Daffodil Road

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 inspection 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-centered 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 service 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. Staff told us, “I am really invested in the culture of the service. I feel lucky to work here."

The service 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. The registered manager and deputy manager understood what was expected of them. The had reported all notifiable incidents to CQC and kept detailed records of any ongoing complaints and concerns.

The service fostered a positive culture where people felt they could speak up and their voice would be heard. All of the staff told us they would have no issues speaking up if they felt the needed to. Comments included, “The managers are amazing. The door is always open for us."

The service valued diversity in their workforce. They work towards an inclusive and fair culture by improving equality and equity for people who work for them. For example, 1 staff member told us, “I used to be on the agency but when I came to the home I knew I wanted to work here permanent, they treat all the staff well."

The service 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 act on the best information about risk, performance and outcomes, and share this securely with others when appropriate. For example, as well as using their own governance systems and processes, the provider had engaged help from an external consultancy and worked through an action plan of recommendations to ensure systems were as robust as possible. In addition focus groups and learning and training sessions took place for more senior managers at brighter futures to ensure they could learn from each other and provide a consistent approach to any risk management.

The service understood their duty to collaborate and work in partnership, so services work seamlessly for people. They share information and learning with partners and collaborate for improvement.

The service 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 and research. There were examples shared of good practice across all of the providers locations as well as shared learning and reflections. Managers were supported to progress and develop in their roles by accessing work-based qualifications.