Daffodils

The service was tailored to meet the needs of each person and delivered to ensure they experienced flexibility, choice and continuity of care. People's relatives told us how exceptionally well staff understood and met each person's needs during the transition from their previous home, where everyone had previously lived together. This ensured people experienced a smooth move and settled into their new home with ease.

People's needs were well met by the environment which was designed to meet their specific needs and wishes and drew on best practice guidance. As a result, it both promoted people's independence and increased their safety. As per people's wishes, there were different spaces for them to use for their preferred activities and private space both internally and externally. People, staff and relatives had created a stimulating and sensory garden. A relative told us, "I cannot stress how much care and attention [registered manager] showed in getting the environment right."

Processes, procedures and staff training were in place to protect people from avoidable harm and abuse. Potential risks to people had been assessed and measures put in place to mitigate them. There were enough suitable staff to support people to stay safe and to meet their needs. The provider ensured people received their medicines safely from trained staff. Processes were in place to protect people from the risks of infection, including COVID-19. Processes were in place to review and evaluate incidents and learning took place.

People's care and support was planned and delivered in line with current guidance, best practice, legislation and the use of technology. Staff had the right competence, knowledge, qualifications, skills and experience to carry out their roles. Staff supported people to eat and drink enough and to maintain a balanced diet.

Staff worked both with other organisations to ensure people received effective care and treatment.

Staff treated people with kindness, respect and compassion during the provision of their care. Staff supported people to express their views and to be involved in decisions about their care. Staff respected and promoted people's privacy, dignity and independence.

The registered manager promoted a positive culture that was person-centred, open, inclusive and empowering, and which achieved good outcomes for people. A relative said, "[Registered manager] takes an interest in people's families as a well as them. The whole family know [registered manager]. She always strives to be better than good. She wants the best for people." The service had clear and effective governance and management arrangements. People, their relatives and staff were engaged and involved in the service in a meaningful way. Processes were in place to enable continual monitoring of the quality of the service and to drive improvements.

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.

We expect health and social care providers to guarantee autistic people and people with a learning disability the choices, dignity, independence and good access to local communities that most people take for granted. Right Support, right care, right culture is the statutory guidance which supports CQC to make assessments and judgements about services providing support to people with a learning disability and/or autistic people.

This service was able to demonstrate how they were meeting the underpinning principles of Right support, right care, right culture.

Right support: The service met the needs of people in line with current best practice for their individual needs. This enabled people to experience a good quality of life. The service had been designed both with and for the people who lived there. It was centrally located within the community and staff enabled people to be part of their local community. The model of care provided focused on what people could do for themselves and maximised their abilities.

Right care: The care people received was person-centred and promoted people's dignity, privacy and human rights. The environment had been designed to be person centred and to promote the privacy and dignity of each individual. People's care reflected their needs, rights, preferences and aspirations.

Right culture: The registered manager was passionate about ensuring the people who lived at the service received high quality care and lived active and fulfilling lives. They promoted a positive working culture amongst the staff team who were proud of their work. The registered manager and staff had built excellent working relationships with people's families, who saw and valued the impact upon the quality of life their loved ones enjoyed.