Valkyrie Lodge

On this page

• Overview
• Learning culture
• Safe systems, pathways and transitions
• Safeguarding
• Involving people to manage risks
• Safe environments
• Safe and effective staffing
• Infection prevention and control
• Medicines optimisation

People were kept safe from risk of abuse or harm. Staff were aware of their responsibilities to report any suspicions of abuse and whistle blow if they had any concerns about the quality of care. There were sufficient staff who had received training to meet peoples needs including medicines administration. There were processes in place to learn from any complaints, incidents, or accidents to support better outcomes for people. Care plans contained guidance for staff to ensure any risks were managed, however, some risk assessments required additional information such as, personal evacuation plans in the event of an emergency. Improvements to the environment were needed, specifically following recommendations from the fire service.

This service scored 66 (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 had engaged with the local authority to access face to face training provided by them for staff to help develop their skills. One member of staff said, “I have completed face to face and on-line training.”

The registered manager had monthly meetings with a consultant who had helped to facilitate learning and improvements at the service. The registered manager cascaded learning to staff during staff meetings and supervision. The registered manager had engaged with the local authority to access face to face training provided by them for staff to help develop their skills. A new member of staff said they had a full induction which included shadowing more experienced staff at the service.

Before people came to live at the service the registered manager completed an assessment of their needs to see if they could be met by the service. There was a multidisciplinary approach to involve all health professionals involved with people’s care and family members.

People had an opportunity to visit the service, prior to living there, to see if it met their needs and to see if it was a place they wished to live. One person told us they came for a look around first and met with staff and other people living at the service.

People told us they felt safe living at the service and were supported by staff that knew them.

The registered manager told us all staff have received safeguarding training provided by the local authority. One member of staff said, “If I had a safeguarding concern, I would raise it with the manager or inform the local authority.”

The registered manager followed the local authorities safeguarding procedure and had worked with the local authority to investigate these. Staff received information on safeguarding at staff meetings and discussed lessons learned. The registered manager was reminded to send notifications to the CQC when they raise a safeguarding concern.

People were involved in planning their care and managing risks. Staff met with people weekly to review their needs and to discuss what support they may require. Personal evacuation plans had been discussed with people to ensure they knew what to do should they need to evacuate the building.

Staff had received training on person centred care and had spent time reviewing people’s care needs with them. Risks were identified in care plans and actions put in place to mitigate these risks.

The registered manager and staff had been working with the local authority to review care plans. Staff had received further training on person centred care and had worked with people to identify the support they required and mitigate risks to them. Personal evacuation plans needed to be included in care plans to give staff clear directions on how to support people in the event of an evacuation. We did see staff had completed questionnaires with people to test their knowledge of what to do in the event of an evacuation, but these needed to be added in the care plan format as well to ensure all staff knew how to evacuate people safely.

The registered manager had taken steps to make some improvements at the service with general repairs. Some redecorations had commenced of people’s rooms, and the garden area had been tidied. Following a fire safety visit where remedial work had been recommended this was in the process of being completed.

Areas of the service continued to need redecoration and some rooms were not personalised or homely. The upstairs of the service was only accessible through a staircase, consideration needed to be given when people’s needs changed if they would still be able to use the stairs safely. Although some remedial work had been completed following the fire service inspection, there remained to be gaps around some of the doors which would not comply with the recommendations. The registered manager told us the door upgrade had not been completed and this would be remedied. The smoke alarm system needed to be hard wired into the electrical system and the registered manager told us this recommendation would also be completed.

The registered manager had audits in place to check the general environment, however, they did not highlight issues raised by the fire service or demonstrate and action plan for refurbishment of the service.

People told us staff were kind and looked after them. One person said, “All the staff are fine.” Another person said, “I have a good relationship with staff.”

Staff told us they felt supported working at the service and had a good team. The registered manager said they had not needed to use agency and they had a consistent staff team. The registered manager was keeping staffing levels under review and was considering recruiting an additional member of care staff as people’s needs changed.

During the assessment we observed sufficient staff members, on shift, to meet the needs of the people living there. Staff were seen to be meaningfully engaging with people.

The registered manager had renewed staffs Disclosure and Barring Service checks (DBS). DBS provide information including details about convictions and cautions held on the Police National Computer. The information helps employers make safer recruitment decisions. Before staff started working at the service the registered manager made the appropriate checks with regards to getting references and ensuring staff were suitable for the role they were being employed for.

Although the service was in need of refurbishment in places it was clean and there were no malodors. There was personal protective equipment for staff to use should they need this.

Staff had received training in infection prevention control. They had daily and weekly checks in place to ensure the service remained clean and free of infection.

People told us staff gave them their medicines when they needed them. One person told us if needed, they could ask for additional medicines.

Staff supported people to receive their medicines safely. Staff had received training in medicine administration and had their competency checked.

Medicine records we reviewed were in good order and staff were completing daily audits of people’s medicines. We found one medicine care plan needed more details for staff to be aware of the side effects of the medicine being used and the effect this can have on a person and what action needs to be taken should they occur.