Bykare Services 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

Well-led – this means we looked for evidence that service leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture. This is the first assessment of this service. This key question has been rated good. This meant the service management and leadership were consistent. Leaders and the culture they created supported the delivery of high-quality, person-centred care.

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.

The service had a shared vision, strategy and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and their communities. Staff and leaders demonstrated a listening culture and were open to learning and improvements. Equality and diversity within the service was promoted. New staff received support and training which helped them to show those values in their daily work with people. A staff member told us, “I have done equality and diversity training.”

The service had inclusive leaders at all levels who understood the context in which they delivered care, treatment and support and embodied the culture and values of their workforce and organisation. Leaders had the skills, knowledge, experience and credibility to lead effectively. They did so with integrity, openness and honesty. The registered manager demonstrated they had the skills and knowledge to manage the service effectively with the support from the nominated individual. Staff members’ comments included, “Management are very supportive”, and “The registered manager is very approachable.”

The provider and registered manager fostered a positive culture where people felt they could speak up and their voice would be heard. Staff felt able to raise concerns and were confident action would be taken. Processes were in place for staff and people to speak up. The provider had a clear whistle blowing policy. Staff could raise concerns and the information about how to do this was available in the staff handbook. Staff meetings took place, and staff had the opportunity to share comments and give feedback. People were informed of the complaints procedure when they started to use the service. A staff member told us, “We have regular staff meetings and are asked for our feedback.”

The service valued diversity in their workforce. They work towards an inclusive and fair culture by improving equality and equity for people who work for them. Staff told us they were treated equally and did not experience any discrimination. They told us they felt valued and respected in their roles. They said they felt supported by the management, some said they were well-supported personally when needed.

The service had clear responsibilities, roles, systems of accountability and good governance. The management team used these to manage and deliver good quality, sustainable care, treatment and support. They acted on the best information about risk, performance and outcomes, and share this securely with others when appropriate. Regular audits and checks were carried out in the main areas of the service, such as around care records, health and safety, staff practice. The registered manager and the provider supported the management team by completing reviews of quality and safety of the service in line with regulatory requirements.

The service understood their duty to collaborate and work in partnership, so services work seamlessly for people. They shared information and learning with partners and collaborated for improvement. Staff worked alongside other professionals when people moved to the service to ensure appropriate support was provided. A professional commented, “The manager was quick to investigate and respond with feedback when a concern was raised.

The service focused on continuous learning, innovation and improvement across the organisation and local system. The provider and management team encouraged creative ways of delivering equality of experience, outcome and quality of life for people. They actively contributed to safe, effective practice and research. The registered manager demonstrated an openness to learn and introduce any improvements. There was an emphasis on continuous improvement with the views of staff and people/relatives sought both formally and informally. Team meetings were held monthly with staff encouraged to discuss any ideas for improvement or innovation. A staff member told us, “We have team meetings every month.