Alpha Health & Care Services Limited

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. We assessed a total of 6 quality statements from this key question. We have combined the scores for these areas with scores based on the rating from the last inspection, which was requires improvement. At this assessment this key question has changed to 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 71 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

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

Staff felt supported by the leadership team. The registered manager was visible within the service and staff told us the registered manager was supportive and approachable. The registered manager promoted an inclusive culture for staff, promoting good practice and safe care and treatment.

The registered manager continually developed their skills through networking opportunities within their sector. Staff understood their roles and responsibilities and had the opportunity to discuss these during supervision meetings. Training and development was available to all staff, to help them achieve career development and progression within the service.

Staff felt supported to speak up and discuss any concerns they may have during team meetings or supervision. A member of staff told us, “The manager has an open-door policy and I can speak to them whenever I need to. I don’t always have to wait for a meeting if there is something I need to discuss.”

The registered manager encouraged staff to speak up during team meetings and discuss any issues or complaints they may have. These were addressed by the registered manager and any improvements with service delivery made. The registered manager sent out employee satisfaction surveys to all staff. The results were analysed by the registered manager to identify any themes or trends.

Staff felt supported at the service and told us they felt it was a very good place to work. Staff had been supported with training and their wellbeing was checked on regularly.

The registered manager had systems in place to support staff and to be an inclusive employer.

Staff feedback was very positive about the manager and support they received to do their job effectively. One member of staff said, “I think the service is managed well. The manager is lovely and always listens. The manager is very supportive and helpful.”

Improvements had been made since our last inspection and the provider was no longer in breach of a legal requirement. The registered manager had established a number of audits which provided them with a good oversight of the service. The registered manager had given staff a clear direction of their vision for the service. Staff understood their role and contribution in sustaining improvements

The registered manager had developed good links and worked closely with health professionals to ensure seamless care for people. Before people came to the service a thorough assessment was completed to ensure their needs could be met.

The registered manager had developed relationships in the local community including working closely with health professionals and local authority.

The registered manager was actively supporting staff with learning and innovative ways of working at the service. Staff were encouraged to develop their skills and were supported to obtain nationally recognized qualifications. One member of staff said, “I have completed lots of training including the care certificate when I first started and continue to do so.”

The registered manager had systems in place to monitor the effectiveness of care being delivered. This included listening to feedback from people and relatives. Staff shared ideas with the registered manager and were supported to develop new skills through training.