Longcroft

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 79 (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 very clear shared vision, strategy and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and an exceptional understanding of the challenges and the needs of people and their communities. The provider had a clear vision, and values based on faith, human rights principles and overcoming the challenges people living in the home experienced. The organisations values were embedded in the culture of the organisation at all levels. The registered manager and leaders had instilled this throughout the service. Staff were clear about the culture and aims of the organisation and praised the registered manager as being a good role model.

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 provider and leadership team in the home modelled the values of the organisation and had created a compassionate and inclusive environment at every level of the service. Staff said, “The support has been incredible they are always asking about my wellbeing. Leaders have made me feel like an asset” and “We have good support, I feel confident in my role” and “[the best thing about working at Longcroft is] Having a good team who all help the clients have a good quality of life and build for a better 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.

People living in the home and staff were empowered to express their views and raise their concerns. One person said, “Staff help me to discuss concerns.” The provider ensured there were a variety of forums to facilitate this. People living in the home had regular client meetings chaired by one of them, and they fed back to the staff and management team who responded to their concerns and issues. People could also raise anything in their regular meetings with their keyworkers. The registered manager held coffee mornings to give people the opportunity to speak with them. Information about how to raise concerns was displayed in the communal areas. People had access to advocates and legal representation when required. The provider’s complaints procedure encouraged people to share their views and experiences. Complaints had been recorded and responded to properly.

Staff felt confident they could raise anything at any time. The registered manager and leaders encouraged transparent and open relationships amongst the staff team. One staff member said, “The culture and professional relationships are such that I feel safe to share experiences around incidents, even if they might reflect negatively on myself."

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 valued and respected at work. The providers recruitment procedures and ongoing support for staff from the management team helped ensure staff had inclusive and equitable experiences.

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.

People lived in a well organised and managed service. The provider had clear systems in place to achieve robust oversight of all quality and governance in the service. The registered manager ensured all governance systems and audits were up to date. Some tasks had been delegated to team leaders including health and safety and medicines. The provider also maintained oversight of quality matters with their own monitoring systems. There was a robust continuity plan in place which provided staff with easily accessible guidance to follow in an emergency.

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.

People were consistently supported across a range of different services and agencies. There were established systems in place to liaise with other professionals. In addition, within the organisation there were regular conferences which staff and leaders attended. These were opportunities to share knowledge and learning and consider future developments.

The provider and registered manager worked cooperatively with partners and commissioners.

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 provider and leadership team followed good systems to enable them to develop the quality of the service and enhance the experience for people living in the home.

The registered manager and staff team were currently working towards achieving an accredited award, Enabling Environments award which promotes the value of relationships, belonging, safety and empowerment. The registered manager said “We have improved the environment for people by going through this process. Enabling environments is now part of the culture of the organisation.”