Mountdale Nursing Home

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 changed to 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.

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 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 service had a registered manager and nominated individual who were visible and based at the service. For day-to-day management, nurses were in charge of the general running of the service with support from care staff. Staff told us they felt well supported at the service with regular meetings and supervision to discuss their work and development needs.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. Staff were encouraged to speak up about any issues they may encounter whilst supporting people. There were regular staff meetings and opportunities for staff to raise concerns. The registered manager had also implemented an anonymous suggestion box for staff to use should they feel more comfortable in raising concerns this way, however this had not so far been utilised. One member of staff said, “I feel confident to raise concerns.”

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.

The registered manager 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. The registered manager had reviewed their governance processes and implemented more robust monitoring of the service. This meant they had a better oversight of the service and were able to drive improvements and positive outcomes for people. The registered manager was able to evidence how they monitored the service and how these improvements were maintained. Staff had clearly defined roles and were pivotal to the improvements being made. Notifications were now being made promptly to the CQC and the local authority safeguarding team when needed.

The registered manager 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. The registered manager had been engaging with the local authority improvements team to develop the service. In addition, they had used their networks with other registered managers to share best practice and drive improvements.

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.