Catherine Homecare 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

The service was well-led. The registered manager had a good overview of the service. There were appropriate policies and procedures which reflected legislation and good practice guidance. There were effective systems for monitoring and improving the quality of the service.

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 felt there was a positive culture, and they understood the values of the organisation.

The registered manager had regular meetings with the staff to discuss their work, the expectations of the organisation and any concerns they had.

Staff told us they felt supported by the registered manager.

The registered manager was also the owner of the company and nominated individual. They were an experienced care manager who had worked in different care settings before setting up the business. They worked alongside staff, offering training and support, as well as providing care. They demonstrated a good knowledge of the service, people being cared for and staff. They worked with other professionals to keep themselves updated with good practice and legislation requirements.

Staff understood how to speak up and what to do if they had concerns.

The provider had policies and procedures to support staff to speak up.

Staff told us their individual needs were met and they were supported.

There were procedures to ensure workforce equality and support. The registered manager explained that some staff were recruited from abroad. There were systems in place to support them when they first arrived in the United Kingdom, to understand about the culture and who to contact regarding different aspects of their own care and when caring for and supporting people using the service.

The registered manager told us they were supported by external human resources and a company who helped ensure policies and procedures were up to date and reflected best practice guidance.

The provider had effective systems for monitoring and improving quality. These included asking staff and stakeholders to complete surveys, carrying our spot checks, supervision, and appraisal of staff, reviewing people’s care and responding to complaints and concerns. The registered manager explained they were updating their systems to an electronic system for recording medicines administration and care notes.

The registered manager explained they worked with different agencies and organisations in providing support for people. They also told us they liaised with healthcare professionals to help make sure people's needs were met and for training and information. Staff got to know the local areas where people lived so they could support them to attend community activities and places of worship when they wanted.

People's relatives told us the staff had supported people to access services within the community.

The registered manager worked with others to help ensure they were up to date with best practice.

Staff explained they had been involved in reflecting on their work and were given feedback to help improve their practice.

The registered manager carried out a range of audits and checks to monitor the service. They had plans for developing the service in the future.