Westmead

Staff were knowledgeable about people's needs and wishes and had strong relationships with them. The culture was caring and supportive but not always forward thinking in terms of ensuring people had enriched lives outside of the service. We are mindful that the pandemic had stopped some activities but there were options to enable people to go out and about which had not been fully explored until we gave this feedback. The registered manager believed there had been a reluctance for staff to think about assisting people to access the local community for fear of their vulnerable status. They said with some support they were now thinking of ways they could offer trips and outings that were low risk.

People were supported to have maximum choice and control of their lives and staff supported them in the least restrictive way possible within the service 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.

The service was not able to demonstrate how they were meeting some of the underpinning principles of Right support, right care, right culture (RSRCRC). Right support: • Model of care and setting maximises people's choice, control and independence. The building was large, and staff were seen to use only some sections of communal areas meaning lots of people were in one area. They did not make use of other spaces to ensure people had quiet times, a change of scenery or just space away from noise and lots of people. Right care: • Care is person-centred and promotes people's dignity, privacy and human rights. Staff did work in a

person-centred way to ensure individuals had personalised care and support. Due to the large number of people living in one building this was not always done in an individualised way. For example, most people ate at the same time in one dining area. Right culture: • Ethos, values, attitudes and behaviours of leaders and care staff ensure people using services lead confident, inclusive and empowered lives. This model of care had not been considered or included within the service' statement of purpose or service user guide. There were no current plans to consider how Westmead might be adapted in line with RSRCRC principles and staff were not aware of this guidance.