Edenfield House

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 is the first inspection 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. All of the staff team we spoke with told us they felt happy and valued working for the provider. One staff member said “I love this home - the staff are like family. I get so much support.”

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. The manager understood their responsibility with regards to duty of candour, which is being open and honest when things go wrong.

The service fostered a positive culture where people felt they could speak up and their voice would be heard. There was team meeting which took place every month were speaking up was discussed as a topic. Staff told us they would have no issues raising anything with the manager. One staff member said “The manager here is amazing. She encourages us to feedback and get involved.”

The service valued diversity in their workforce. They work towards an inclusive and fair culture by improving equality and equity for people who work for them. For example, 1 staff member told us how the manager and provider supported them with their commute to work each day. Another member of staff told us how the manager always ensures training sessions have been understood by discussing the content at supervision. Additional support was provided to staff if needed where English was not their first language

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 act on the best information about risk, performance and outcomes, and share this securely with others when appropriate. There was a governance structure in place which was reviewed by the manager. The provider regularly visited the service and recorded their visits and any checks they undertook in the home.

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, such as working with the local authority safeguarding team and learning disability team.

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 manager was open, honest and engaged throughout the assessment process and had engaged in various courses to promote their own development. Staff fed back they felt encouraged and well supported. One staff member said “This is such a lovely place to work, we all take of each other, and the people that live here are important to us."