Safer Staffing 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. At our last assessment we rated this key question good. At this assessment the rating has remained 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 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 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. The registered manager and staff demonstrated a commitment to providing quality care for the people they supported. Staff said the manager supported them in their roles. A staff member told us, “The registered manager completed a lot of observations [of practice], they call to see how we are getting on and checks what we are doing.”

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. Systems and processes were in place to support staff in their roles. Staff told us they felt supported and liked working for the service. Staff gave examples where the registered manager had supported them to have flexibility in their work to manage unforeseen life circumstances. A staff member told us, “Everyone is doing well [in the team], I feel supported by my manager.”

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. People and their relatives told us it was easy to contact the service if they needed to. No one had needed to complain, but people told us they felt confident if they had any concerns that these would be dealt with. Policies and procedures were in place in relation to whistleblowing. Staff told us they understood what this was and felt confident raising concerns if they needed to.

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 received training in equality and diversity. All staff received support and supervision to enable to them to complete their roles well. No issues with equality, diversity or inclusion were identified during the assessment.

The provider had clear responsibilities, roles, systems of accountability and good governance. They used these to manage and deliver good quality, sustainable care, treatment and support. They acted on the best information about risk, performance and outcomes, and shared this securely with others when appropriate. The registered manager was aware of their responsibility to notify CQC and partner agencies of relevant incidents. Records evidenced that appropriate information sharing was taking place. The service undertook regular audits of records and completed spot checks to quality assure care delivery and staff competence.

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 were positive about working at the service, working together and the care that was delivered to people. Records evidenced positive interactions with partner agencies when required, for example referrals to health and social care services were made in line with expectations and professional advice followed.

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. The registered manager had a clear plan for the future of the service. Feedback from people, their relatives and staff was actively sought to support service improvement.