Hambleton Independent Living Limited (Head Office)

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

The registered manager and staff demonstrated a commitment to providing 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 registered manager and staff demonstrated a commitment to providing individualised, person centred care to support people to live their best lives.

The service had a range of policies and procedures to guide staff on the aims of the service and what was expected of them in their roles.

The registered manager responded openly and positively during our inspection. They told us they encouraged staff to learn and develop. Recently one staff member had become a dementia champion. Staff members were recognised and rewarded for good practice or innovation through the employee of the month award.

Management meetings were held weekly. These were used to discuss any issues or concerns and also plan for the following week.

Staff told us they were aware of whistleblowing policy and were confident the providers systems and process were robust and would support thorough investigations of any concerns they raised.

There was a whistleblowing policy and staff were encouraged to raise any concerns they had.

The registered manager demonstrated a commitment to staff well-being and was an inclusive employer who valued the diversity of the staff team.

Policies and procedures were in place and incorporated all aspects of recruitment and staffing such as retention plans, equality, diversity, fairness, and protected characteristics.

The registered manager had a good knowledge and oversight of the service and knew people who used the service and their support needs well.

There was a range of quality monitoring, auditing and oversight of the service in place.

People were supported holistically with their care and support. Where they required additional support this was available. For example, from other health professionals.

The registered manager had a strong commitment to improving the service and was open to suggestions for improvement. They recognised the importance of joint working with partner agencies and people’s families.

Care plans included input from other health professionals and partners.

Managers of the service were committed to supporting people to remain part of their community. Where people wanted, visits were able to be arranged flexibly to enable people to continue to take part in their interests and hobbies.

The registered manager had a positive approach to ensuring continuous development and improvement.

Spot checks, audits and reviews were completed and evaluated to maintain and identify any areas for improvement.