Working at Aspley House

There was a culture of learning from incidents, which all staff understood and were involved in. Risks to people were identified, assessed and plans were implemented to mitigate the risk in the way which was least restrictive to people.

Staff were involved in advocating for people and spoke with pride about what people had achieved. There was a sense of equality between people and staff in all roles, and a sense of pride in the quality of care.

Staffing levels were based on people's assessed needs and there were additional staff who could be available to support in times of crisis. People were involved in the recruitment process in a variety of ways.

The provider had a comprehensive ongoing training programme for staff, this included core subjects such as safeguarding and fire safety. Staff also completed specialist training specific to the needs of people at the service such as PBS and PCP.

Staff and professionals told us the management team were approachable, accessible and knowledgeable. The PBS co-ordinator, deputy manager and registered manager often worked alongside staff on duty mentoring and role modelling for them.

People took part in a variety of activities and were continually encouraged to try new things including cinema, theatre, courses on relationships and bereavement. Changes resulted in a measurable reduction in behaviours which can challenge.