Greenfield Care

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 assessment for this newly registered 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 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 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. Managers and staff told us they aimed to give people they supported the best quality person-centred care they could.

The provider 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 experienced and understood the requirements of the role. He was well supported by the company directors to make positive changes to the service.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. The provider valued and listened to the views of staff. Staff told us they were encouraged to contribute their ideas about what the service did well and what they could do better during regular meetings.

The provider valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for people who worked for them. Staff told us they were treated well and not discriminated against. They also said they worked well together as part of a varied and diverse work force which reflected the local community.

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 acted on the best information about risk, performance and outcomes, and shared this securely with others when appropriate. Thorough audits were routinely conducted by the provider. These included regular quality assurance checks with people and their next of kin. Client satisfaction surveys were also completed. A quality assurance audit was in place which included a staff file, care plan and care notes audit. The outcome of all these audits were analysed at regular intervals to identify performance shortfalls, learn lessons, and develop action plans to improve the home care service people received. The registered manager understood their responsibilities in relation to their regulatory requirements around notifiable incidents.

The provider 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. External health and social care professionals expressed being satisfied with the way the provider collaborated with them. An external social care professional told us, “They are keen to find ways to improve the wellbeing and quality of the residents' lives.”

The provider 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. They actively contributed to safe, effective practice and research. The outcome of all the audits and checks the provider carried out were always analysed to identify performance shortfalls and learn lessons. The registered manager spoke about some ideas for the development of the service including, transitioning to an electronic care planning systems, corporate social responsibility, encouraging more positive risk taking and LGBT good practice.