Archived: Scope Inclusion Norfolk

Updated 25 November 2016

We carried out this inspection under Section 60 of the Health and Social Care Act 2008 as part of our regulatory functions. This inspection was planned to check whether the provider is meeting the legal requirements and regulations associated with the Health and Social Care Act 2008, to look at the overall quality of the service, and to provide a rating for the service under the Care Act 2014.

This announced inspection took place on 27 September 2016. It was undertaken by one inspector.

Before the inspection, the provider completed a Provider Information Return (PIR). This is a form that asks the provider to give some key information about the service, what the service does well and improvements they plan to make.

As part of our planning for this inspection we looked at all the information we held about the service, including notifications. A notification is information about events that registered persons are required, by law, to tell us about. We also asked for feedback from the commissioners of people’s care and Healthwatch Cambridge.

During our inspection we spoke with the registered manager, the local office manager, a team leader and two includers. ‘Includer’ is the job title of the staff who provide care to people who use the service.

We looked at two people’s care records, staff training records and other records relating to the management of the service. These included audits and meeting minutes.

Following our inspection we spoke with the relatives of two people who received care. The registered manager also sent us further information about additional training and competency assessments includers had received to carry out clinical procedures.

Updated 25 November 2016

Scope Inclusion Norwich provides personal care to children and young people under 18 years, in their own homes. The care is usually offered in four hour sessions on a two or four weekly basis.

This announced inspection took place on 27 September 2016. There were two people receiving care at that time.

The service had a registered manager in place. A registered manager is a person who has registered with the Care Quality Commission 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 2008 and associated Regulations about how the service is run.

Staff were only employed after the provider had carried out comprehensive and satisfactory pre-employment checks. Staff were well trained, and very well supported, by their managers. There were sufficient staff to meet people’s assessed needs.

Systems were in place to ensure people’s safety was effectively managed. Staff were aware of the procedures for reporting concerns and of how to protect people from harm.

Staff were appropriately trained to administer medicines. The registered manager took swift action to ensure that people were only administered medicines by staff who had been assessed as competent to do so.

Staff knew the people they cared for well and understood, and met, their needs. Staff obtained consent before providing care. People’s healthcare needs were effectively met.

People received care and support from staff who were caring and respectful to the people they were supporting. Staff were ‘matched’ to the people they would be offering care and support to. People and their relatives had opportunities to comment on the service provided. People were involved in planning their care and in every day decisions about their care.

Care records were detailed and provided staff with sufficient guidance to provide consistent care to each person. Changes to people’s care were kept under review to ensure the change was effective.

The registered manager was supported by a staff team that including a local manager, team leaders and includers. The service was well run and staff, including the registered manager, were approachable. People had access to information on how to make a complaint and were confident their concerns would be acted on.

We saw there were systems in place to monitor the quality of the service. When areas for improvement were identified action was taken to address the shortfalls. People using the service were asked for their views and staff were always looking for ways to improve the service. The registered manager promoted strong values and a person centred culture, which were shared by other staff members.