Magna

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

The service was well-led by an experienced manager who was supported by the provider to achieve the values and visions of the service. The registered manager and operations manager developed and improved the service ensuring people and staff were involved in the process. The effectiveness of developments and improvements were monitored and shortfalls were quickly addressed. There was an open culture at the service and people were encouraged to speak up. The manager was supportive in addressing any concerns raised.

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.

We did not look at Shared direction and culture during this assessment. The score for this quality statement is based on the previous rating for Well-led.

The registered manager was an experienced leader who promoted the provider’s vision and values at the service. They worked closely with the staff team to ensure people had the support they needed in a safe and caring environment. Staff said the registered manager worked as one of the team at Magna and was reliable, and always there for them. A staff member said, “[Registered manager] does everything and anything needed to support the people and the staff.” The operations manager visited the service regularly to support the registered manager and staff. They monitored the service, speaking to people and staff to get their views on the quality of care and support, and observed staff working with people.

Staff understood the provider’s vision and values which were introduced to them during their induction. They incorporated them into the way they supported people and discussed how they had done this during supervision sessions. The provider’s September 2023 staff survey showed 97% of the staff team had a clear understanding of the provider’s vision and values. Staff attended regular supervision and team meetings where they had the opportunity to discuss the service and raise any issues they wanted to discuss. They told us managers listened to them and addressed any concerns they raised. People attended ‘co-production meetings’ with managers and staff. This gave people the opportunity to influence the way the service was designed, commissioned and delivered. The meetings were also an opportunity for people to learn new skills such as writing, reading, and social skills. The registered manager and operations manager monitored the service. They produced reports showing its development and how it incorporated the provider’s vision and values in the way it was run.

Staff said they would not hesitate to speak up if they had any concerns about the quality of care provided. Staff said they would be listened to and treated fairly if they raised concerns. A staff member said, “I know how to whistleblow and believe we will always be taken seriously, and our comments welcomed.” The provider’s September 2023 staff survey showed 95% of the staff team said they knew how to raise a concern about the service if they needed to. Managers ensured staff knew how to speak up and who they could take their concerns to. Staff were asked at every supervision if they had any concerns about the service. This gave them the opportunity to speak up on a one-to-one basis if they needed to.

The provider’s whistleblowing policy told staff all they needed to know about whistleblowing and the various ways they could do this safely and with the protection of the law. The whistleblowing policy explained staff had a duty to raise any concerns they had and managers had a duty to ensure staff were given to opportunity to express their concerns. Managers and staff understood this. The provider had their own internal 24 hours whistleblowing hotline which staff could use if they did not want to approach anyone at the service. When staff raised concerns, these were thoroughly investigated with records kept. Managers shared information with CQC and the local authority as necessary.

We did not look at Workforce equality, diversity and inclusion during this assessment. The score for this quality statement is based on the previous rating for Well-led.

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

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

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.