Weston Villa

People were supported to follow their interests although some people spent a lot of time indoors by choice. They were encouraged to try new experiences and to spend time outdoors. Staffing was under review to acquire more hours that would mean people could be supported with more activities and visits outside of the service, how and when they wanted. Staff supported people to develop strategies to manage emotional distress and anxiety, maximising safety to provide the best circumstances in which people could make decisions and experience an active and rewarding day. Periods of anxiety or emotional distress were recorded, which included the action taken by staff to support people. The registered manager considered these as part of the review process of people's needs.

Right Care: Staff understood how to protect people from poor care and potential harm. The service worked with other agencies to do so. Staff had training on how to recognise and report abuse and they knew how to apply it. Staff supported people to access health and social care support, which included a regular review of their prescribed medicines. People could communicate with staff and understand information given to them as staff supported them consistently and understood their individual communication needs. Staff knew how to support people safely and in line with their individual risk assessments and care plans. People were supported with their Prader-Willi Syndrome (PWS) needs and care plans were in place to support people to make healthy choices around food and drinks.

Right Culture: People appeared relaxed within their home and in the presence of staff. People were supported to do as

much as they could for themselves and to learn new skills. We observed staff encouraging people's independence such as supporting them to pay for goods when out at an eatery. People's needs, and choices were assessed, and their care was provided in line with their preferences. Staff supported people to have choice, control and independence over their own lives. Planned improvements to the environment to personalise it to better reflect the personalities of those living at the service were in progress and people were involved in the process. The registered manager sought to drive continuous improvements in the service for the benefit of people living there.