Sycamore Court

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. At our last assessment we rated this key question requires improvement. At this assessment the rating has improved to good. This meant the service management and leadership was consistent. The provider had a range of policies and procedures that guided staff on how to support and care for people in an effective, caring and responsive way. Which also promoted an open and positive culture that allowed the service to consistently learn and improve outcomes for people.

This service scored 71 (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. Staff spoke to us about the vision of the service. Staff said that the manager and provider are approachable and keen to listen, and that they feel well supported. The registered manager and staff understood and supported people’s cultural and spiritual needs. People were treated equally and their individual needs were met in line with their preferences. The management team knew people well and also worked alongside staff to support and promote good practice. All the staff were positive and proud of the care delivered to people at Sycamore Court. Feedback from staff was consistently positive and enthusiastic. The service aimed to give people consistently good care and staff worked together to try and achieve this. Individual staff supervision and group team meetings were used by the provider to remind staff about their organisations underlying core values and principles.

We did not look at Capable, compassionate and inclusive leaders during this assessment. The score for this quality statement is based on the previous rating for Well-led.

We did not look at Freedom to speak up during this assessment. The score for this quality statement is based on the previous rating for Well-led.

The service valued diversity in their workforce. The provider worked towards an inclusive and fair culture by improving equality and equity for people who work for them. Staff told us, “I love my work, we have a good team.” All staff said they enjoyed working at Sycamore Court and would highly recommend it as a place to work. Staff felt they were treated as individuals and their needs were taken into consideration, such as shift times being arranged to fit in with family commitments. There was a strong ethos at the service of treating people as individuals, this extended to the workforce as well. There were robust measures in place to monitor, maintain and promote good mental well-being across the staff group. Staff were encouraged to undertake training in equality and diversity.

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.

The service focused on continuous learning, innovation and improvement across the organisation and local system. Staff encouraged creative ways of delivering equality of experience, outcome and quality of life for people. They actively contribute to safe, effective practice and research. People and their relatives had opportunities to feedback their views about the service and quality of the care they received. People and relatives all described the staff and management of the service as open and approachable. Staff supported people to give feedback and opportunities which they had to drive improvements and encourage learning from any incidents which occurred. The provider and registered manager had oversight of accidents and incidents. Trends and patterns were identified and addressed. We saw example of lessons learnt following incidents which occurred within the service. For example, introduction where appropriate of crash mats and sensor alarms. Reflective meetings were held with staff to give opportunities to discuss development points to encourage improvement in practice. Learning was, where appropriate, also shared across the providers other services. The registered manager encouraged staff to speak up about positive ideas.