High Meadows

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 service was well-led. The service was suitably managed. The leadership team had a good knowledge of the service and worked with staff and other stakeholders to make improvements when needed. There were effective systems for monitoring and improving the quality of the service, such as audits and obtaining feedback from people living at the service, as well as other stakeholders. We did not assess all the quality statements within this key question. We did not identify concerns relating to those areas which we judged as being met at our last inspection.

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.

Staff explained they felt valued working for the organisation. They all told us they would recommend the service as a place to work and a place to care for a loved one. They understood the organisation’s visions and values and felt positive about working there. The registered manager explained some of the actions they had taken to help improve the culture at the service. These included building trust between all stakeholders with regular individual and group meetings with people using the service, family members and staff. They told us they wanted to ensure regular engagement and listen to people and their representatives.

The organisation had a range of policies and procedures which reflected good practice and legislation. The provider asked people using the service, their relatives and staff to complete satisfaction surveys about their experiences. The registered manager told us they would be increasing these to include monthly themed surveys.

The staff told us they felt supported by the management team and felt there was good leadership at the service. The registered manager explained they were supported by a team of senior staff.

The registered manager and senior staff undertook a range of training relevant to their roles. The registered manager worked closely with the local authority and other local care providers to discuss best practice, lessons learnt and keep themselves updated with changes in legislation and guidance.

The staff told us they understood when and how to speak up if they had concerns.

The provider had processes to support staff to speak up both directly to the management team and anonymously if needed. They monitored feedback from staff and others, investigated any concerns and took action to address these.

The registered manager explained they were sourcing an external company to undertake quality reviews and assessments of the service to help give them direction about areas which needed to be improved.

The staff and managers carried out audits and checks on the service. There were systems to receive feedback. The provider used electronic care planning and medicines records. This enabled them to monitor the service in real time. The provider maintained an improvement plan which they regularly reviewed and updated to reflect outcomes from audits and feedback from stakeholders.