Working at Woodleigh House

The registered manager had systems in place to record safeguarding concerns, accidents and incidents and take appropriate action when required. Risk assessments had been developed to minimise the potential risk of harm... However, we noted some improvements were required to the documentation for medicines... immediate action to rectify this.

The home had a positive and caring culture which people, relatives and staff supported and promoted. Staff and the registered manager were motivated and reflected pride in their work.

The service monitored and regularly assessed staffing levels to ensure sufficient staff were available to provide the support people needed. During our inspection visit staffing levels were observed to be sufficient to meet the needs of people who lived at the home.

There were a variety of learning and development pathways in the service. For example, there was face to face training, e-learning, competence observations and supervisions. Staff told us the training and support they received had given them the skills, knowledge and confidence they needed.

Staff we spoke with told us they felt the registered manager worked with them and supported them to provide good quality care. Comments included, 'We can always approach [name remove] registered manager if we need any help or guidance, they are helpful and listen.'

People had been supported with various activities of their choice. There was a strong emphasis on maintaining people's independence and ensuring people remained active members of their local community. Examples include motorsport hobby and visits to Silverstone racetrack.