Winton Lodge

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

Strong leadership was visible at the service. People, their relatives and staff spoke positively about the registered manager. Where necessary external health and social care professionals were involved in people’s care planning . There was an open culture and team working was evident. The registered manager had made the necessary notifications as required.

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.

Staff told us they felt involved and listened to and felt part of the shared direction and culture. The registered manager and staff were committed to the people they supported.

Staff and the registered manager exhibited a compassionate and listening culture that promoted trust and understanding between them and people living at the service. Equality and diversity were actively promoted.

Staff told us they felt supported by the registered manager. A staff member said, “The registered manager is lovely and very knowledgeable.”

The registered manager was respected and well-liked by staff. The registered manager had an open-door policy and staff, people and their relatives felt comfortable to come into the office and speak with the registered manager.

Staff told us they felt confident in speaking up if they had any concerns. They felt assured any concerns would be taken seriously and followed up if required. Staff confirmed they knew how to report concerns to external organisations if necessary.

The provider had an up-to-date safeguarding policy. The importance of speaking up was discussed with staff during their supervisions and monthly meetings. Posters displayed at the service gave staff options to contact someone within and outside of the organisation.

Staff told us they enjoyed working at the service. One staff member said, “I am proud of the team. Everyone knows what is expected of them and they are approachable.”

The service was an inclusive workplace with a diverse workforce. The registered manager ensured reasonable adjustments were implemented where required. New staff completed a health questionnaire form in case any reasonable adjustments at work should be explored.

Staff told us they felt supported in their role. One staff member said, “[The registered manager] is a really good manager who listens and offers solutions to problems.”

There were effective governance systems in place. The provider had an up-to-date business continuity plan. The registered manager made all notifications to CQC as required by law. A notification is the action that a provider is legally bound to take to tell us about any changes to their regulated services or incidents that have taken place in them.

People told us they were supported by staff to access their healthcare appointments.

Staff told us they worked well with external health and social care professionals. Staff knew which external professionals to contact for each person they supported. One staff member said, “We feel part of the process and can rely on them (health and social care professionals).”

Health and social care professional told us, “The registered manager has a good understanding of [person’s] complex needs and supports staff team in sharing expertise in managing incidents in line with risk assessments.”

Processes were in place to ensure effective communication and partnership working between staff at the service and external health and social care professionals. This meant people’s care provision was joined up and services worked collaboratively.

The registered manager told us the service had introduced a new online system which streamlined the way staff requested their annual leave and allowed staff to easily access their rota.

The registered manager encouraged staff to speak up with ideas for improvement and innovation. There was a strong sense of trust between leadership and staff.