We carried out a review of the data available to us about Colwill Lodge on 6 July 2023. We have not found evidence that we need to carry out an inspection or reassess our rating at this stage.
This could change at any time if we receive new information. We will continue to monitor data about this service.
If you have concerns about Colwill Lodge, you can give feedback on this service.
At our last inspection in February 2016, we rated the service good overall with the area of responsive rated as requires improvement. We carried out a focussed responsive inspection in July 2017 and found the area of responsive was still rated as requires improvement. During this inspection in April 2018 we looked at whether the areas noted in responsive had been addressed. We had found in July 2017 that some people still did not always have care plans in place to help
provide guidance and direction to staff about how to meet their needs. We found in April 2018 that there had been a lot of work carried out to ensure all care plans had been devised so that staff could follow individualised information and meet people’s needs consistently.
At this inspection we found the evidence relating to other areas continued to support the rating of good and there was no evidence or information from our inspection and ongoing monitoring that demonstrated serious risks or concerns. This inspection report is written in a shorter format because our overall rating of the service has not changed since our last inspection.
People were supported to have maximum choice and control of their lives and staff supported them in the least restrictive way possible; the policies and systems in the service supported this practice.
Further information is in the detailed findings below.
We undertook this focused inspection on 25 July 2017 to check that they had followed their plan and to confirm that they now met legal requirements. This report only covers our findings in relation to these topics. You can read the report from our last comprehensive inspection, by selecting the 'all reports' link for Colwill Lodge on our website at www.cqc.org.uk
Colwill Lodge is a respite service providing care and support for up to 15 people who have a learning disability. The service is owned and operated by Plymouth City Council and at the time of our inspection 75 people accessed the respite service.
The service had a registered manager. A registered manager is a person who has registered with the Care Quality Commission to manage the service. Like registered providers, they are 'registered persons'. Registered persons have legal responsibility for meeting the requirements in the Health and Social Care Act 2008 and associated Regulations about how the service is run.
Some people had care plans in place which helped provide guidance and direction to staff about how to meet their individual needs. Since our last inspection, some care plans had been re-created. Staff had worked alongside each person to draw up new documents called ‘personal planning booklets’ which helped provide staff with up to date information about each person’s needs. People’s care plans were devised in a format that they could easily understand. However, there were still a large number of care plans outstanding which meant staff did not always have up to date information about the people staying at the service.
The local authority service improvement team told us they had a good relationship with the registered manager, and that they had carried out a quality review of the service in 2015.
You can see what action we told the provider to take at the back of the full version of the report.
Colwill Lodge is a respite service providing care and support for up to 15 people who have a learning disability. The service is owned and operated by Plymouth City Council.
There was a registered manager in post at the time of this inspection. A registered manager is a person who has registered with the Care Quality Commission to manage the service. Like registered providers, they are ‘registered persons’. Registered persons have legal responsibility for meeting the requirements in the Health and Social Care Act 2008 and associated Regulations about how the service is run.
We spent time with people seeing how they spent their day and observing the care and support being provided. Some people were able to talk to us, but most people had limited verbal communication. People were treated with care and respect by the staff team. We observed people laughing and smiling and having friendly conversations with each other and the staff supporting them. Relatives said; “She definitely enjoys going there, she tells us constantly when she’s going!” and, “She really likes it and if she likes it, I like it.”
Recruitment practices helped ensure staff working in the home were fit and appropriate to work in the care sector. Staff had received training in how to recognise and report abuse, and all were confident any concerns would be taken seriously by the manager and organisation. New employees undertook an induction before starting work to help ensure they had the relevant knowledge and skills to care for people. Training was regularly refreshed so staff had access to the most up to date information. An external healthcare professional told us; “I can only praise the professionalism, care and support provided by Colwill Lodge.”
Care plans contained information about a wide range of areas. However, some people’s care plans had not been regularly reviewed and did not accurately reflect their current care needs. One person, who had been living in the service for over two months, still only had a draft care plan. You can see what action we told the provider to take at the back of the full version of the report.
The service was well led by the registered manager who was supported by five assistant managers. There was also a keyworker system in place. Keyworkers are members of staff with responsibility for managing and arranging care for a named individual. There were sufficient numbers of staff to meet people’s needs.
Staff and relatives told us they considered the service to be well managed. Staff referred to an “open door” policy and told us they were able to approach managers with any concerns. Staff meetings were held regularly and were an opportunity for staff to voice any views or concerns they had.
Staff recognised people’s rights to make everyday choices and supported them to do so. People chose what time they got up and went to bed, when they ate their meals and how they occupied their time. Staff supported people to take part in activities both in the service and in the local community. A relative told us; “They always ask him what he wants to do.”
There was a strong stable staff team in place and many had worked at the service for several years. They knew the people they supported well and had a good understanding of their needs and preferences. A relative told us; “He knows them very well and they know him.”
Regular audits and quality checks were carried out to monitor the standards of care provided. People were regularly asked for their views on the care and support they received.
Staff and the manager were knowledgeable about people in their care, and spoke warmly and sincerely about the people using the service. We observed staff interaction with people during our visit. Staff were polite, respectful and friendly without exception. We spoke with three people using the service, and they each told us they were happy staying there and with the support they received from staff. One told us, "I like all the staff" and another added "it's nice".
People's needs were assessed with care and treatment planned and delivered in line with their individual plans to ensure people's safety and welfare. For example we saw that there were detailed mental health assessments in place which detailed the person's condition, symptoms and behaviours. This meant the service was able to make sure that they could meet people's needs.