Last updated: 10 February 2026
"Passionate leadership and innovative activities with staff feeling valued and well-trained, but low pay affects staff retention."
People were safe living at Seabrook House. Risks were identified and assessed regularly, with clear records showing staff how to manage them effectively.
Staff were happy working in the home and felt supported in their role. They told us they learnt from each other and worked well as a team.
There were sufficient numbers of suitably qualified staff to keep people safe and meet their needs. There was a core of long serving staff.
Staff had received appropriate training in line with nationally recognised qualifications and regular supervision to provide them with the necessary skills and knowledge. Staff had achieved, or were working towards 'Care Certificates'.
There was a registered manager and deputy manager employed at the home who were clearly passionate about providing a high quality, individualised service. Staff felt very valued by the registered manager and deputy manager.
The arrangements for social activities, were flexible and often innovative. There was a wide range of activities and events... annual music festival 'Seabrook Rocks' with people and staff enjoying the karaoke.
Pay is low and sick pay is poor so some trained staff leave instead of staying long-term.
All staff said they felt they could be more valued by the provider and through their pay level and sick pay arrangements. They said the pay level sometimes meant staff did not always remain with the service once trained.
AI Generated
Last inspected: March 2019
Management Quality
Well-led: Good
Direct feedback from current and former employees

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