Working at Marmaduke

People were protected from the risk of abuse. Staff were aware of the signs of abuse and how to report concerns. The registered manager was transparent in reporting issues to the local authority's safeguarding team.

The culture of the service was open, and people felt able to raise concerns. The provider and registered manager fostered an open and inclusive culture.

Appropriate staffing levels were in place to meet the needs of people in the service. The registered manager had robust oversight of staff rotas which showed planned staffing levels were being achieved.

The provider ensured staff were suitably inducted, trained and supported to perform their roles. Regular supervisions and annual appraisals, alongside observations and competency checks helped management monitor staff skills.

The registered manager had a high level of visibility within the service. They had developed good relationships with people using the service and their families.

The provider employed a wellbeing/activity coordinator and had a comprehensive activity plan in place. Activities included dancing, singing, pet therapy and supporting people to go out into the community.