Cobalt Health

On this page

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

We assessed 2 quality statements in the caring key question and found areas of good practice. The scores for these areas have been combined with scores based on the rating from the last inspection, which was good.

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 employee handbook describes the responsibilities of the employee when carrying out their duties and provides 'conduct standards'. · maintain satisfactory standards of performance at work · comply with all reasonable management instructions · co-operate fully with your colleagues and with management · ensure the maintenance of acceptable standards of politeness · take all necessary steps to safeguard the Charity's public image and preserve positive relationships with all persons and organisations connected to the Charity · ensure that you behave in a way that does not constitute unlawful discrimination · comply with the Charity's Operating Policies and Procedures The handbook also provides guidance and policy on harassments and bullying, equality diversity and inclusion and personal relationships at work

We did not look at the treating people as individuals question during this assessment. The scores for this quality statement are based on the previous rating which was good.

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 the responding to people’s immediate needs question at this assessment. The scores for this quality statement are based on the previous rating which was good.

All staff we spoke with stated they felt supported, respected and valued at all levels throughout the organisation. There was a strong emphasis on the safety and well-being of staff. Staff stated they had opportunities to provide feedback, raise concerns and suggest ways to improve the service or staff experiences. All staff informed us that they had or were planned to have a one-to-one focusing on wellbeing in addition to their planned formal annual appraisals. Leaders were reported as providing responses to feedback, including those that were raised anonymously or though freedom to speak up channels. Staff told us how senior managers kept in contact on a weekly basis following a very traumatic event outside of work, which had meant the staff member had needed to be away from work for a prolonged period of time. Staff told us the focus of the calls were purely about wellbeing.

The service recognised and met the wellbeing needs of staff. This included providing the necessary resource and facilities for safe working, such as regular breaks and rest areas. Staff had break rooms and a staff canteen where they could spend time away from their departments. The service offered support to staff who had contact with patients with life-changing or limiting conditions, such as cancer. There were regular online wellbeing seminars and talks staff could attend on a range of wellbeing subjects including mindfulness and mediation. We spoke with one member of staff who had recently witnessed a patient in extreme pain as a result of a delayed ambulance transfer. Senior managers explained they were collating incidents to take to the provider and were supporting the staff member. Staff safety (inc. sexual safety) occupational and situational risks to staff were assessed and mitigated. In most departments, staff worked with ionising radiation. In line with IRR17, staff were monitored for personal radiation doses and the department undertook risk assessments and checks of areas and equipment. This was to make sure all aspects of radiation protection and dose calibration were working safely to ensure staff were not unnecessarily exposed to ionising radiation.