Panacea Care

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

There was a positive culture, where people using the service and staff felt well treated and respected. The service was a family run business and the registered manager was the owner of the company. There was a low turnover of staff. There were effective systems for monitoring and improving the quality of the service and learning. These included managers and staff keeping up to date with changes in legislation and good practice guidance. We did not assess all the quality statements within this key question. We did not identify concerns relating to these areas which we judged as being met at our last inspection.

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 there was a positive and inclusive culture. They worked well with each other and the management team. They understood the organisational values. They told us they would recommend the company as a place to work for and to care for a loved one. Their comments included, ''It is a great place to work'' and ''The clients' care is always at the heart of the company.''

There were a range of suitable policies and procedures which staff were familiar with.

Staff told us they liked the registered manager and felt supported. Their comments included, ''The manager and all the staff are helpful and supportive'' and ''My manager is approachable and available all of the time.''

The registered manager was also the owner of the company, and they had set the business up to reflect their values and visions for supporting people with mental health needs. They worked at the service each day and had a good understanding of people's individual needs. They liaised with other companies and the local authority to ensure they were up to date with best practice guidance.

We did not look at Freedom to speak up during this assessment. The score for this quality statement is based on the previous rating for Well-led.

Staff told us they felt their diverse needs were met. One staff member explained, ''I am able to take time off to participate in my cultural and religious needs.''

There were procedures for supporting staff wellbeing, equality and diversity. The registered manager had a good understanding of individual staff needs and provided support, which staff confirmed they received.

Staff told us they undertook audits and checks on the service.

There were effective systems for monitoring and improving the quality of the service. These included meetings and surveys for people using the service and staff, reviews of care, audits of the service and appraisal of staff work. The provider's own quality monitoring indicated stakeholders were happy with the service.

We did not look at Partnerships and communities during this assessment. The score for this quality statement is based on the previous rating for Well-led.

Staff told us they had opportunities to learn and were asked for their views about developing and improving the service.

The registered manager ensured staff had regular opportunities to learn and discuss their work, as well as testing their knowledge. Each month, a new topic or procedure were discussed so staff could learn together and share their understanding and ideas.