Yorkshire Community Healthcare

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

Well-led – this means we looked for evidence that service leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture. This is the first inspection for this service. This key question has been rated good. This meant the service was consistently managed and well-led. Leaders and the culture they created promoted high-quality, person-centred care.

This service scored 71 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

The provider had a shared vision, strategy and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and their communities. For example, there was an understanding of the need for complex medical care to be provided in people’s own homes to allow them to remain at home, safely with their loved ones.

There was some miscommunication from leaders. Despite leaders being open and transparent during our assessment, some of the feedback we received did not always reflect this. For example, all of the staff told us they liked their jobs, and majority of staff told us they felt well supported. However, some staff told us they felt leadership was sometimes lacking, and action was not taken. One staff member said, “It has been difficult when raising concerns to get feedback or support, it appears as if things get raised and not acted upon this is both on personal and client related levels.” One relative we spoke with told us that they felt the leadership was better now, however, they had sometimes had to chase the managers for responses. We raised this feedback at the time of our assessment.

The provider did however, foster a positive culture and majority of people said they felt their voice would be heard. There were numerous mechanisms in place for people to share their views, feedback, and discuss their care needs. All of these were presented in ways people could understand to ensure everyone was included.

The provider valued diversity in their workforce. They work towards an inclusive and fair culture by improving equality and equity for people who work for them. For example, staff, of different background and abilities were taken on and skill matched to work with the most appropriate person. One staff member told us how the managers had supported them through their pregnancy, by ensuring adequate reviews and risk assessments were undertaken.

The provider had clear responsibilities, roles, systems of accountability and good governance. They used these to manage and deliver good quality, sustainable care, treatment and support. They act on the best information about risk, performance and outcomes, and share this securely with others when appropriate. We viewed the providers governance systems remotely, and saw how they were able to track shifts, ensure staff attended, and review care plans and any known risks before they were due to expire.

The provider understood their duty to collaborate and work in partnership, so services work seamlessly for people. They share information and learning with partners and collaborate for improvement. Our feedback from professionals highlighted the working relationships between these services and Yorkshire Community Healthcare. One professional said “As issues have arisen the team supporting this vulnerable individual have responded promptly and in a positive manner” another professional said “Any concerns have been dealt with immediately.”

The service focused on continuous learning, innovation and improvement across the organisation and local system. They encouraged creative ways of delivering equality of experience, outcome and quality of life for people For example, the mangers continuously gathered feedback from staff and people using the service which they evaluated, and we saw examples of when changes were implemented to enrich peoples experience.