Farnham Dene Medical Practice

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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

We assessed 2 quality statements from this key question and found areas of good practice. The scores for this area have been combined with scores based on the rating from the last inspection which was good. Our rating for this key question remains good. We found leaders proactively supported staff to deliver care that was safe, person-centred and sustainable. Leaders were visible and approachable and roles and responsibilities were clearly defined. Leaders could access appropriate support and development in their role. The practice had clear succession plans to ensure high-quality leadership was sustained. Leaders actively encouraged staff to raise concerns and promoted the value of doing so.

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 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.

The vast majority of staff told us they felt leaders were visible, approachable and said they felt listened to. Staff explained the changes made to the practice leadership in the last 3 years had been positive. Staff who recently joined the practice felt welcomed by leaders and colleagues and many staff spoke of a positive work environment. Staff new to primary care and general practice told us the practice had supported them via development opportunities and practical support mechanisms. However, a small minority of staff did not share this view and felt leaders were not approachable and did not listen to their views and concerns.

We saw many processes and values which demonstrated capable, compassionate and inclusive leadership. These included safe recruitment of staff, inclusive behaviours, staff development and support and employee wellbeing support. Roles and responsibilities were clearly defined, and succession plans existed to ensure high-high-quality leadership continued. There were systems to ensure compliance with the requirements of the duty of candour. We also saw there were embedded processes in place to seek staff feedback to help to direct future improvements.

Staff including leaders within the practice were clear on the arrangements to raise concerns. This included the role and importance of ‘Freedom to Speak Up’. Staff told us they were aware of how and who to raise external concerns to. The majority of staff told us they felt they were confident to approach leaders to raise concerns and that they would be responded to. However, several staff reported they were less confident in the practices’ Freedom to Speak Up processes.

The processes to foster a positive culture where staff felt that they could speak up and that their voice would be heard were effective. We saw that the practice had access to a Freedom to Speak Up guardian, and there was also a whistleblowing policy.

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.

We did not look at Governance, management and sustainability during this assessment. The score for this quality statement is based on the previous rating for Well-led.

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.