St Jude's 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.

At our last assessment we rated this key question requires improvement. At this assessment the rating 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.

The provider 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.

The registered manager told us of they were aware of the requirement to improve the service due to its previous rating of requires improvement. They were collaborating with the staff and senior management to achieve this. The provider worked with quality assurance teams, and joint commissioning teams to review the quality of care and to implement improvements.

The provider had 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 did so with integrity, openness and honesty.

A relative told us, “There is a new manager who has introduced [themselves] by email, and I will meet [them] in person the next time I visit.” Staff spoke positively about the registered manager. The registered manager also told us they felt supported by higher management and were supportive in helping the team to improve the service.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard.

Staff told us they would be comfortable to speak up about any concerns. They told us they felt well supported by the management team, and were confident any concerns they raised would be reviewed fairly. One member of staff told us, “I am confident that my feedback and suggestions would be considered and acted upon.”

The provider valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for people who worked for them.

Staff spoke positively about their work relationship with management, and they felt their views were listened to and taken seriously. The registered manager led weekly meetings where staff could discuss concerns and ideas for the service.

The provider did not always have clear responsibilities, roles, systems of accountability or good governance. They did not always act on the best information about risk, performance and outcomes, or share this securely with others when appropriate. There were spot checks for staff performance, and audits in place, however, these did not identify the issues we found with care plans, risk assessments or effective information gathering for staff recruitment prior to the assessment.

The provider understood their duty to collaborate and work in partnership, so services worked seamlessly for people. They shared information and learning with partners and collaborated for improvement.

We received positive feedback from stakeholders, who told us they worked well with the staff and management team at St Jude’s House. The home worked well with community social groups and health organisations to ensure people’s wellbeing was continuously maintained.

The provider 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 contributed to safe, effective practice and research. Staff told us they were encouraged to give feedback to any proposed changes at the service before they were implemented. A member of staff told us, “I am confident that my feedback and suggestions [are] considered and acted upon.”