Luv To Care Ltd

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

There was a clear and effective management structure which aided the smooth running of the service. The culture at the service was open and honest and the registered manager welcomed the inspection and fully engaged throughout the process. Staff were positive about management of the service and told us the registered manager was supportive. Staff felt they were listened to and kept informed of improvement plans. Staff told us they were supported by the registered manager to speak up, raise concerns and express their opinions. The registered manager had good oversight of the service and effective quality assurance systems in place that they used to monitor the quality and safety of the service. Equality policies were in place, protected people’s rights and ensured staff were treated equally.

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.

We found there was a positive and transparent culture at the service. We spoke with the registered manager and staff about their vision and culture at the service. The registered manager said, “To continue to deliver good quality care with empathy and love. With well trained staff working in an open and honest culture.” Staff comments included, “Luv to Care is a great place to work because of its supportive environment, emphasis on training and development, and commitment to high-quality care. The team is collaborative, and management is approachable and responsive”, “The manager supports me in my work, whenever I have difficulty doing my job, she is always available for a quick call or a text to support me” and “Yes, the manager doesn't practice favouritism. She treats all staff equally, and everything that is discussed with her is kept confidential.”

Records confirmed systems, monitoring and auditing supported the culture of learning, improvement and valuing people. These values were reflected in the operation and direction of the service.

There was a whistle blowing policy and a freedom to speak up in place that encouraged staff to speak up and report any concerns. There were processes in place which ensured the registered manager had oversight and quality assurance.

The processes and practices of the service evidenced it was operated in a compassionate manner. Care plans evidenced staff were guided to treat people with dignity and respect. Recruitment was fair and inclusive, staff were well trained and had access to further training and development. A programme of monitoring ensured learning and improvement was a priority. A clear management structure was in place and staff were aware of their responsibilities and those of their leaders.

Staff told us they had the confidence to speak up. Comments included, “My voice is heard because I am able to express myself and I’m listened to. I am also safe to speak out because my voice can influence decisions and actions”, “Whenever we have staff meetings, supervisions, appraisals, we always share our opinions and share between us any issues we have, we are always feeling safe to speak”, “We are encouraged to share ideas and concerns during team meetings and I feel safe speaking out, knowing that management takes our input seriously and acts on it” and “My manager is very hardworking and values our work, she is patient and kind and allows us to share any concerns if ever we have any issues.”

There was a whistleblowing policy and a freedom to speak up in place that encouraged staff to speak up and report any concerns. There were processes in place which ensured the registered manager had oversight and quality assurance.

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.

Staff told us the service was well-led. Their comments included, “The service is well-led with clear vision and direction. Clients are treated with respect and compassion, and their individual needs are met with meticulous care”, “The service is well led as client's [people] are supported and treated with a holistic respectful and individualised approach to ensure their well-being, dignity and over all quality of care is superb” and “This service is well led. The manager is kind, and all clients are treated with love and are being cared for in a person centered way.”

We saw systems were in place that allowed the registered manager to monitor the service and make improvements. There was an emphasis on continuously improving the service and the registered manager had oversight of what was happening in the service. Audits included all aspects of care such as health and safety checks, safe management of medicines and people's care records. Records confirmed these systems were effective.

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.