Archived: Healthcare Professionals Recruitment Services 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.

The registered manager held regular meetings and supervisions with staff to discuss what was happening at Healthcare Professionals Recruitment Services Ltd. This gave the opportunity to share learning and discuss ways they could improve the service. There was a policy on equality, diversity and inclusion. Staff all received training in this topic.

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’s relatives and staff spoke positively about the management of the service. They told us the registered manager was approachable, professional and accessible at any time. Staff told us they appreciated the support they received from the registered manager. A staff member said, “I enjoy working here. [The registered manager] is very supportive and very lovely.”

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

People’s relatives and staff told us they could raise concerns at any time. They told us they were confident their views and concerns would be listened to and acted upon. The provider had a whistleblowing policy and staff were aware of this.

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 had received equality and diversity training. They felt they were treated fairly and equally. The registered manager told us they would always seek to make reasonable adjustments for staff who required flexible working patterns or equipment to enable them to carry out their roles.

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 registered manager had oversight of the service and was supported by a deputy manager and compliance manager. Staff had a clear understanding of their roles and responsibilities.

Regular spot checks were completed to ensure people received good care. Staff told us they received regular spot checks to ensure they were attending on time and providing the correct care and support.

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’s care records showed the service had engaged with relevant health and social care providers to achieve the best outcomes for people.

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.

There were processes in place to record all incidents, accidents, complaints and other audits. There was an improvement plan which pulled together areas of improvement from completed audits.

Regular staff meetings were held to advise staff on best practice relating to safe care of people using the service. Issues discussed with in staff meeting included, for example, people’s well-being, care plans and risk assessments, the importance of accurate recording and staff training.