Dr Shepherd & Partners Also known as The Filey Surgery

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 had the experience, capability and integrity to deliver the organisation's strategy and manage risks. Shortfalls identified at the previous assessment in June 2024 had been addressed and appropriate oversight and monitoring processes implemented. For example, there was an effective system to monitor medicines directives, staff competency checks, staff appraisals and a process implemented to deliver clinical supervision to staff. Staff reported they were aware of the practice’s vision and strategy and this had been shared with them at a full staff meeting. Staff reported they were committed to delivering high-quality person-centred care to patients. They told us they felt supported and the implementation of heads of departments had greatly improved two-way communication between staff and leaders. Leaders told us they had successfully recruited to all clinical vacancies which had improved staff morale. Staff told us they were able to raise concerns and felt listened to if they did. Staff reported an improved culture and that the atmosphere was friendly, positive and all staff worked well together as a team.

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 told us they were aware of the practice’s vision and strategy and were committed to delivering high-quality person-centred care to patients. Leaders had successfully recruited to staff vacancies and there was a full complement of clinical staff in place. Leaders and staff told us the full team had attended a team meeting in June 2024 to discuss the practice’s mission statement and future strategy. Staff told us they had the opportunity to feedback to their head of department any suggestions for changes and the majority report there was an improved line of communication between staff and leaders. Feedback from staff regarding the culture of the practice had greatly improved since the previous assessment with staff saying the atmosphere was more positive, friendly and staff worked well together as a team.

The provider had an appropriate equality and diversity policy in place which staff knew how to access. There were regular team meetings, including clinical and nurse meetings. Staff received a monthly newsletter. Each department had a lead in place who attended monthly head of department meetings and would feedback to their team any updates or changes. Staff reported this had improved two-way communication between staff and leaders.

Leaders had taken action to address feedback from their own 2023 staff survey and had also completed a follow up survey in October 2024. The results had been shared with the heads of each department to share with their individual teams. There was a plan to create an action plan at the full team meeting in March 2025. All staff had received an annual appraisal.

Leaders had the experience, capability and integrity to deliver the organisation’s vision and manage risks. Oversight and monitoring processes had improved since the previous assessment. Systems were in place to monitor staff competencies to be able to offer staff support and additional training if required. Arrangements for clinical supervision were in place with regular meetings, debriefs and leaders had a plan to implement a framework for the Advanced Clinical Practitioners to support this area further. The provider had appropriate policies in place which staff knew how to access.

We did not look at Freedom to speak up during this assessment. The score for this quality statement is based on the previous rating for Well-led.

Staff told us they had received equality and diversity training and that their wellbeing had been taken account of. They told us they felt able to raise concerns and felt supported and listened to by leaders if they did.

The provider had an Equality and Diversity Policy in place and staff received on-line equality and diversity training. The practice held regular meetings which were minuted and shared with staff.

Staff understood how to access practice policies and procedures. There were named leads in place for all departments and staff were clear about their roles and responsibilities. Staff told us they felt listened to and able to raise concerns. Feedback from staff regarding the culture of the practice was greatly improved since the assessment in June 2024 with staff saying they felt the atmosphere was positive, friendly and all staff worked well together as a team.

Effective governance and management arrangements were in place and there were appropriate systems in place to identify, manage and mitigate risks and information was used effectively to monitor and improve the quality of patient care. Processes had improved since our previous assessment in June 2024. There were appropriate systems and procedures in place to monitor and record staff competencies, all staff had received an appraisal and there was a system in place to monitor this. Arrangements for clinical supervision had been implemented with a plan to improve this further for the Advanced Clinical Practitioners with more formal case studies planned. We observed proper documentation was in place for non-prescribing staff administering medicines. The provider had taken action as a result of the previous staff survey and had recently completed a further one to ensure they continually listened to staff feedback.

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.

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.