RCS Care Solutions 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

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 service 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. The registered manager led by example to promote a high-quality person-centred service which respected people’s abilities and lifestyle choices. Feedback from relatives showed high standards were achieved. One relative said, “I can’t imagine anything better.” Another commented, “It really has exceeded all our expectations.”

The service had inclusive leaders who understood the context in which they delivered care 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 ethos, values, attitudes and behaviours of leaders and care staff ensured people led confident, inclusive and empowered lives. People were treated with respect and dignity. Staff had a good knowledge of how people communicated which ensured people were included in all decisions.

The service fostered a positive culture where people felt they could speak up and their voice would be heard. Relatives said they would be able to raise any concerns and would be listened to. One member of staff commented, “Staff are encouraged to have input. You can always speak up.”

The service valued diversity in their workforce. They work towards an inclusive and fair culture by improving equality and equity for people who work for them. Staff felt fairly treated and supported by the management and their colleagues. One member of staff told us, “All staff are lovely.” Another staff member commented, “Feel valued and listened to. Not like some places I have worked.”

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 act on the best information about risk, performance and outcomes, and share this securely with others when appropriate. The registered manager had robust systems in place to monitor quality and risk. This meant people received safe person-centred care. In addition to audits and checks the management team were very ‘hands on’ which enabled them to observe and monitor standards. One relative commented, “The managers know exactly what’s going on and they communicate really well with me.”

The service 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. There was regular engagement with people and their representatives and a strong focus on supporting people to thrive, develop skills, have new experiences and live the life they choose. One professional gave feedback to CQC saying, “They have worked in partnership with family members to achieve positive outcomes and have strived to develop mutual and respectful relationships, whilst promoting clear professional boundaries.”

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. The model of care was in line with current best practice guidance right support, right care, right culture. Leaders worked with people, their representatives and staff to build a culture that focused on enabling people to enjoy a full life.