Rexshi Ltd

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 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.

The provider had a shared vision, strategy and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and their communities.

Staff understood the values and objectives of the service. Feedback reflected an open and supportive culture focused on person-centred care, continuity and providing sufficient time to meet people's needs.

The Registered Manager told us, "Our focus is having enough time to care for people and ensuring quality support is delivered."

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.

People, relatives and staff consistently spoke positively about leadership within the service. Leaders were described as approachable, supportive and committed to staff development.

One staff member said, "Leaders are approachable." Another told us, "Feedback and development opportunities are encouraged."

The provider fostered a positive culture where people felt they could speak up and their voice would be heard.

Staff felt able to raise concerns without fear of negative consequences. Discussions with staff indicated awareness of whistleblowing processes and escalation routes.

One staff member said, "I can raise concerns safely." Another said, "There is no fear of repercussions."

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 they felt respected and valued within their roles. Training, supervision and policies supported an inclusive working environment.

One staff member said, "Equality and inclusion are promoted." Another told us, "I feel respected and valued."

The provider had clear responsibilities, roles, systems of accountability and good governance. They used these to manage and deliver good quality, sustainable care, treatment and support. They acted on the best information about risk, performance and outcomes, and shared this securely with others when appropriate.

The provider maintained oversight of quality and safety through effective audits, reviews, spot checks and quality assurance processes. Records reviewed included audits relating to safeguarding, recruitment, medicines, complaints, training and care documentation.

Staff understood their role in supporting quality improvement. One staff member said, "Governance systems support safe care."

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. Partnership working supported continuity, communication and positive outcomes for people using the service.

One staff member told us, "We work closely with healthcare professionals and families."

The provider focused on continuous learning, innovation and improvement across the organisation and local system. They encouraged creative ways of delivering equality of experience, outcome and quality of life for people. They actively contributed to safe, effective practice and research.

The Registered Manager had completed train-the-trainer qualifications which enabled the provider to strengthen internal training arrangements, including moving and handling and basic life support training. The Registered Manager said, "I have completed train the trainer courses and now provide additional support to staff while maintaining my own skills and knowledge."

Quality assurance processes, staff feedback, supervision and audits were used to identify learning opportunities and drive improvement across the service.