Dr Anderson Lodge

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 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 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 registered manager had created leadership development programme for members of staff. A ‘Mission and Values’ charter was being developed and discussions at staff team meetings enabled members of staff to contribute to its development.

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 well supported by the provider and there was a positive working relationship which resulted in a culture of continuous improvement and enhancement of the service. The registered manager was a dedicated and passionate leader who was keen to see people grow and develop in the service.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. Members of the staff team told they had access to the whistle blowing policy and would use it when needed. The staff team confirmed the registered manager was supportive and encouraged staff to raise concerns.

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. Members of staff worked collaboratively as a single team and treated each other fairly and with respect.

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. There was a comprehensive system of audits, quality assurance checks and care delivery reviews in place. The registered managed had a good understanding of good governance and how information from reviews and audits was used to monitor the quality of care and support. They ensured continuous improvement and development of the service.

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 had good links with the local community and supported active community involvement at the service. This included good links with local places of worship, schools and community groups. The registered manager was committed to further strengthening links with the local community by inviting them into the service, to spend time with people.

The provider had a strong focus on continuous learning, innovation and improvement across the organisation and local system. They always 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’s knowledge about fire safety had been recognised by the Fire Safety Officer from South Yorkshire Fire and Rescue service and they had been invited to present and talk at a regional seminar and share their knowledge and skills. The registered manager had liaised with Sheffield University about involvement in a research project which focussed on dental health registrations and improved access to dental care for people in care homes.