Royal Manor Nursing Home

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

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. The provider encouraged learning and innovation and promoted an open and fair culture.

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.

The registered manager told us about their vision for the service and how they shared this with staff. Staff told us how everyone worked together to provide consistent care.

We observed the management team to be passionate about the quality of the care provided. The management team knew people well and the deputy manager worked a couple of shifts a week to support staff and promote good practice.

The registered manager was passionate about providing quality care and told us they involved staff through team meetings and handovers. The staff team told us the management team were supportive and had an ‘open door’ where they could speak to them at any time, if they had any issues or concerns.

We observed the management team to be compassionate and caring about people, their relatives and the staff team.

The registered manager showed us the policy they had in place to inform staff of how they could speak up. Staff were familiar with this and told us the actions they would take if they had any concerns.

We observed the management team promoting an open-door approach during our inspection, we found people, staff and relatives to be at ease to come to the managers with queries.

The registered manager told us how they supported and had an open door policy.

The culture of the service was continuously reviewed by the management team to ensure equal opportunities for staff were maintained.

The registered manager showed us the systems in place to ensure all aspects of the service was regularly audited. They had an ongoing action plan to drive improvements where needed.

The management team promoted an open-door approach to enable people to come to the registered manager and deputy with any issues or queries.

People’s holistic needs were met as external professionals worked with the staff team to ensure people’s changing needs were met.

The registered manager confirmed they worked in partnership with visiting professionals.

Feedback from professionals confirmed they had no concerns regarding the quality of care provided.

Safe practices were in place and followed to ensure people accessed external professional services as needed.

The registered manager reviewed the training provided to staff and sought additional training to benefit the service, for example the registered manager was completing train the trainer in basic life support and safe moving and handling so they could deliver this to any new staff and to refresh training for any existing staff.

Training was regularly reviewed by the registered manager to ensure staff were up to date and that training was appropriate.