Rotherlea

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• Overview
• Kindness, compassion and dignity
• Treating people as individuals
• Independence, choice and control
• Responding to people’s immediate needs
• Workforce wellbeing and enablement

Staff’s wellbeing was supported by the provider and management team to enable them to effectively provide person centred care to people. Systems and processes were in place to support people’s professional development, their health and for them to provide opportunities to feedback about their roles.

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 Kindness, compassion and dignity during this assessment. The score for this quality statement is based on the previous rating for Caring.

We did not look at Treating people as individuals during this assessment. The score for this quality statement is based on the previous rating for Caring.

We did not look at Independence, choice and control during this assessment. The score for this quality statement is based on the previous rating for Caring.

We did not look at Responding to people’s immediate needs during this assessment. The score for this quality statement is based on the previous rating for Caring.

The registered manager and provider had worked to improve the inclusion, wellbeing and contributions of staff that enabled them to provide safe, effective and person-centred support. People benefitted from staff who had regular opportunities to feedback and raise concerns. They were supported by staff who were able to contribute to decision making. The registered manager had made changes to the format of the daily senior staff catch up meetings to include the participation of support workers in contributing to discussions about current risks and people’s support. We observed this meeting and these contributions. People were supported by staff who were able to provide their own views and feedback about the support they gave. Monthly staff meetings were held, with those being unable to attend the home can participate online. Feedback from staff we spoke to was positive about how their views were taken on board and acted upon when raised. Staff engagement surveys were completed that allowed staff to feedback about their own support from the provider. Staff's wellbeing was actively promoted and supported by the registered manager and provider led policies. Staff had access to Occupational Health if required, while the provider ran a scheme with a GP service for those staff who were experiencing difficulties accessing their own GP. The provider offered an external and confidential counselling service for staff to access if needed. This service was available for staff 24 hours a day, 7 days a week.

Feedback from staff and leaders was very postive about the support that management and the provider give them to carry out their role safely and effectively. With regards to the Occupational Health scheme, staff GP scheme and the counselling service supplied by the provider, the registered manager commented, "We have a staff team who we need to keep fit and healthy. If there is something like a medical condition is known, we refer to occupational health as to best support the staff member and will make reasonable changes.” The registered manager commented that, "The biggest impact on wellbeing has been an open and supportive culture. This is evidenced in a low turnover of staff." One staff member said of the wellbeing support they received, "I can honestly say they (management) were fantastic.” Another staff member said, "The daily meetings have made a difference. Staff feel heard and their opinions matter. There is someone from each department and they include the care support workers too.” One staff member said, "They try to help you to be a better worker."