Saxon Lodge

Relatives spoke very highly of staff who were extremely skilled in supporting people to live fulfilled lives. People had choice in all aspects of their lives and were supported to do all they wanted to do. Staff had a flexible approach and accommodated people's wishes. They regularly went out in their community and further afield. Where there were shared interests, people went out together.

People were supported to access healthcare and staff championed their rights to make sure they received timely care and support. They received their medicines and staff worked in-line with recommendations from health professionals. Staff supported people to make decisions following best practice in decision-making. Staff communicated with people in ways that met their needs.

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.

Right Care: Staff promoted equality and diversity in their support for people. They understood people's cultural needs and provided culturally appropriate care.

There were always enough staff on duty to provide safe care to people. Staff completed regular training and were very skilled in their care of people. They acted quickly when needed to keep people safe. They

maintained dialogue with relatives and health professionals who had confidence in them to ensure people received timely person-centred care.

Staff knew people really well, referring to people as 'family.' They communicated with people in the way they preferred and consistently understood individual communication needs. People had their own way of communicating, which included sounds, gestures, body language, pictures and symbols.

The care people received reflected their range of needs, wishes and preferences. The approach taken by staff supported people's well-being and enhanced and enriched their lives. Relatives said they were involved in their loved one's care. One relative said, "I'm invited to [develop] plans, reviews and meetings. I'm listened to, definitely. [Staff] always ask my advice and are looking to improve things. They go out of their way to identify what [person] likes and they are willing to explore different things."

Right Culture: People led inclusive and empowered lives because of the ethos, values, attitudes and behaviours of the management and staff. People received the best care from staff who had the right skills, experience and training. They empowered people to do all that they wanted to do. An advocate said the service had, "Genuinely caring staff who go above and beyond to make sure people get what they need. "It's individualised care; it's warm and welcoming and everybody gets involved. People are really well cared for and loved."

People were supported by staff who understood best practice in relation to the wide range of strengths, impairments or sensitivities people with a learning disability and/or autistic people may have. This meant people received compassionate and empowering care that was tailored to their needs.

Staff placed people at the centre of their care. They were responsive to whatever people wanted to do and achieve. Staff spoke highly of people and went 'above and beyond' for them to live the best lives possible.

The service was committed to a culture of improvement and regularly sought feedback to this. The service enabled people and those important to them to work with staff to develop the service. Staff valued and acted upon people's views. People's quality of life was enhanced by the service's culture of improvement and inclusivity.