Working at Spencers Lodge

The provider had a proactive and positive culture of safety, based on openness and honesty. Staff listened to concerns about safety and investigated and reported safety events. Lessons were learnt to continually identify and embed good practice.

All of the staff we spoke with were positive about their employment within the service. They told us they were well supported by colleagues and managers alike and had regular supervision sessions and staff meetings which they found useful. They added that they felt valued and had a voice within the service.

Work rotas showed enough staff were deployed to meet people’s needs and commissioned support hours. One relative said, 'The staff are consistent and although there are agency staff, we know them.' The registered manager agreed to support other relatives in relation to their worries about the use of agency staff.

Staff undertook a programme of induction and on-going training to ensure they maintained the knowledge and skills necessary to support people in the right way. A member of staff said, 'There’s loads of training going on, it’s really good.' Staff were aware of and trained to use the Positive Behaviour Support (PBS) framework.

The registered manager was visible in the service and knew people and the staff team very well. Staff told us the registered manager ran the service well and treated them with respect. They said they felt well supported and were encouraged to be part of developing the service.