Derby House

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. This is the first inspection for this service. This key question has been rated 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 79 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

The service had a shared vision, strategy and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and their communities. All of the staff told us they liked working for the provider. One staff member said, “The vision of making sure everyone is well cared for and supported speaks volumes- I love it here.”

The service had exceptionally inclusive leaders at all levels who understood the context in which they delivered care, treatment and support and embodied the culture and values of their workforce and organisation. Leaders had the skills, knowledge, experience and credibility to lead effectively. They always did so with integrity, openness and honesty. Feedback from staff, people at the home, and medical professionals included; “The managers are just extraordinary” “The home is exceptionally well run.” “Nothing is too much trouble for them.” “They go above and beyond.” One healthcare professional said, “I have also been privy to the team managing a patient with challenging behaviour and very ethically challenging situations.”

The service fostered a positive culture where people felt they could speak up and their voice would be heard. Staff we spoke with told us there was an ‘open door’ culture at the home, and we saw this was always discussed during team meetings.

The service valued diversity in their workforce. They work towards an inclusive and fair culture by improving equality and equity for people who work for them. One staff member said, “We are treated very fairly here- and there is always plenty of support.” The manager told us “I love the home and everyone in it. It is a pleasure being here."

The service had clear responsibilities, roles, systems of accountability and good governance. They used these to manage and deliver good quality, sustainable care, treatment and support. They act on the best information about risk, performance and outcomes, and share this securely with others when appropriate. For example, we spot checked some of the audits and actions plans and saw any improvements were being effectively implemented.

The service understood their duty to collaborate and work in partnership, so services work seamlessly for people. They share information and learning with partners and collaborate for improvement. This was discussed during team meetings with staff, and other health care professionals were invited to Derby house to attend reviews for people.

The service focused on continuous learning, innovation and improvement across the organisation and local system. They encouraged creative ways of delivering equality of experience, outcome and quality of life for people. They actively contribute to safe, effective practice and research. For example, the mangers continuously gathered feedback from staff and people at the home which they evaluated, and we saw examples of when changes were implemented to enrich peoples experience.