The Farndon Unit

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

Managers had policies in place that worked well, improved the overall governance of the service and gave managers oversight. Managers were honest, open and encouraged patients and staff to provide feedback on the service. Lessons learnt from incidents were shared with staff, this ensured that any required change in process or practice could be implemented, to drive improvement and patient satisfaction. Managers had processes and these were evidence based and measurable with outcomes used to continue further improvement within the service and what it delivered. Senior leaders worked well with external partners also involved in the care of the patient. Staff were well supported by managers with various well-being support and resource readily available, enabling staff to perform their roles to the best of their ability which enhanced the care and support given to patient

This service scored 57 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

Leaders had and a diverse workforce and promoted a positive work culture, where staff were supported to develop their skills. Leaders were open and inclusive, they had regular meetings with staff and offered the correct training and support, which empowered staff be part of the shared direction and open culture of the organisation.

Managers completed staff engagement surveys to gather the opinion of staff regarding the service provision. Staff felt their role within the service gave them a sense of accomplishment and supported them by always considering their well-being. Staff felt the service was well managed.

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.

Leaders had an honest and open culture, actively encouraging staff to feedback on the service and what was provided, through the management team or the Freedom To Speak Up Champion and Guardian. Managers welcomed feedback as it enabled the organisation to drive for continuous improvement. Leaders wanted staff to feel confident and comfortable with vision of the organisation, to contribute to this and to feel valued and involved.

The service had a whistleblowing (protected disclosure) policy and procedure, this guided staff on how raise concerns and encouraged staff to feel confident in raising any issues or concerns, knowing these would be addressed. Staff had access to a freedom to a speak up champion who would support them raise concerns if required. between July 2024 and September 2024, the concern raised was investigated and resolved satisfactorily.

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.