Fairview

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 inspection we rated this key question good. At this inspection 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 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 service 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. People, relatives and staff were engaged in discussions and decisions about the running of Fairview. This included regular surveys on care, service user meetings and staff engagement meetings. Everyone we spoke with felt their thoughts and opinions were welcomed and valued by the provider. The provider focused on people being able to live a good, ordinary life as part of their community.

The service 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. All those we spoke with were positive about the management team and felt engaged by them in all aspects of the care delivered. One relative told us about the registered manager and said, “They are one of the best managers [family member] has had. They keep in touch frequently and get on really well with [family member]. They are very approachable.”

The service fostered a positive culture where people felt they could speak up and their voice would be heard. People were engaged about their home and the support they received and had meetings with staff and managers where they could express what they wanted or thought in a style which met people’s individual communication needs. We saw any responses were acted on and fed back to the person. Relatives had been asked to complete surveys on the care provided for their family members. This was not extensively responded to but those we saw were positive about Fairview, the staff and the care provided. One relative said, “I am regularly asked for feedback, and a big envelope comes through every so often. However, I don't fill them in very often.”

The service valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for people who work for them. People were supported by a staff team who felt valued by the provider. One staff member told us they liked working at Fairview and felt valued with access to training when they needed it. They felt able to express themselves openly to anyone in the organisation regardless of their role.

The provider did not always have clear responsibilities, roles, systems of accountability or good governance. They did not always act on the best information about risk, performance and outcomes. Although, the provider had a range of quality tools they used to check the quality of care provided, these had not identified some issues with the physical environment including some risks from hot surfaces and the lack of risk assessments regarding freestanding wardrobes. However, once identified they took action to minimise the potential for harm to people.

The service understood their duty to collaborate and work in partnership, so services work seamlessly for people. They shared information and learning with partners and collaborated for improvement. People benefited as the management team had established good links with community-based facilities including GPs dentists and other community-based health services.

The service 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 and effective practice. For example, the management team reviewed incidents, accidents or near miss occurrences to see if anything could be done to improve people’s experience of care.