Compact Care Solutions 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. This is the first assessment for this service since their registration in November 2019. This key question has been rated 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.

Senior staff made sure staff received training, support and access to policies, procedures and systems, to help them provide person-centred care. They used spot checks, supervision and staff team meetings to make sure staff understood how the provider’s values should be achieved through their working practices.

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 spoke positively about leaders. A person told us senior staff were accessible and available to talk to if they needed them.

Staff told us managers were experienced and supported them in their roles. A staff member said, “Managers are knowledgeable and experienced. They provide clear guidance and ensure the service runs effectively.”

Senior staff were experienced and undertook continuous learning and development to maintain their skills and knowledge. They understood the needs of people using the service and how these should be met through the provision of safe, high-quality person-centred care.

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

Senior staff made sure people and staff had opportunities to speak up and raise concerns. A staff member told us, “There is an open culture where staff are encouraged to raise concerns without fear. I feel confident speaking up when needed.” A senior staff member said, “It’s about our approach and having clear policies and procedures and making sure staff and people know they can speak to us at any time. Also, we can use supervision and meetings to make sure staff know they can talk to us and raise any concerns they have.”

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 were treated fairly and equally in the workplace. They received training to support their understanding of equality, inclusion and fairness at work. A staff member told us, “I feel I am treated fairly and with respect, and that all staff are treated equally.”

Senior staff had clear responsibilities and roles and were accountable for the provision of safe, effective, high-quality care to people. They undertook regular checks of the quality and safety of care and support provided to people. Outcomes from checks were used to make any changes required and support staff to improve their working practices.

However, their oversight of recruitment processes had not always been effective. Recruitment checks made by a third party had not always been reviewed by senior staff which meant there were some discrepancies in the information obtained on staff files. After our site visit, the provider took immediate action to address this and introduced additional management checks to assure themselves of the accuracy of the information obtained about staff. We will check at our next assessment these new arrangements had been embedded at the service and maintained.

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.

Staff worked with healthcare professionals to collaborate on the delivery of safe, high-quality care to people, when required. They followed guidance and recommendations from professionals to support their learning and improve the delivery of people’s care and support.

The provider focused on continuous learning, innovation and improvement across the organisation and local system.

Feedback was obtained from people and staff to help the service continue to learn and improve. A person told us they were asked for their feedback about the service once a month. A staff member said, “My feedback is valued through meetings, supervisions, and informal discussions.”

Senior staff used feedback, along with learning from the outcomes of spot checks, to make improvements to the quality and safety of the care and support provided to people. They told us they had plans to continually improve the service going forwards. Future plans included recruitment of experienced staff to help with care co-ordination, implementation of a new electronic compliance system and new electronic systems for care planning, staff rostering and medicines administration and management.