Florebright Care Ltd

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

This is the first inspection for this newly registered service. This key question has been rated good. The provider worked with staff to encourage a shared vision, strategy and culture. This is based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and our communities in order to meet these. The registered manager fostered a positive culture where people feel that they can speak up and that their voice will be heard. They had the skills, knowledge, experience and credibility to lead effectively. They did so with integrity, openness and honesty. An effective quality assurance system in place. The registered manager used these to manage and deliver good quality, sustainable care, treatment and support. They acted on the best information about risk, performance and outcomes, and shared this securely with others when appropriate. They valued diversity in their workforce. The provider had systems in place to ensure an inclusive and fair culture was created, which consistently looked at how to improve equality and equity for the people they provided support to and people who work for them. The registered manager ensured there was a system in place to encourage continuous learning, innovation and improvement across the organisation. They encouraged creative ways of delivering equality of experience, outcome and quality of life for people. Staff we contacted were passionate about providing good care outcomes and took ownership for their practice. The provider understood their duty to collaborate and work in partnership, so services. They, when needed, shared information and learning with partners and collaborated for improvement.

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.

The registered manager and staff shared vision, strategy and culture of putting people first. A staff member said, “My views are listened to and my employers are always keen to get feedback from us on how to make things better especially for our clients. These are taken into consideration to improve the service.”

The policies and procedures the provider had put in place was based on providing transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and local communities.

The registered manager adopted an inclusive leadership style and supported staff to understand the context in which they delivered care and support to people. Systems were in place to check staff practices embodied the organisation’s culture and values. The provider had equipped the registered manager with the skills, knowledge, experience and credibility to lead effectively.

Staff told us the registered manager promoted a positive, person-centred culture. The registered manager and staff put people’s needs and wishes at the heart of everything they did. One staff member said, “The manager is really good and so helpful and always listens to our views.” Staff felt the registered manager promoted integrity, openness and honesty.

The provider had policies and systems in place, which aimed to foster a positive culture where people felt they could speak up and that their voice would be heard.

Staff were confident to raise issues with the registered manager and felt any concerns would be thoroughly investigated. They felt their views were valued. A staff member said, “We have regular staff meetings and these are useful as they give us opportunity to update on how things are going with our work and get advice and guidance. We can also give feedback and make suggestions on improvements for the service.”

The registered manager discussed how they valued diversity in the workforce. They were working towards an inclusive and fair culture through improving equality and equity for people who worked for them. Staff confirmed they had a working environment which encouraged effective teamwork.

The provider was investing in staff development, which would provide a progressive and expert workforce. They systems in place were designed to value each staff member equally and recognised the expertise and experience they brought.

The provider critically reviewed the operation of the service and actively made changes as and when these were needed. The registered manager had an effective system in place to monitor the quality and safety of the service and ensure people achieved positive outcomes had been put in place.

The registered manager with staff regularly reviewed the systems and processes to determine if improvements could be made. A staff member said, “I am happy working with them. I really do not have any issues, but I am confident that if something came up they will address it appropriately.”

Systems and processes were in place to enable the service to developed good links with the local community and work in partnership with other agencies to improve people's opportunities and wellbeing. The provider put measures in place to ensure the service worked seamlessly for people. They had the means to share information and learning with partners and collaborate for improvement.

Staff understood their duty to collaborate and work in partnership. The registered manager outlined when they first took over a care package they found the previous staff had not been administering the person’s medicines in line with the prescription. They got in touch the person's GP and pharmacist and immediately rectified the situation. This prompt action led to them fostering good working relationships with the person’s healthcare team.

External professionals told us the service had developed good links with them.

People told us they were happy with the support they received and felt staff were competent.

Staff found the provider focused on continuous learning, innovation and improvement. A staff member said, “we complete all the training needed for the role. Training is discussed in supervision and if you feel that you need additional training, then this is arranged.”

The provider had systems which encouraged creative ways of delivering equality of experience, outcome and quality of life for people. They have adopted a quality assurance system from the recruitment agency they operated as they found these worked well. They have received no complaints and never had missed a call. No safeguarding referrals have been needed but staff were provided with training around this as well as all aspects of providing care. Records substantiated staff are recruited appropriately, trained, supervised, systems are closely monitored and they consistently makes improvement to the service.