Grove Hill Care Home

On this page

• Overview
• Kindness, compassion and dignity
• Treating people as individuals
• Independence, choice and control
• Responding to people’s immediate needs
• Workforce wellbeing and enablement

Caring – this means we looked for evidence that the provider involved people and treated them with compassion, kindness, dignity and respect. At our last inspection we rated this key question requires improvement. At this inspection the rating has changed to good. This meant people were supported and treated with dignity and respect; and involved as partners in their 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.

At the last inspection, people’s privacy and dignity was not always respected, and staff did not always speak about people respectfully. At this inspection, we found the provider treated people with kindness, empathy and compassion and respected their privacy and dignity. Staff treated colleagues from other organisations with kindness and respect. People and their relatives described staff as kind and caring. One relative told us, “They always make a big effort when its someone’s birthday. They lay up the big table and lay out a nice tea with a birthday cake.” Another relative told us, “[Person] enjoys having her hair done fortnightly and the carers paint her nails which she loves”. We observed staff treated people with kindness, compassion and dignity during our site visit, and staff now spoke to people using their preferred names and respected people’s wishes.

The provider treated people as individuals and made sure people’s care, support and treatment met people’s needs and preferences. They took account of people’s strengths, abilities, aspirations, culture and unique backgrounds and protected characteristics. People’s care plans contained information about people’s social, cultural and religious preferences. Each person had a document within their care plans which contained information about their life history and their life now. Staff knew people well and their preferences, for example, we observed one person requested their preferred meal for lunch, which was a different meal to what was on the menu, and this was given. Additionally, this was also recorded within the person’s care plan as a preference.

The provider promoted people’s independence, so people knew their rights and had choice and control over their own care, treatment and wellbeing. We observed staff offering people choices during our site visit. For example, we observed a staff member asking if people would like to have their lunch in the dining room or remain in the lounge. People had a choice of 2 options to choose from at lunchtime but could also have something else if they did not like the options available. People’s care and support plans guided staff to promote independence, choice and control. A person living at the service chose to stay up late most evenings and have a glass of wine, and we saw this was facilitated by the service.

The provider cared about and promoted the wellbeing of their staff and supported and enabled staff to always deliver person-centred care. Staff told us they felt supported by the NI who was managing the service at the time of the inspection. The NI told us about workforce wellbeing initiatives, such as ‘Employee of the month’, where staff voted which staff member had performed the best each month, and the majority vote wins and receives a prize. The NI told us staff are encouraged to have a good work life balance, and that staff work every other weekend. Staff did not raise any concerns to us about this working arrangement and told us they felt supported within their roles. Staff told us they felt the culture of the service had improved since the last inspection following recent changes within the organisation. Staff told us, “My manager is approachable and he encourages sharing of ideas, raising concerns or suggestions that will bring about improvements.”

The provider cared about and promoted the wellbeing of their staff and supported and enabled staff to always deliver person-centred care. Staff told us they felt supported by the NI who was managing the service at the time of the inspection. The NI told us about workforce wellbeing initiatives, such as ‘Employee of the month’, where staff voted which staff member had performed the best each month, and the majority vote wins and receives a prize. The NI told us staff are encouraged to have a good work life balance, and that staff work every other weekend. Staff did not raise any concerns to us about this working arrangement and told us they felt supported within their roles. Staff told us they felt the culture of the service had improved since the last inspection following recent changes within the organisation. Staff told us, “My manager is approachable and he encourages sharing of ideas, raising concerns or suggestions that will bring about improvements.”