Working at Welwyn

People continued to feel safe at Welwyn. Staff were knowledgeable about safeguarding and confident in reporting concerns. Positive approach to risk-taking, personalised risk assessments, lessons learnt from incidents including medicines errors.

Staff were motivated by and proud of the home. Staff spoke about people living at Welwyn and other staff as a 'family'. Continuous learning was embedded in the home's culture.

There were enough staff to meet people's needs and be flexible to encourage choice. Staff enjoyed their jobs, worked well as a team and supported each other's strengths.

Training was developed around people's needs and additional training was available on request. Staff had received training on hydrotherapy. Staff had regular supervisions and appraisals which recognised the need for continuing development.

Service leadership was exceptional and distinctive. Leaders and the service culture they created drove and improved high-quality, person-centred care. The registered managers had an open-door policy and regularly supported people in activities.

Social activities offered to people were innovative, met people's needs and preferences. People had individualised 'dream books' which included their personal aspirations. Exceptional links within the local community including discos, sports clubs and work experience.