Gemini Assisted Living

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

Safe – this means we looked for evidence that people were protected from abuse and avoidable harm. At our last assessment we rated this key question good. At this assessment the rating has remained good. This meant people were safe and protected from avoidable harm.

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 the managers of the service were friendly and were supportive. One staff member said, “They [the registered manager and nominated individual] are very, very approachable.” Staff were aware of the provider’s values and objectives to care and nurture people to reach their potential. Staff were able to make suggestions to improve the quality of people’s lives such as different activities or communication methods for people who are unable to communicate verbally. The registered manager said they valued staff’s opinions and encouraged staff and people to be involved in influencing and shaping the service to improve people’s quality and lives.

Effective systems were in place to ensure the staff were aware of the provider’s values and ethos for the service. Actions had been taken to ensure there was an open and transparent culture. For example, the managers of the service had considered and put measures in place to address the potential conflict of interest of the nominated individual when supporting people. Relatives reported the culture of the service was positive and the morale across the staff team appeared to be good. Each person had a dedicated key worker which facilitated consistent communication between relatives and the service and ensured key information was communicated.

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.

Staff explained there were various arrangements were in place to enable them to raise concerns and to speak up if they observed poor practices or any concerns. We were told the managers were always responsive to any concerns made and they were confident to speak up without any repercussions. The registered manager said there was an emphasis on ‘de-escalation conversations’ with people to help staff understand their wishes or worries. Social stories and other communications methods were used to help people understand events such as going to the dentists and to express their views.

Effective systems were in place for staff, people and their relatives to raise any concerns or make a complaint. Relatives felt the managers were very responsive and acted on any concerns raised with them. One relative shared an incident and said, “The registered manager spoke to [Name of person] and reassured them. They took it very seriously and dealt with it on the spot and did not leave it.” Evidence showed managers had met with relatives to help resolve their concerns. The provider had considered people’s individual communication needs to enable them to express their views and provided regular opportunities for people to personally communicate and speak to the management team.

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.

Staff said the management team led by example and they were confident in the leadership and management of the service. Staff felt they and the management team worked well together and any poor practices or issues would be immediately addressed. The registered manager explained they used any current issues or ‘key topics’ such as safeguarding to reinforce staff training. The managers had a ‘hands on’ approach and were involved and knowledgeable about people’s needs and aspirations. The registered manager said they frequently visited people in their homes which enabled them to observe people’s well-being and staff practices and address any concerns promptly.

The registered manager was clear about their role and responsibilities to ensure people received care and support based on their individual needs and preferences. Effective systems were in place to manage and monitor the running of the service and people’s quality of care and health related risks and medicines. In addition to weekly and monthly audits, the directors carried out 3 monthly observations of each household and reported on any issues such as maintenance and health and safety issues. People were supported to exercise their rights as tenants and there was a clear distinction between their tenancy and care agreements. The provider had a business continuity plan in place. However, it did not fully reflect possible risks to the service and have plans in place to respond to and recover from all possible disruptions and emergencies such as larger scale staff shortages. We found an irregularity in the provider’s registration. These issues were raised with the registered manager who agreed to take immediate action. Staff worked collaboratively with health care professionals and ensured their recommendations were implemented and monitored. One professional said about their client, “Gemini have been proactive to ensure [person] safety without compromising the care they give to allowing [person] to access the community and have a full life.”

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.

Staff said there was a consistent culture of reflecting on incidents as well as making adjustments and trying out new strategies to improve people’s lives. One staff member said, “We as a staff team come together to discuss things which have gone wrong. Staff are very supportive and we are always learning.” They explained informative handovers between shifts helped staff to understand people’s current wellbeing and the strategies being used to support them.

Reflective and learning processes were used when incidents or concerns were raised. People and staff were encouraged to make suggestions to help to prevent further incidents and to support to take achievable steps to achieve their aspirations and goals. A learning and development plan was in place for people and staff to help to help their skills and to further enhance people’s quality of life. The plan included actions such as Makaton training, a new buddy system, infection control leads and hate crime training.