Working at Maplehurst Nursing Home

People were safe because a safety culture was embedded at the service. Staff had exceptional skills in managing and reducing risk whilst promoting people to lead fulfilling lives and minimise restrictions on their freedom... Accidents and incidents reported were reviewed by the registered manager to ensure all appropriate steps were taken to minimise risks.

Staff spoke positively and passionately, without exception, about working at the service. The service had a very strong, person centred culture and the ethos was that of an extended family. We are one big team and management and everyone are involved in making sure people are receiving the best care we can give.

The service had a full staff team with no vacancies and had maintained a strong and stable workforce which resulted in low staff turnover, improving staff's knowledge on people's needs. The provider also employed their own bank staff to cover leave and unexpected staff sickness, so gaps in staffing were met by existing staff working at the home.

On an annual basis each staff member was asked to provide quantitative feedback on each of their peers on five criteria's aligned to the CQC's five key questions... With an innovative and creative training programme... The manager has encouraged me to take extra qualifications so I can become a manager one day.

The registered manager clearly led by example. While observing the lunchtime experience the registered manager was fully involved checking on people's well-being and entering into conversations with people. Staff felt that the reason for the consistent high quality of service came from the proactive and positive leadership which was filtered down to all of the staff.

The service was currently a pilot site for a United States based charity 'Music & Memory'... Links were established with a local college, providing opportunities for pupils to gain work experience... We are also very proud we won the 'West Sussex End of Life Care Award' this year.