Cygnet Joyce Parker Hospital

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

Leaders were knowledgeable about issues and priorities for the quality of services. Leaders actively promoted staff empowerment to drive improvement. They encouraged staff to raise concerns and promoted the value of doing so. Leaders took action to prevent and address bullying and harassment at all levels and for all staff.

This service scored 11 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

We did not look at Shared direction and culture during this assessment. There is no previous rating for the Well-led key question so we cannot yet publish a score for this area.

Staff told us leaders were focused on making improvements and getting things right, with an emphasis on better communication, guidance and documentation. Staff said leaders were approachable and encouraged them to ask questions. Most staff told us leaders were visible on the wards. Leaders told us they visited the wards daily to discuss incident and concerns.

Leaders told us they were focused on bringing back a culture of raising concerns, with Freedom to Speak Up Guardians (FTSUG) at provider level and 2 ambassadors in the staff team at Cygnet Joyce Parker. Any concerns raised to the provider FTSUG would be passed back to the hospital director or their manager to review. Provider FTSUG were meeting weekly with leaders at the hospital. One staff shared their experience of raising concerns about a restraint incident and told us they were listened to, and the incident was investigated. Leaders described how they were always looking for ways to improve and ensure everyone was able to speak out. Leaders were empowering ward managers to have awareness and control of their wards and to raise any concerns they may have. Leaders told us about civility training provided to staff and how this gave staff the confidence to challenge each other. This training focused on personal responsibility and making sure staff understood their duty to raise concerns and how to escalate if needed. Managers said they discussed closed cultures in supervisions with staff. Staff said they felt able to speak up and lots of work was done by leaders to improve the culture around speaking up. One staff told us team members were colleagues, not friends, and staff needed to be transparent and challenge inappropriate behaviours. Staff told us if they did not raise concerns they became part of the problem. Other staff reflected on why colleagues did not raise concerns about previous poor practices and believed they felt unable to challenge staff in more senior positions. Staff went on to say they now would feel able to do this and leaders promoted the importance of raising all concerns about any member of staff.

Leaders shared a spreadsheet where all concerns and actions taken to address were logged. Provider level FTSUG were able to access this spreadsheet.

Leaders told us about an equality and diversity group in Cygnet that was working across all teams at Cygnet Joyce Parker Hospital. This included working with kitchen staff to facilitate world food days. Leaders told us they were sponsoring some staff to enable them to work at the hospital. Leaders raised concerns in relation to staff experiencing racism at work. Leaders took action to ensure staff felt supported to raise and report these incidents. This included supporting staff to report incidents of racism to the police.

We did not look at Governance, management and sustainability during this assessment. There is no previous rating for the Well-led key question so we cannot yet publish a score for this area.

We did not look at Partnerships and communities during this assessment. There is no previous rating for the Well-led key question so we cannot yet publish a score for this area.

We did not look at Learning, improvement and innovation during this assessment. There is no previous rating for the Well-led key question so we cannot yet publish a score for this area.