Adalah Residential Rest Home Limited

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 leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture. At our last assessment we rated this key question requires improvement. At this assessment the rating has changed to 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 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 service had a shared vision, strategy and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion. The provider focussed on staff engagement with people and their communities gaining an understanding their needs . The registered manager told us they had worked hard to change the culture at the service to ensure staff were working together to drive improvements. The registered manager told us, “I have made a lot of changes to staffing structures and it’s worked out really well.” The registered manager had clear values and had developed a listening culture where staff could feel they were available for them to talk to.

The service had inclusive leaders at all levels who understood the context in which they delivered care, treatment and support and embodied the culture and values of their workforce and organisation. Leaders had the skills, knowledge, experience and credibility to lead effectively. They did so with integrity, openness and honesty. The registered manager was clear about their roles and had the skills, knowledge and experience to perform their job. The registered manager felt supported by the provider and area manager who carried out regular audits and monitoring. The registered manager recently completed a leadership course to continue to drive positive outcomes in the service. A relative told us, “I have full confidence in the management team, and they have been excellent with us. They are very professional.”

The service fostered a positive culture where people felt they could speak up and their voice would be heard. The registered manager had policy and processes for staff to follow on ‘whistle blowing’.  We reviewed staff meeting minutes and saw they included information about the service as well as reminders about training, staff rota’s, safeguarding, incidents, infection control, weight management and PPE. There was detailed action plans completed to evidence how issues raised were to be addressed, dates to be achieved and if actions had been resolved or remained outstanding. The registered manager also held regular resident meetings which people used as an opportunity to share their thoughts about how the service was ran and to discuss the home’s food menu. 

The service valued diversity in their workforce. The provider worked towards an inclusive and fair culture by improving equality and equity for people who worked for them. There was a policy in place to protect staff from harassment and bullying and a focus on protected characteristics under the Equality Act. The registered manager had developed an inclusive workforce and recognised the value of diversity amongst the team.

The service had clear responsibilities, roles, systems of accountability and good governance. They used these to manage and deliver good quality, sustainable care and support. They acted on the best information about risk, performance and outcomes, and shared this securely with others when appropriate. Improvements had been made since our last assessment and the provider was no longer in breach of regulations. The registered manager had established a number of audits which provided them with a good oversight of the service. There was also an action plan in place which was being worked through. The registered manager had given staff a clear direction of their vision for the service. Staff understood their role and contribution in sustaining improvements.

The service understood their duty to collaborate and work in partnership, so services worked seamlessly for people. They shared information and learning with partners and collaborated for improvement. The registered manager and staff shared the same goal to provide positive outcomes for people. The registered manager encouraged staff to discuss and share ideas for improvement and innovation. We received positive feedback from health professionals. They told us, “The manager engages well with any suggestions for improvement and is always looking for ways to improve the service. The manager is always open for development and feedback and wants to continually develop the service.”

We did not look at Learning, improvement and innovation during this assessment. The score for this quality statement is based on the previous rating for Well-led.