Filsham Lodge

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

The service was not always well-led. Improvements were being made by the new manager and provider to increase the open and transparent culture at the service. Staff spoke positively about these changes and that they felt more listened to. The changes being made needed time to embed to establish that they are effective. Staff were clear on their roles and responsibilities at the service. There were clear policies in place for staff to follow but these were newly generated and needed time to embed.

This service scored 57 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

There have been some negative instances of staff not feeling heard within the service. Staff have told us that this is improving. The service had reviewed policies and formulated a robust confidentiality policy and a whistleblowing policy which supports staff to raise any concerns they may have. Staff meetings are held regularly to allow opportunities for areas of improvement to be discussed and implemented. This is a new improvement implemented by the manager and needs time to embed.

Work was being undertaken to promote an open and transparent culture at the service. Staff spoke about improvements being made at the service and that they were now feeling more listened to and involved in the shaping of the ethos at the home. One staff member told us, “I am happy working here, the atmosphere is good between us all and I get on well with my colleagues, most days there are enough staff, a few agency staff but they work well with us which is good for us and the residents”. Another stated, “[Manager] is supportive of work and personal issues, she is happy to talk, listen and respond.”

We did not look at Capable, compassionate and inclusive leaders during this assessment. The score for this quality statement is based on the previous rating for Well-led.

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.

We did not look at Workforce equality, diversity and inclusion during this assessment. The score for this quality statement is based on the previous rating for Well-led.

There were clear governance, management, and accountability arrangements in place, however these had only recently been implemented and needed time to embed. Staff told us they understood their role and responsibilities. The manager had accountability for the actions, behaviours, and performance of staff. New systems to manage current and future performance and risks to the quality of the service have been introduced. The manager has taken a proportionate approach to managing risk and wanted to introduce new and innovative ideas to be tested within the service.

Staff were clear on their roles and responsibilities within the service. Staff spoke positively about the new manager and the changes that had been implemented. There were no concerns regarding safety or safeguarding raised by staff. Staff told us they were happy working at Filsham Lodge and there were no shared allegations of bullying at the service, which was part of the reason for the assessment.

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.

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