Working at Manor Field

No permanent manager in place, so leadership oversight is weak and issues like staff concerns take too long to fix.

At the time of the inspection there was no registered manager in post, however an interim manager was employed while the inspection was in progress. Inconsistent leadership resulted in ineffective governance and quality assurance systems.

Not all incidents of distress or self-harm reported to safeguarding, and restrictive practice plans are outdated.

Repeated incidents of distressed behaviour had not been reported by to the local safeguarding team or the Care Quality Commission for external review. People had restrictive practice reduction plans in place, however inspectors found that the annual review dates of these plans had expired.

Staff say it's not an open culture, they don't feel listened to, and there are divisions in the team.

Staff told us it was not an open culture at the service. Staff did not feel confident their voices were heard. The regional manager acknowledged there was still some work to be carried out to unit staff at the service as some staff actively disliked their colleagues.