Elysium Care Partnerships Limited - 89 Ewell Road

We expect health and social care providers to guarantee people with a learning disability and autistic people respect, equality, dignity, choices and independence and good access to local communities that most people take for granted. ‘Right support, right care, right culture’ is the guidance CQC follows to make assessments and judgements about services supporting people with a learning disability and autistic people and providers must have regard to it.

Right support: The provider had a proactive and positive culture of safety. They responded appropriately to safety incidents to ensure lessons were learned and changes were made as needed. There were clear safeguarding systems in place to keep people safe from the risk of abuse and worked with people to understand and mitigate risks to people’s health and safety. The provider made sure there were enough qualified, skilled and experienced staff, who received effective support, supervision and development. They understood the people’s diverse care needs and made sure people could access the care and support they needed when they needed it. The registered manager told us, and other staff confirmed, there were always sufficient staff available to ensure people received the support they needed at all times. The provider made it easy for people to share feedback and ideas, or raise complaints about their care, treatment and support.

Right care: The provider ensured people received effective care by planning and reviewing their care needs with them. The provider ensured people were aware of their rights around consent and respected these when delivering person-centred care. The provider treated people with kindness and compassion and promoted their independence. People had choice and control over their care and the provider was proactive in seeking people’s views and acted on these to ensure there was equity of experiences and outcomes. The provider treated people as individuals and supported them to achieve goals that were important to them depending on their specific interests. People had personalised care plans in place which covered different areas of their physical and mental health needs as well as their social and communication needs. People’s religious beliefs were taken into account and people were supported to practise their religion. Most staff understood people’s needs and were able to identify particular behaviours in different people that needed to be acted on, but relatives said this was not always the case among newer staff.

Right culture: The provider had inclusive leaders who had the skills, knowledge, experience and credibility to lead effectively. The provider fostered a positive culture where people felt they could speak up and their voice would be heard. The provider cared about and promoted the wellbeing of their staff, and was exceptional at supporting and enabling staff to always deliver person-centred care. Staff gave excellent feedback about the support they received at the service and about the management in particular. The provider had a programme of wellbeing support for staff. This included access to services including mental health support and massage to promote wellbeing. The provider valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for people who worked for them. The provider had clear responsibilities, roles, systems of accountability and good governance, which staff understood. The provider acted on the best information about risk, performance and outcomes. Numerous audits were conducted to ensure the provider had the latest information about risk. Action plans were drawn up as required and these were followed as needed. There was a focus on continuous learning and improvement across the organisation. The provider ensured any further learning was effectively disseminated to staff through supervisions and handover meetings so any required changes were understood and embedded into practise.