Bluebird Care (Swale)

Staff told us, "I love working for Bluebird. I've never worked in care before, but I can see myself doing this job for years and I wouldn't want to do it for anyone else." Staff fed back to us they were supported in their role by the registered manager and the office staff. They felt appropriately trained for their role and rewarded for working hard.

People had individual care plans and risk assessments that were tailored to their specific care and support needs. These care plans had been regularly reviewed and updated as required and 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.

Risks to people and staff had been identified and were recorded in detail to keep people safe. Staff had been through an appropriate recruitment process and there were appropriate numbers to assist people with their assessed care needs. People told us that their care visits were planned, and care staff arrived at the time they expected. Staff stayed for the durations to ensure people were well supported.

Systems and processes in place were relevant and appropriate and enabled the registered manager and head of care to have oversight of the quality of support being provided. There was an open approach to learning lessons from things which may have gone wrong and these were communicated to staff to minimise the risk of reoccurrence.

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.

Based on our review of the safe and well led key questions the service was able to demonstrate how they were meeting the underpinning principles of right support, right care, right culture.

Right support: •People's care and support maximised people's choice, control and independence Right care: • Care was person-centred and promoted people's dignity, privacy and human rights Right culture: • The ethos, values, attitudes and behaviours of the registered manager, senior staff and care staff ensured people using the service led confident, inclusive and empowered lives