Headingley Court Care Home

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 71 (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. Staff told us the team worked well together to provide people with good care. There was a warm and welcoming atmosphere. A staff member said, “They must be doing something right because I’m still here after 19 years.”

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. Managers were knowledgeable and accessible. Leaders had the skills, knowledge, experience and credibility to lead effectively. They did so with integrity, openness and honesty. Staff were positive about the provider and the management team. Staff said, “It’s like a big family here.” A relative praised the registered manager and said, “The best thing is the atmosphere, and the staff are bubbly with me. The manager is approachable and I have had no problems. I would recommend it here.”

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. There were clear procedures and information in place, to enable staff to raise concerns. People, relatives and staff told us they felt comfortable to speak up and raise concerns, if they needed to. Staff expressed positive views regarding the management team. They highlighted the effectiveness of the open-door policy, that it encouraged them to voice concerns and share suggestions, all of which were addressed in a timely manner.

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 felt supported and included regardless of their background. The provider had policies and procedures in place to create an inclusive environment that upheld the principles of equality and diversity. The provider was aware of their duty as an employer, to understand and respect people’s and staff’s protected characteristics to prevent discrimination.

The provider did not always have clear responsibilities, roles, systems of accountability or good governance. While there were audits and systems in place to govern the oversight of the service, these did not pick up and address some of the issues we found on inspection meaning audits were not always effective. For example, window checks had not identified missing window restrictors,and tools to monitor staff training needed updating to ensure there was a clear oversight of training needs.

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. Managers worked collaboratively with families and external partners to improve outcomes and maintain transparency.

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. When incidents, accidents or complaints had occurred, investigations had been carried out to understand the cause and see if anything could be done differently in the future.

The provider and management team were committed to continuous improvement of the service. The management team demonstrated their understanding of quality performance and regulatory requirements.