Weatherstones Court

On this page

• Overview
• Kindness, compassion and dignity
• Treating people as individuals
• Independence, choice and control
• Responding to people’s immediate needs
• Workforce wellbeing and enablement

The independence of people was paramount in care practice. We saw many examples of staff supporting people and acting as advocates to promote their aspirations. Interactions were positive interactions. Care practice was exclusively person centred. People were always responded to in a timely manner. Relatives told us that they believed that their relations received good support in line with their individual preferences.

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.

People did not necessarily comment specifically on the staff approach in providing their support but it was evident that people interacted with staff as a trusted person and a source of support and advice. This meant that people responded well to the kind approach staff used.

Relatives exclusively told us that they were very happy with the way that their loved ones were treated. They believed that they were treated with kindness and that their wishes were respected. Relatives commented that they felt their relations had been supported in a dignified and respectful manner.

Staff demonstrated ways of respecting the personal accommodation of people. People were actively consulted by staff in advance about whether we could visit them and talk to them in their homes. Staff were seen consulting with people in a kind manner; responding exclusively to their needs and preferences. Staff were positive about the needs of people and demonstrated a true commitment to ensuring that positive quality of life was experienced by all.

Partners stated that the service had the best interests of people at the heart of the support. They told us, "The service is well run and is very person -centred" and "a consistent person-centred approach is offered".

Families told us that the support provided was very person-centred and was aligned with their relations' wishes and preferences. They believed that the support provided took the needs of their relations very seriously and endeavoured to safely meet these as much as possible. They considered staff team identified and sourced new opportunities and experiences for people.

Staff were able to outline specific examples of how people were treated as individuals with unique or shared preferences. They told us that the service had fostered a sense of community, yet people could go and pursue their own interests, and that staff respected this. Staff indicated that the manager had the appropriate values, experience and ethos to enable staff to support people in line with their needs.

The ethos of the service was to treat people as individuals and make sure people’s care, support and treatment met their needs and preferences. This was demonstrated in support plans which were up to date and comprehensively outlined people's personal goals and ambitions. People and their families worked in partnership with the service to ensure that aims were devised, reviewed and agreed. The style of management influenced staff to treat people as individuals.

Relatives told us that their relations' independence was fully promoted. They told us that as well as maintaining existing independence skills; new opportunities were also explore and encouraged in partnership with people.

Staff provided examples of how people were supported to have choice and control over their care. They were positive in maintaining people's independence and were proud of the work they had done to contribute to this.

The ethos of the organisation was to foster the promotion of people's independence. The service looed at using positive risk-taking to identify where people's independence could be safely extended and experienced. Training in values was available to staff to reinforce independence.

Families considered that the staff team were very responsive to the needs of their relations. They were contacted by the staff if there had been some event affecting their relation and felt involved as well as reassured that immediate action was taken.

Staff stated the training they received placed an emphasis on providing immediate intervention if people became distressed or anxious, for example. Systems of interventions were recorded in support plans to guide staff to ensure the safety of people.

Staff described how their well-being was promoted by the management team and the provider. Staff felt supported by the management team and in turn, managers felt supported by the provider. Staff felt valued and felt free to "speak up for people while contributing to the success of the service". People told us that management were approachable and supportive.

People were supported by staff who knew them very well. Equality and diversity policies were in place to protect all people who worked in or were supported by the service from the risk of discrimination. Recruitment processes were in place and protected staff from discrimination. Equality and diversity needs were known and understood.