Archived: Silver Tree Lodge

Updated 23 April 2015

We carried out this inspection under Section 60 of the Health and Social Care Act 2008 as part of our regulatory functions. This inspection was planned to check whether the provider is meeting the legal requirements and regulations associated with the Health and Social Care Act 2008, to look at the overall quality of the service, and to provide a rating for the service under the Care Act 2014.

This inspection was carried out by one inspector. When Silver Tree Lodge was last inspected in September 2013 there were no breaches of the legal requirements identified.

Before the inspection we reviewed the information that we had about the service including statutory notifications. Notifications are information about specific important events the service is legally required to send to us.

During the inspection we spoke with four people who lived at Silver Tree Lodge and four staff. This included the manager who was in the process of registering with us, a senior team leader and support staff. We reviewed seven people’s care and support records.

We looked at records relating to the management of the service such as the staffing rota, policies, incident and accident records, recruitment and training records, meeting minutes and audit reports.

Updated 23 April 2015

We carried out this inspection on 3 March 2015 and this was an unannounced inspection. When Silver Tree Lodge was last inspected in September 2013 there were no breaches of the legal requirements identified.

Silver Tree Lodge provides accommodation and personal care for up to eight people who have learning disabilities or mental health needs. At the time of our inspection there were seven people living at the service.

A registered manager was not in post at the time of our 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. A manager was in post who had applied to become the registered manager.

People felt safe and staff knew how to identify and respond to allegations of abuse. The provider had a safeguarding and whistleblowing policy for staff that gave guidance on the identification and reporting of suspected abuse.

People and staff employed at the service felt staffing levels were sufficient and that people’s needs were met. The service had a stable staff team. The provider had a safe recruitment processes in operation.

People received their medicines on time. There were suitable arrangements in place for the ordering and disposal of medicines. Medicines were stored correctly and medicines records had been completed accurately.

People made positive comments about the care and staff at the service. Staff told us they were happy with the level of training provided and felt supported through a regular supervision process. An induction period was undertaken by new staff when they commenced employment.

Staff understood their obligations under the Mental Capacity Act 2005 and training had been provided. The manager was aware of their legal responsibilities in regard to the Deprivation of Liberty Safeguards (DoLS) and had obtained advice when required from the local authority in relation to applications. We have made a recommendation to the provider about the implementation of a DoLS policy.

There were reviews of people’s health and people could see healthcare professionals when required.

Staff at the service were caring towards people and people were involved in the planning of their care and support. People’s support records reflected people’s involvement and the decisions made in their care planning.

Support provided to people met their needs. Supporting records highlighted what was important to people and how to support them if they became anxious and displayed behaviour that may be challenging. The provider had a complaints procedure and people felt confident they could speak with staff about matters of concern.

People and staff spoke positively about the manager and communication with staff was regular through meetings. An auditing system to monitor the service provision and safety was in operation.