Trevaylor Manor

The provider had effective safeguarding systems in place and staff knew what actions to take to help ensure people were protected from harm or abuse.

People received their prescribed medicines in a safe way. An electronic medicines management system was being used. Regular medicine audits were taking place to identify any areas for improvement.

There were enough staff to meet people's needs and ensure their safety. However, staff told us of short notice staff absences which had led to pressure on staffing, especially at weekends. Some agency staff were being used. However, these were mostly consistent and knew people well.

Many staff members had worked at Trevaylor Manor for years. One staff member told us, "We would not stay if we were not happy. It is a good place to work."

The service had some vacant posts at this time. Recruitment of new staff was in progress. Processes in place helped ensure safe recruitment.

People were supported to have maximum choice and control of their lives and staff supported them in the least restrictive way possible and in their best interests; the policies and systems in the service supported this practice.

Staff worked within the principles of the Mental Capacity Act (MCA) and sought people's consent before providing personal care and assistance. Guidance in care plans guided staff to help build independence wherever possible.

Identified risks were assessed and monitored. Care plans contained guidance and direction for staff on how to meet people's needs.

Food looked appetising and there were staff available to support people where needed. Specific staff were

allocated to people who required additional nutritional support. People, relatives and staff told us they enjoyed the food.

Relatives told us, "Since (Person's name) came here they are so much better, almost like the dementia has decreased. They have confident staff that know how to handle (Person's name)," "There are always staff around to talk to if you need to. They have worked hard to get (Person's name) to eat, they are fussy and reluctant to eat," "My standards are high, and I am happy. I am completely listened to, they communicate well" and "We are always told if anything happens or any changes in their health."

The registered manager and the provider had effective oversight of the service. There was a robust audit programme in place to help identify any areas of the service that may require improvement.

A visiting healthcare professional told us, "I could not be more supportive of Trevaylor Manor as everything is so much better now than a few years ago. They are quick to ring me and follow any advice I give."

Staff and relatives were asked for their views and experiences at meetings held by the registered manager. Feedback about the registered manager was positive. Relatives were kept informed of any changes in people's needs or incidents that occurred.

The registered manager understood their responsibilities under the duty of candour.

The registered manager and staff worked closely with local health and social care professionals to meet people's needs.

For more information, please read the detailed findings section of this report. If you are reading this as a separate summary, the full report can be found on the Care Quality Commission (CQC) website at www.cqc.org.uk