openness and honesty. Staff listened to concerns about safety and investigated and reported safety events. Lessons were learnt to continually identify and embed good practice. Accidents and incidents were recorded and analysed to ensure lessons were learnt. Following accidents and incidents, support plans and risk assessments were updated to reflect any changes. One staff member said, “We have a debrief with staff after incidents to look for triggers and look at how things could be done different in the future.”

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. The registered manager was supported by a service manager whose responsibility it was to oversee the day to day management of the domiciliary care agency. The service manager told us they felt supported by the registered manager, and they worked well together to ensure a good standard of care and support was offered to people.

The provider had a proactive and positive culture of safety, based on openness and honesty. Staff listened to concerns about safety and investigated and reported safety events. Lessons were learnt to continually identify and embed good practice. Accidents and incidents were recorded and analysed to ensure lessons were learnt. Following accidents and incidents, support plans and risk assessments were updated to reflect any changes. One staff member said, “We have a debrief with staff after incidents to look for triggers and look at how things could be done different in the future.”

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. Policies and procedures were in place to support staff and to ensure they were happy at work. Staff told us they completed training during their induction which covered unconscious bias, cultural competence, and the importance of inclusivity in the workplace. The service manager told us, “I have an open door policy and encourage staff to speak up should they have any concerns or worries. All information is kept confidential and only discussed on a need-to-know bases. Mencap have a speak out safely service which staff can access discreetly and independently.”

The provider had a proactive and positive culture of safety, based on openness and honesty. Staff listened to concerns about safety and investigated and reported safety events. Lessons were learnt to continually identify and embed good practice. Accidents and incidents were recorded and analysed to ensure lessons were learnt. Following accidents and incidents, support plans and risk assessments were updated to reflect any changes. One staff member said, “We have a debrief with staff after incidents to look for triggers and look at how things could be done different in the future.”

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. Staff and leaders worked in partnership with external professionals and ensured people had access to the right support. Staff and leaders supported people to maintain links in the community and assisted people to attend social events and day services.

The provider had a proactive and positive culture of safety, based on openness and honesty. Staff listened to concerns about safety and investigated and reported safety events. Lessons were learnt to continually identify and embed good practice. Accidents and incidents were recorded and analysed to ensure lessons were learnt. Following accidents and incidents, support plans and risk assessments were updated to reflect any changes. One staff member said, “We have a debrief with staff after incidents to look for triggers and look at how things could be done different in the future.”