Careline Homecare (Rotherham)

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 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. The provider had a clear vision for the service which focussed on person-centred care and support. The registered manager held regular team meetings where they reviewed and discussed the shared values and vision for the service.

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. Members of staff felt supported by the management team and confirmed they received supervision and support sessions. A member of staff said, "We have regular supervision and appraisals and it always nice to hear feedback whether that be good or if improvement is needed. If I can improve on my job, I like to know these things. I have always felt supported by my manager. My manager has always listened to my opinions and if I’ve voiced any concerns, I know they will always support me with any issues, personal or work related, and will always put [people we support] first."

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. The provider had a whistle-blowing policy in place which confirmed staff would be protected if they made an appropriate disclosure.

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. The provider had an equality, diversity and inclusion in employment policy in place. Regular team meetings supported and promoted workforce equality, diversity and inclusion. The provider confirmed their aim to achieve a diverse workforce which reflected the communities in which they worked.

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. A comprehensives systems of quality checks, audits and reviews was in place which enabled the registered manager to monitor and review performance and quality across the service. The registered manager understood their service and the needs of people who received support. They maintained a focus on quality and continuous improvement. A family member told us, “I can’t really fault them. They’ve been really good. They just seem to know what they’re doing.”

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. The provider worked closely with community-based health and care professionals. The registered manager acknowledged the importance of working in partnership with others to ensure people received consistently goof quality care and support.

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 demonstrated a good understanding of using feedback and lessons learned to support continuous improvement and development of the service. There were opportunities for staff to discuss any issues or concerns about the service during support and supervision meetings. A family member told us, “They are a very good company and they do bend over backwards to help [relative]. They probably go above and beyond for [relative].