Greenways

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. At our last assessment we rated this key question requires improvement. At this assessment the rating has remained as requires improvement. This meant the service management and leadership was inconsistent. The service continues to be in breach of regulation relating to good governance. The provider failed to ensure systems used to identify shortfalls and drive improvement in the service were consistently effective. In response to our feedback the registered manager introduced a new system to help prevent a recurrence. Staff spoke positively about the registered manager and told us they were approachable and knowledgeable.

This service scored 62 (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. Among others, the vision incorporated transparency, equity, equality and human rights. Staff felt part of a team. One staff member told us, “Ever since I have been here, I am happy coming to work. I feel joy. Team is supportive.” Another staff member said, “I like working here, I like people here.” A relative told us, “The staff really do try their absolute best. (Person) has his favourites. Some care staff can read (person) better than others. Staff really make an effort to give (person) a good life.”

The registered manager had knowledge, skills, and experience to lead the team. The registered manager was respected and well-liked by staff. Staff told us they felt supported in their roles. Comments included, “The registered manager is responsive and communicates well”, “Ever since (the registered manager) started, (the registered manager) has been awesome. (The registered manager) is nice and very experienced”, and “(The registered manager) is approachable and very knowledgeable. One of the best managers I have worked with.”

Staff told us they were aware of how to raise a concern and felt confident the registered manager would address any problems they had. Staff confirmed they knew how to whistle blow and report concerns to external organisations if necessary. They understood duty of candour and their responsibilities. The provider had an up-to-date safeguarding policy.

The service valued diversity in their workforce. The provider worked towards an inclusive and fair culture by ensuring equality and equity for their staff. The registered manager told us the service prided themselves as being family oriented. The registered manager ensured reasonable adjustments were implemented where required. A staff member told us, “We have people from different countries, everyone is treated fairly, and everyone is respected.”

We found a continued breach of regulation in relation to good governance. The provider failed to ensure systems used to identify shortfalls and drive improvement in the service were effective. In relation to fire safety shortfalls, although the provider was aware of this, they failed to ensure improvements were made without delay. This placed people at increased risk of avoidable harm. In response to our concerns the registered manager provided us with evidence to show external contractors were booked to visit the service and started to complete outstanding works. Additionally, we identified shortfalls in relation to medicines management. The registered manager responded to our concerns and introduced new systems to help prevent a recurrence. The provider had an up-to-date business continuity plan. The registered manager submitted all notifications to CQC as required by law. A notification is the action that a provider is legally bound to take to tell us about any changes to their regulated services or incidents that have taken place in them.

The provider had positive working relationships with health and social care partners and social services. Staff shared information and learning with partners and collaborated with them to ensure positive outcomes for people. The registered manager spoke positively about working in partnership with external health and social care professionals and how this had led to better outcomes for people. A health and social care professional said, “I feel that the registered manager I spoke to has a good understanding of the person's needs.” Relatives told us they were involved in and often attended people’s health appointments.

The service focused on continuous learning, innovation and improvement across the organisation and local system. They encouraged creative ways of delivering equity of experience, outcome and quality of life for people. The registered manager had been in post since June 2024 and relatives told us they had noticed some improvements in the service. The registered manager told us they were working with people’s families in order to improve the care and support their family members received.