Stellar Healthcare Solutions Limited

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 requires improvement. At this assessment, the rating has changed to good.

This meant the service was consistently managed and well-led. Leaders and the culture they created promoted high-quality, person-centred care.

The service was previously in breach of the legal regulation in relation to good governance. At this assessment, we found improvements had been made and the service was no longer breaching this regulation.

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.

There was a positive, person-centred culture. People using the service and their relatives told us they were happy with everything, and they would recommend the agency to others. Their comments included, “We are very pleased with them. We feel we have hit gold. We are happy with everything” and “[Person] is happy and I think the agency has a good reputation.”

Staff liked working for the agency and told us they would recommend the agency as a place to work. They told us they enjoyed their work. Their comments included, “I feel rewarded in my role” and “my manager works well with people. [They] have regular contact with people and their families. I have adopted a similar approach.”

There were capable, compassionate and inclusive leaders. The registered manager was a nurse and was an experienced care manager. They kept themselves updated with good practice and legislation. People told us the registered manager was approachable and supportive. They had a good knowledge of people’s individual needs. Staff told us they felt the registered manager was a good role model. Their comments included, “[Registered manager’s] style is understanding and supportive” and “We have regular contact and I can approach [registered manager] at any time.”

There were suitable policies and procedures that reflected best practice and legislation.

There were systems to enable staff and others to speak up when they felt something was wrong. Staff told us they knew what to do if they had concerns. They explained they felt confident speaking up. A staff member commented, “When I have concerns, I can share these and know I will be supported.” The registered manager was open, honest and transparent. When something went wrong, the registered manager apologised to people and explained the actions they were taking to prevent this happening again.

There were policies and procedures to support workforce equality, diversity and inclusion. Staff told us their individual needs and diversity needs were respected. The registered manager supported staff with flexible working arrangements. A staff member told us, “[Because of personal circumstances} I need flexible work. My manager acknowledges this and helps me work around my commitments.”

There were effective systems for monitoring and improving the quality of the service. The registered manager conducted a range of audits. They asked people and staff for feedback. They carried out spot checks to observe staff. They provided hands on care to get to know people and to help review care plans. The provider made improvements when changes were needed.

The provider worked in partnership with others to help provide good care. The registered manager had links with other care organisations. They worked closely with training providers and were a member of a network to meet other organisations to discuss best practice.

The provider had systems to learn and improve based on their own quality audits as well as feedback from stakeholders. The registered manager and staff completed a range of training and had regular meetings to discuss best practice. The provider had investigated all adverse events and recorded how they made improvements and learning from these.