We carried out a review of the data available to us about SEA Recruitment Services Ltd on 6 July 2023. We have not found evidence that we need to carry out an inspection or reassess our rating at this stage.
This could change at any time if we receive new information. We will continue to monitor data about this service.
If you have concerns about SEA Recruitment Services Ltd, you can give feedback on this service.
SEA (Signing Enabling Access) Recruitment Services Ltd provides personal care and support for deaf people with other needs, such as a learning disability and/or autism, sight impairment or a physical health condition. SEA Recruitment provides support to people in their own homes, residential and care homes or hospitals. The service also provides support to seven people living at Beach House, a supported living home.
Not everyone who used the service received personal care. CQC only inspects where people receive personal care. This is help with tasks related to personal hygiene and eating. Where they do we also consider any wider social care provided.
There were 31 people who received personal care as regulated by the Care Quality Commission (CQC) at the time of our inspection.
The service has been developed and designed in line with the principles and values that underpin Registering the Right Support and other best practice guidance. This ensures that people who use the service can live as full a life as possible and achieve the best possible outcomes. The principles reflect the need for people with learning disabilities and/or autism to live meaningful lives that include control, choice, and independence.
People using the service receive planned and co-ordinated person-centred support that is appropriate and inclusive for them.
People's experience of using this service and what we found
People supported by SEA benefited from an outstandingly effective, caring and well-led service.
People received an exceptionally effective level of person-centred care and support, which led to positive outcomes and met their needs in a holistic way. The focus of people’s support was to provide them with opportunities and become more independent. People’s unique characteristics were not considered a barrier to their achievements. This was because the culture of the service was underpinned by the principles and values of Registering the Right Support and staff were able to communicate with people in the most effective way possible.
There was a well-defined inclusive culture and staff supported people to achieve life changing positive outcomes. Staff were motivated and passionate about making a difference to people's lives and helping them to achieve their goals.
Staff had a unique insight into people’s care and support needs borne out of a genuine empathy for the people they supported. All staff used sign language to communicate with people all of who were non-hearing. The service provided staff with training which was tailored for their needs as well as of those they supported.
People and their relatives had confidence in the staff who took care of them. People were matched with staff based on shared interests and personalities. We received extremely positive feedback about the service people received, comments focused on social inclusion, well-being and individualised care. Relatives were keen to tell us how staff went ‘above and beyond’ and always went the ‘extra mile.’
People were supported in such a way that allowed them maximum choice and control of their lives and staff supported them in the least restrictive way possible and in their best interests; the policies and systems in the service supported this practice.
The service applied the principles and values of Registering the Right Support and other best practice guidance. These ensure that people who use the service can live as full a life as possible and achieve the best possible outcomes that include control, choice and independence.
The registered managers adopted extremely innovative approaches which were effective at greatly enhancing the quality of the lives of people using the service.
Managers led by example and were integral in promoting a highly positive culture within the service which led to the delivery of tailor made care which was as unique as each person receiving it.
For more details, please see the full report which is on the CQC website at www.cqc.org.uk
Rating at last inspection
At our last inspection, the service was rated "Good." (Report published September 2017).
Why we inspected
This was a planned inspection based on the rating of the last inspection.
Follow up
We will continue to monitor information we receive about the service until we return to visit as per our reinspection programme. If we receive any concerning information we may inspect sooner.
SEA (Signing Enabling Access) Recruitment Services Ltd is registered to provide personal care for deaf people with other needs, such as a learning disability, blindness or a physical health condition. The service meets people’s needs in their own home, at Beach House, the supported living home and in other environments, such as a care home or hospital. There were 58 people who used the service at the time of our inspection, 16 of these received personal care as regulated by the Care Quality Commission (CQC) .
There were two registered managers in post who had registered with the CQC. A registered manager is a person who has registered with the CQC to manage the service. Like registered providers, they are 'registered persons'. Registered persons have legal responsibility for meeting the requirements in the Health and Social Care Act and associated Regulations about how the service is run. The provider for SEA Recruitment Agency is also one of the registered managers for this service.
Staff had received training in how to safeguard people from the risk of abuse and knew how to report concerns both internally and externally. Safe and effective recruitment practices were followed to help ensure that all staff were suitably qualified and experienced.
Where potential risks to people's health, well-being or safety had been identified, these were assessed and reviewed regularly to take account of people's changing needs and circumstances.
Staff were excellent in enabling people to achieve a fulfilling life, assessing any potential risks and keeping people safe. We saw that people were encouraged to take positive risks.
There were effective recruitment practices in place. Registered managers ensured they recruited staff who had not only the right skills and capabilities but also those with the right personalities, attitudes and values.
Plans, guidance and specialist equipment were available to help staff deal with unforeseen events and emergencies that might occur when providing support to people.
Staff sought to establish people's wishes and obtain their consent before providing care and support. Staff communicated using sign language, describing the task staff intended to do before carrying it out. People were kept informed about the care being provided.
Staff had regular supervisions with the provider where their performance and development were reviewed. Staff were provided with excellent opportunities for personal development and had all the relevant mandatory training to carry out the support worker role, plus other training specific to individual needs.
The service demonstrated they were working within the principles of the MCA. The provider participated in best interest meetings and assessed capacity in relation to specific decisions people had to make.
People were supported to access appropriate health and social care services in a timely way and received the on-going care they needed.
Care was provided in a way that promoted people's dignity and respected their privacy. People received personalised care and support that met their needs and took account of their preferences. Staff were knowledgeable about people's background histories, preferences, routines and personal circumstances.
Staff had access to detailed information and guidance about how to look after people in a person centred way, based on their individual preferences, health and welfare needs. Staff received specific training about the complex health conditions that people lived with to help them do their jobs more effectively in a way that was responsive to people's individual needs.
Opportunities were made available for people to take part in meaningful activities and social interests relevant to their individual needs and requirements. People and their relatives told us they were consulted and updated about the services provided and were encouraged to have their say about their care and support. The provider had established links with the community and had links with other establishments that also provided services for deaf people. Staff were passionate about the role they played in supporting deaf people in their own homes and in the community.
The company’s principles and core values were shared by everyone we spoke with during the inspection. They were enthusiastic about deaf rights and deaf issues. Staff told us that the provider led by example and demonstrated strong and visible leadership. Staff felt fully supported by the management team, and were actively encouraged to have their say about any concerns they had and how the service operated.
The company structure and role responsibility charts provided everyone with information that clearly outlined what was expected of them.
Measures were in place to identify, monitor and reduce risks. These included audits carried out in areas such as health and safety, care planning and training. Appropriate steps were taken to monitor the quality of services provided, reduce potential risks and drive improvement.