Future Care Service 2010 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 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. 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 75 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

There was a shared vision within the organisation. Staff told us the registered manager was easy to approach and supported them to do their jobs. They told us the registered manager made themselves available to talk to and to the person they supported. The registered manager promoted a culture that was inclusive where staff and the person they supported came together to share ideas.

Staff told us the provider was capable, compassionate and was a good leader. They told us they had worked for them for quite some time and were happy in their jobs. They told us they felt supported and felt they could contribute, and their ideas were listened to.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. Through regular contact with the registered manager and regular opportunities to feedback, the person receiving care felt there were plenty of opportunities to be able to speak up.

Staff told us about the provider’s whistleblowing policy and were clear about who to talk to if they felt they were not being listened to.

The provider valued diversity in their workforce. They recruited from their local community and were able to employ staff who met the cultural needs of the person they supported. Staff routinely received access to training and support and were encouraged by the provider to feel included within the organisation.

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 where necessary took action to address any shortfalls.

The registered manager told us how the person they supported made decisions about the community contacts they wanted which were important to them. Staff provided support as and when the person requested so they could maintain connections important to them.

The provider focussed on continuous learning to enable staff to maintain their knowledge and skills. Staff undertook mandatory learning and told us they were able to access training as they needed it. One staff member told us they had undertaken a lot of training which helped them do their jobs.