MiHomecare Islington

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 leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture.

This key question has been rated good at our last assessment and remains good. Leaders and the culture they created assured the delivery of high-quality 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.

All staff we spoke to had a desire to put people at the centre of their work. There was a shared culture of wanting to empower people and all people were spoken of with respect. One person we spoke to us told of carers, ‘it’s a vocation for them, it makes a real difference’.

Many of those in leadership positions come from a similar working background to care staff, enabling them to understand the challenges of the work and support colleagues. Staff told us they felt well supported by coordinators who are empathetic and care for their wellbeing.

Staff we spoke to felt able to raise concerns directly with senior staff where necessary. Staff were aware of the company’s whistleblowing policy and were able to name points of escalation.

Most job applications are made online through an accessible website. Internal progression is encouraged with all staff given details of internal roles that may become available.

Staff feedback is actively sought from all staff members along with practice ideas from those providing front line care to ensure their voices and experience is heard and considered.

The service has a clear and robust business continuity plan in place, covering a variety of eventualities. There is good management oversight of the service, evidenced in well-kept audits of day-to-day activity. The registered manager has a close working relationship with senior leaders who are also abreast of the running of the service.

The provider had a good working relationship with other agencies. This included, but was not limited to, local authority teams, healthcare providers as well as family and friends of those receiving care.

The provider demonstrated a culture of learning and improvement. All complaints and concerns were taken seriously and learning sought from each incident. Care staff were asked to contribute their ideas and thoughts to improve things. Recognition of their front-line experiences were valued and suggestions were taken on board and helped to shape the service.