S E L F Limited - 14 Park View

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• 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

At the lasted rated inspection this key question was rated as good. At this inspection the rating has remained good. This meant the service was managed by leaders who created a culture aimed at promoting high-quality, person-centred care. The registered manager had consistently strived to ensure the service put people first. They had introduced a level management structure, which meant everyone was encouraged to support the development of the service. This led to staff and people making presentations around how to provide the best care and contributing to the development of the service. Staff had a really positive experience of working in the service as they felt their views and suggestions were actively taken on board.

This service scored 79 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

The registered manager and staff had a shared vision, strategy and culture of putting people first. The staff discussed how the registered manager operated an ethos of always striving for excellence and how they found this good practice. They continually looked at how to enhance the service using creative ways to deliver optimum care and support. There were multiple examples of significant improvements to the well-being of people from the person-centred care they received. For instance, due to the flexibility of the service delivery one person had been supported to broaden their aspirations, improve their independent living skills and now was moving to a less supported environment.

The provider had a clear position around developing services which were person-centred and tailored to each person's needs. The provider’s policies and procedures aimed to support staff provide support which was transparent, met equality and human rights, and understood the challenges and the needs of people and the local communities. The registered manager completed in-depth analysis of the operation of the service, and this has led to year-on-year improvements.

Staff told us the registered manager promoted a positive, person-centred culture. The registered manager and staff put people’s needs and wishes at the heart of everything they did. One staff member said, “I can truly say this is the best home I have ever worked in. Management listen to and actively seek staff opinions and thoughts and value all the staff and service users.” Another staff member told us, “ Being in 14 Park View has allowed me to progress within my role and I have been greatly supported by the manager and the deputy. I find the management team are approachable and supportive not only within work but with personal matters. I find the staff team are great to work alongside as a team we all ensure that we provide a person-centred care approach to service users.” Staff felt the registered manager promoted integrity, openness and honesty.

The registered manager adopted an inclusive leadership style and supported staff to understand the context in which they delivered care and support to people. The registered manager had introduced a level management structure, which meant everyone was encouraged to support the development of the service. This had led to staff and people making presentations around how to provide the best care and to everyone contributing to the development of the service. In turn people were more active in their care and support, and this led to a change in their perspective and a desire to become even more independent. Systems were in place to check staff practices embodied the organisation’s culture and values. The provider had equipped the registered manager with the skills, knowledge, experience and credibility to lead effectively. People, staff and relatives were extremely positive about how the provider and registered manager ensured all experienced the best outcomes and reached their potential.

Staff told us they felt confident to raise concerns with the provider and these would be listened to and acted upon. They felt their views were valued. A staff member said, “When I have had concerns the management team did listen to me, acted on these concerns and the lesson was learnt. I do make suggestions such as the garden project was my idea and with the support from [registered manager] and the team we managed to do all the work and fund raise I think this had a good impact on the people we support and the teams’ well-being. It is a wonderful place to work, as we all have the same aim – to make sure people have the possible best life.”

The provider had policies and systems in place, which aimed to foster a positive culture where people felt they could speak up and that their voice would be heard.

We did not look at Workforce equality, diversity and inclusion during this assessment. The score for this quality statement is based on the previous rating for Well-led.

We did not look at Governance, management and sustainability during this assessment. The score for this quality statement is based on the previous rating for Well-led.

We did not look at Partnerships and communities during this assessment. The score for this quality statement is based on the previous rating for Well-led.

We did not look at Learning, improvement and innovation during this assessment. The score for this quality statement is based on the previous rating for Well-led.