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

At our last inspection we rated this key question good. At this inspection the rating 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.

The provider had a clear shared direction and organisational culture. Managers and staff told us they aimed to give people they supported the best quality person-centred care they could and worked well together as a team. The service aimed to give people consistently good care and staff worked together to try and achieve this. Individual and group supervision/team meetings were used by the provider to remind staff about their organisation's underlying core values and principles. Although the registered manager expressed confidence in their staff and competencies, there was not a well-defined management hierarchy in terms of roles and responsibilities at the time of assessment. For example, some staff in leadership reported performing different roles than what was indicated on the provider’s organisation structure, this highlighted a lack of clarity. Following the assessment, we received assurances regarding the provider’s organisational structure.

The provider had inclusive leaders who understood the context in which they delivered care, treatment and support and embodied the culture and values of their workforce and organisation. The registered manager had completed training that equipped her with the skills, knowledge and experience to lead. Staff we spoke with told us management were “approachable” and felt well supported, feeling valued and well cared for in their roles.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. Staff we spoke with were aware of how to raise concerns internally and who to speak to. A staff member told us they were very “confident” and “comfortable” raising concerns to the deputy manager, who has been consistently “supportive and empathetic.”

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. For example, one staff member told us the provider was flexible regarding caring duties and had been accommodating in adjusting the rota to support their childcare responsibilities.

The provider had clear responsibilities, roles, systems of accountability or good governance. They had a number of audits and processes to help monitor the quality of the service. The provider stated they regularly used these to help improve the service.

The provider understood their responsibilities in making sure people received a good standard of care and worked in partnership with other agencies to help deliver safe care to people. The provider monitored and made sure staff understood their roles and responsibilities in providing a good service to people.

The provider understood their duty to collaborate and work in partnership, so services worked seamlessly for people. The registered manager explained that they regularly liaised with health and care professionals including people’s GP's and social workers when health and social care concerns arose about people's care and support. The provider was responsive in engaging with external partners when information was requested and when addressing queries and enquiries from stakeholders.

The provider focused on continuous learning, innovation, and improvement across the organisation and the wider local system. The provider stated that they have a range of audits to ensure areas for improvements are identified and addressed.

During our assessment, the provider explained that they were in the process of migrating to a new care management system. This transition was being implemented to improve the accuracy, accessibility, and consistency of care documentation, enabling more efficient information sharing and better outcomes for the people they support.