Blue Sky Enabling

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 changed to Requires Improvement.

This meant the management and leadership was inconsistent. Leaders and the culture they created did not always support the delivery of high-quality, person-centred care.

The service was in breach of legal regulation in relation to Governance.

This service scored 62 (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 did not have a clear shared vision, strategy and culture which was based on transparency, equity, equality and human rights, diversity and inclusion, and engagement. They did however understand the challenges and the needs of people and their communities.

Some of the staff we spoke to were not fully aware of the vision of the provider. Comments included “I honestly don’t know what the vision is” and “I have no idea”. Staff did however understand the provider’s culture of enabling people. This meant although the provider could be assured staff understood the ethos of enabling people, they could not be assured that all staff were working in line or towards a shared vision.

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. Feedback received from staff was positive about the managers. They told us managers were visible and approachable. Comments included “When I have had issues, I feel [manager] was supportive” and “If I call or email, they answer and help”.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. The provider had policies which provided staff with the information they needed to speak up. Staff told us they were confident to raise concerns and speak up when needed.

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 we spoke to told us they felt there was a fair culture. One staff member said “[Manager] is informed, they understand ethnicity, they make me feel I belong”.

The provider did not always have good governance in relation to General Data Protection Regulations (GDPR). They acted on the best information about risk, performance and outcomes but did not share this securely with others. During our assessment we saw that people’s personal information was not shared securely as the provider shared this with staff via staff’s personal email addresses. This meant the provider could not be assured this information was being shared safely, securely and had not recorded consent from people to share information in this way. This was highlighted to The Registered Manager at the time of the assessment, and they made a plan to address this

However, the provider had systems and process to support staff to perform their roles safely and effectively. This included clear and concise records. For example, we saw risk assessments and care records that contained clear details to enable staff to support people safely and in their preferred manner. Policies we viewed contained clear guidance for staff.

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 kept records containing details of their collaboration with other professionals. People told us how they were supported to share information to ensure their care needs were met. The Registered Manager explained how they were currently working with another service to ensure that support provided to a person was safe and effective.

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. Records we viewed showed that learning was identified and actioned. For example, the provider had an action plan which highlighted areas of improvement from incident reports, audits, complaints and feedback from staff and people.