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 provided oversight for managers. Managers were open, honest, and encouraged both staff and patients to provide feedback on the service. Lessons learnt from incidents were shared with staff to ensure that any required change in practice or process could be implemented, to drive improvement and patient satisfaction. Managers had processes which were evidence based and measurable with outcomes being used to further improve the service and what it offered. Senior leaders worked well with external partners also involved in the patients care. Staff were supported well with numerous well-being resources available to them, enabling staff to perform their roles to the best of their ability which enhanced the care and support given to patients.

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.

Leaders promoted a positive work culture and a diverse workforce. They were open and inclusive and very often mixed the staff skill set to help develop staff skills. Leaders had regular meetings with staff, through being open and transparent were able to offer the correct training and support to empower staff be part of the shared direction and open culture of the organisation.

Staff engagement surveys were completed by management to gather feedback from staff regarding the service provision and their general feelings regarding all aspects of the service. Staff felt their role within the service gave them a sense of achievement, they felt that the service supported them well, always considering their well-being. Staff also 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 open culture, and actively encouraged staff to give feedback on the service, through the management team or the Freedom To Speak Up Champion and Guardian. Managers welcomed feedback as it enabled the organisation to drive for continued improvement. Leaders wanted staff to feel comfortable and confident with the organisations vision, to take ownership and feel involved.

A whistleblowing (protected disclosure) policy and procedure in place, which outlined how staff could raise concerns. Managers encouraged staff to feel confident to raise a concern knowing these would be addressed and resolved. Staff had access to a freedom to speak up champion and guardian who would support them in raising a concern. No concerns had been raised with the freedom to speak up champion between July 2024 and September 2024.

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.