Southport and Formby District General 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

We assessed 1 quality statement from this key question. This assessment did not cover all parts of our Single Assessment Framework; therefore, the key question of well-led remains unrated. We found the service had inclusive leaders at all levels who understood the context in which staff delivered care and treatment. They supported and embodied the culture and values of their workforce and organisation. They had the skills, knowledge, experience, and credibility to lead effectively. Staff understood their role and responsibilities. Data and notifications were consistently submitted to external organisations as required.

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.

We saw leaders were visible across all areas of the ED footprint. Leaders explained there had been notable change over the years and senior staff made a conscious effort to not be sat in an office, they wanted to be present in clinical areas, to know everyone’s names and value everyone’s contribution. Leaders stated they want to make Southport ED a pleasant place to work. Staff told us they felt valued by leaders and the organisation. Staff and leaders said that they met regularly with their manager and had 1:1s with clear objectives. They said that they felt supported by the executive team. Leaders were able to articulate the department’s main risks and action plans as well as the mitigation in place to reduce risks as far as practicable.

The trust had succession planning and leadership development opportunities and schemes for all levels in the ED. Leaders told us that Band 2 and Band 3 Healthcare Support Workers completed the National Care Certificate within the first 12 weeks of employment. The department was supportive of Band 4 nursing roles within the workforce and provided opportunities to progress into the role of registered nurses via the two-year apprenticeship route. All newly qualified registered nurses and allied health professionals (AHP’s) were supported through the preceptorship programme by both the department clinical educator and preceptorship teams. This programme encompassed both in-department learning, monthly workshops, coaching and wellbeing initiatives. Once preceptorship had been completed all Band 5 registered nursing staff were supported to access internal training to enable them to support pre-registration nursing students and other students within the department.

We did not look at Freedom to speak up 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 Workforce equality, diversity and inclusion 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 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.