Park House

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• 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 new manager in post who had improved the governance, management and accountability arrangements to ensure they were more effective. This was still being embedded into staff practice. Staff understood their roles and responsibilities. The manager had improved their quality frameworks and recognised best practice to improve equity in experience and outcomes for people using services. Data or notifications were consistently submitted to external organisations as required. The manager promoted a positive culture where people and staff felt they could speak up and that their voice would be heard.

This service scored 71 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

We did not look at Shared direction and culture during this assessment. The score for this quality statement is based on the previous rating for Well-led.

We did not look at Capable, compassionate and inclusive leaders during this assessment. The score for this quality statement is based on the previous rating for Well-led.

There was a 'Freedom to speak up' policy in place that was accessible to staff to support them to report any concerns. Staff were supported with regular staff meetings and 1 to 1 meetings to raise any concerns they might have. The registered manager worked in an open and transparent way when incidents occurred at the service in line with their responsibilities under the duty of candour and records confirmed this.

Staff felt the manager was available and approachable and they could raise any issues or worries they may have. Staff told us they were supported by the management team and felt confident to raise any concerns. One staff member told us, "The manager seems to have an open-door policy and I know if I am concerned about anything, I can talk to them."

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.

At the time of our assessment there was a manager who was new in post and was in the process of registering with the Care Quality Commission. Staff were able to explain their role in respect of people’s needs, considering their communication needs, and the support required to support when they were anxious. One staff member gave us an example of using picture cards to support a person with their communication needs. Staff spoke positively about the manager and felt encouraged by the improvements they had implemented. One staff member commented, "The new manager is very approachable and has already made some changes for the better."

The manager had improved the quality monitoring systems of the service. Audits and checks were carried out on people’s care and where issues had been found, action plans had been put into place swiftly to address the areas of concern, however audits around medicines had not yet been effective and we found areas that required improvement. Staff were supervised, trained and their competencies were assessed.

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.