Working at Godswell Park

The service had sustained a genuinely open culture in which all safety concerns raised were highly valued as integral to learning and improvement. Safety alerts, results of investigations and analysis of events were communicated at staff meetings.

Staff were motivated by and proud of the service. They loved being part of dedicated team and vowed to provide excellent care. One member of staff commended, 'I love it, best job I've had. Really feel you've achieved something.'

The service had maintained exceptional staffing levels that met people's needs and kept them safe. There was a significantly high ratio of staff and very low turnover which helped ensure staff had an excellent understanding of people's needs and personalities. The service never used agency staff.

Staff continued to receive specific training in areas such as Parkinson's, diabetes and palliative care. Staff had been supported to complete the nurse assistant training which had bridged a gap between carers and nurses. Empathy training also included staff trying an ageing suit.

The registered manager provided exceptional leadership and had developed a dedicated staff team who were committed to the vision and values of the service. The stable leadership at the service continued to be exceptional. The registered manager was supported by three hands on directors.

People had access to a full programme of activities which were overseen by committed, passionate and experienced team of coordinators. Activities included book club, wellbeing exercises, yoga, flower club, art club, films in the in-house cinema, individual activity days and intergenerational projects with schools.