Ivy Court

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 acknowledged that the service required developing and was in the process of driving improvements. We spoke with the registered manager regarding staff knowledge of dementia care and were informed this had been identified as a requirement and training would be provided to increase their awareness. Governance systems had improved since our last inspection; however, they required further embedding into practice ensuring their efficacy.

This service scored 61 (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 told us they aimed to create a culture that promoted trust and understanding between staff and the people they supported. The registered manager used team meetings to talk to staff about current issues and service developments. The registered manager and staff team knew people well and spent time listening to and respecting people’s views and wishes.

The registered manager had made changes to improve the culture of the service. Staff confirmed they had received further training to develop their skills and felt they could approach the registered manager if they had any concerns.

Staff told us they felt confident the registered manager was improving the service. The registered manager was in the process of building a management team to lead the home and to make positive changes. The registered manager was keen to support staff who showed potential to progress within the home. Staff told us the registered manager was approachable and supportive. They said the registered manager was always available for support and advice.

The registered manager operated an open-door policy to ensure that staff could have access to management at any time to discuss any issues or concerns they may have.

We did not look at Freedom to speak up during this assessment. The score for this quality statement is based on the previous rating for Well-led.

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.

Since our last inspection governance systems and processes had improved however, they required embedding in to practice to ensure they drove improvement within the service. The provider acknowledged the service had some concerns and had begun to take action to address these them. People had confidence in the registered manager and complimented their leadership. Staff felt confident in being able to speak up and raise concerns if needed. Staff worked in partnership with external stakeholders to achieve good outcomes for people, including the community mental health team and GPs.

The registered manager said any areas identified as needing improvement were in the process of being addressed. Staff told us they understood their roles and responsibilities within the team and how these contributed to ensuring the safety and quality of the service.

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.