YourLife Management Services 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 service leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture. This was the first assessment 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 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. Managers and staff shared a commitment to providing person centred care that respected people as individuals.

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. People and staff spoke very positively about the registered manager and told us he was approachable. One staff member said of the registered manager, “He is a very good manager. Fair, and easy to talk with.”

The service fostered a positive culture where people felt they could speak up and their voice would be heard. Staff told us they were listened to and could approach the registered manager. One said, “[Registered manager] is accommodating. Whenever you need something, he will give you the time.”

The service 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 were asked during the recruitment process if they required any specific additional help or support to enable them to complete their roles.

The service 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. There was a range of quality monitoring and auditing in place. The provider and registered manager had systems in place to ensure oversight and continued improvement of the service.

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. People told us managers and staff would contact and work with other agencies for them if they needed them too.

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. They actively contributed to safe, effective practice and research. The provider had a range of meetings for managers across their services to share good practise and learning. The registered manager had a positive approach towards learning and ongoing development of the service. One staff member said, “If I have an idea, I am encouraged. I am listened to.”