Park View Court

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 for this service since they registered on 27 March 2023. This key question has been rated Good. This meant the service was consistently managed and well-led. Leaders and the culture they created promoted high-quality, person-centred care. The service was well-led. The provider worked in partnership with a number of external organisations to provide additional information and training. A range of quality assurance audits and checks were carried out to monitor the care being provided. Staff felt they were supported by the provider, and they were confident to raise any concerns.

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 felt they were supported by the senior staff and were able to approach them with any questions or to raise issues. Staff told us they felt the service was well led and their comments included, “We are trying very hard and trying our best. We go out of our way. We are proud to be in the team”, and “The people are happy in the building with what we do, they appreciate us.”

The provider had developed a range of values, objectives and a strategy for the service. These included values for staff and how they affected the provision of care and statements relating to the culture of the organisation around how staff interact with people and provide care. Staff were asked as part of their annual survey if they understood the service’s mission and values and the responses demonstrated they did.

Staff provided positive feedback on the registered manager and senior staff. One staff member commented, “The managers are committed to the care standard and achieving the care standard, staff development and staff motivation so the supervisor has been good.”

There was a clear management structure within the service to ensure people received safe and appropriate care. People receiving support and staff know who to speak with if they had any questions. The provider had a leadership development process and supported staff in career development.

Staff told us they felt able to speak up, ask questions and raise any concerns with senior staff at the services. Staff member comments included, “We have regular staff meeting and training. Informally we interact we them. They are supportive and we can raise issues with them. Staff meeting everyone is given the opportunity to raise concerns, make suggestion on improving performance” and “We have a group for whistleblowing if the manager is not listening to your concern.”

The provider had implemented a number of ways to support staff to provide feedback and raise any questions or concerns in a safe manner. These included having a whistleblowing procedure, regular team meetings, supervisions and having senior staff available if a staff member wanted to discuss something.

Staff felt included in the way the service was run and were confident to speak with senior staff if they had any questions. A staff member commented, “Yes, the service is well lead. For example, in our meeting there is open door management style for everyone to be part of decision-making process in the organisation.”

The registered manager stated the staff reflected the local community and they tried to allocate staff which spoke the same language as the person they were supporting. Staff were also supported to develop their skills and knowledge by undertaking additional training and qualifications related to social care. There was a workforce planning policy in place. The provider also had an employee assistance program.

Staff felt the senior management at the service provided feedback on issues and involved them in how the service ran. Staff comments included, “Yes, they ask for staff input, suggestion for example if implementing a new policy, they inform us” and “Yes, like where we are lacking and we do a survey every quarter.”

The provider had a range of quality assurance processes used to monitor the support provided and to identify any actions for improvement. Regular audits were carried out on medication records, care plans, training and monitoring to ensure all lessons were identified from complaints, safeguarding and incidents and accidents. Feedback from people receiving care was also used to indicate if there were areas for improvement. The provider submitted information and notifications to external organisation when required. Processes were in place to ensure information was managed appropriately and in line with best practice and current legislation.

We did not receive feedback from people receiving support regarding this aspect of the service.

The registered manager explained they worked in partnership with a number of external organisations. These included the local police who ran sessions for people receiving support in identifying fraud, organisations providing information on diabetes and mental health as well as training for staff on oral healthcare.

We did not receive feedback from partners regarding this aspect of the service.

The provider identified external organisations which could provide additional guidance for people and staff to ensure people received the appropriate support to meet their needs.

Staff told us that following an incident and accident, or other concern senior staff share any learning and actions identified to reduce the risk of the issue occurring again. A staff member told us “They do it at staff meetings and during the training.”

The registered manager kept up to date with current best practice through the local authority registered manager’s network, attending online seminars and regular meetings with other registered managers employed by the provider. The provider had developed a range of policies and procedures which were regularly reviewed to ensure they reflected current legislation and guidance on best practice.