Working at Tegfield House

Staff had been trained and received regular updates in safeguarding... extensive use of risk assessments. Technology was used to minimise risks... The registered manager and quality team reviewed all accidents and incidents and ensured that lessons learned were shared.

The management team were supportive and empowering to staff. Staff turnover was low... Feedback received in the staff survey was also positive... 'I feel very appreciated and supported by my management... Their door is always open'.

Staff turnover at the service was low and there had been no use of agency staff for more than six months. This was a proud achievement as it meant that people had received consistent care from staff they knew. A twilight shift had been introduced which had reduced pressure on staff.

Staff participated in an in-depth induction... further training was undertaken for two-weeks... Staff were supported through 1-1 supervision sessions with either the registered manager or deputy manager every three months and an annual appraisal... supported to develop their careers in caring.

There was a registered manager in post who lead by example. We saw them helping on the floor of the service and being available to staff, people and relatives at all times. Feedback about the management team was very positive.

An activities officer designed and ran a programme of events... wide range of activities... photography club, flower arranging, choir practice, book group, animal encounters, exercises, pampering group, local nursery group visit monthly, gardening, community outings with minibus.