Wallfield

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

We identified a breach of regulation in relation to good governance. The provider’s systems had not consistently been used to identify shortfalls and drive improvement in the service. The registered manager introduced a new system to ensure compliance during the assessment. The culture was person-centred and staff were valued and respected. They spoke positively about the registered manager and told us they felt listened to. Relatives found the registered manager to be approachable and caring.

This service scored 62 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

Staff told us they felt happy in their roles. One staff member said, “It is a very fulfilling job. You can really see how happy it makes people.”

There was a positive and person-centred culture in the service, and everyone worked to the same goal. Staff knew people well and spoke knowledgeably about the people they supported.

Staff spoke positively about the registered manager and told us they felt able to ask for support if needed. One staff member told us, “The registered manager is lovely, very respectful and very kind. Full of knowledge. Smartest person I know. Any situation, any question, they know the answer to. They are amazing, a good manager, they support you when you need.” Another staff member said, “I really like the registered manager, they are always here to support me.” The registered manager told us they attended regular manager meetings and felt supported by the provider and senior leadership team.

The registered manager was respected and highly thought of by staff at the service. Staff knew how to raise concerns and access support.

Staff told us they knew how to whistle blow and report concerns to external organisations if necessary. They understood duty of candour and their responsibilities. 

The provider had an up-to-date safeguarding policy and a complaints procedure in place. The registered manager was aware of the importance of supporting staff to speak up.

Staff told us they were happy in their work. One staff member said, “I feel a valued part of the team.”

The service was an inclusive workplace where staff were treated and supported as individuals. 

Staff spoke positively about the work environment and the registered manager. A staff member told us, “We have been improving a lot.”

We found a breach in relation to good governance. The provider failed to consistently identify shortfalls or act to drive improvements when shortfalls had been identified. For example, in relation to fire safety shortfalls, although the provider was aware of these, they failed to ensure improvements were made within the required time frames. This had placed people at increased risk of avoidable harm. The registered manager responded to our concerns and arranged for outstanding works to be completed. Services we regulate have a statutory responsibility to notify CQC about certain events that occur in a service. We found the provider had not always submitted notifications in line with the regulation. Notifications are important because they support us to monitor the services we regulate.

Feedback from people and their relatives was positive about the care provided.

Staff told us they regularly communicated with health and social care professionals as required to meet people’s needs.

Health and social care professionals were complimentary about the service. One professional said, “The staff communicate well.”

The provider had a good working relationship with health and social care partners and social services. They understood their duty to collaborate, share information and work in partnership.

Staff told us they were supported to learn and improve in their role. A number of staff members were undertaking formal qualifications in health and social care.

The registered manager told us about the ways in which they were continually looking to improve the service. Staff were encouraged to access additional training.