Crann Mor Nursing Home

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

Staff worked effectively with other professionals to ensure people received the care and treatment they needed.

Any learning identified from adverse events was shared amongst the staff team.

Key aspects of the service were audited each month, although some of these were overdue at the time of our visit.

Staff felt valued for the work they did and told us the registered manager was supportive.

Staff had access to regular supervision to discuss their performance and training needs.

This service scored 68 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

Staff said the registered manager clarified the expectations of them in their roles at regular supervision sessions. One member of staff told us, “We have regular supervisions and appraisals. I find them helpful to talk and have a direction and aims.” Another member of staff said of supervision, “It is about what we are doing well and where we can improve.”

The provider shared their aims, vision and values with staff. They held individual and team meetings to help promote these.

Staff said they felt the service was well-managed. They told us the registered manager was supportive and available for advice when they needed it. One member of staff said of the registered manager, “He is very approachable.” Another member of staff told us, “[Registered manager] is very supportive and open.”

The provider’s systems of supervision and appraisal ensured staff had access to the support they needed to carry out their roles.

Staff told us they knew how to raise any concerns they had and would feel comfortable speaking up.

Staff were given information about how concerns could be raised, including escalating these to external agencies if necessary.

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.

The registered manager told us staff were introduced to the provider’s policies, procedures and standard operating procedures in their induction. The registered manager said policies and procedures were discussed in team meetings and at individual supervision.

The registered manager carried out monthly audits of key aspects of the service, such as medicines, care plans, and IPC. Some of the monthly audits were overdue. We raised this issue in feedback with the registered manager, who took action to address it.

People had access to input from professionals when they needed it. People were supported to access their local community.

Staff explained how they worked with other professionals to ensure people received the care and treatment they needed. This included making referrals to specialist healthcare professionals when necessary.

Partner agencies told us the provider had been slow to respond when fire safety recommendations had initially been made but had now taken action to implement the recommendations.

Records demonstrated that the registered manager and staff had worked effectively with other professionals when necessary, for example to monitor people’s health or to investigate when concerns were raised.

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.