New immigration rules threaten care homes with closure
A social care leader has warned that care homes and home care agencies in Wales will be put out of business as a result of the new immigration rules announced by the Government. Mario Kreft MBE, the chair of Care Forum Wales, has called on Home Secretary Priti Patel not to “close the door” on overseas workers at a time when the sector was already suffering because of a major recruitment crisis. The new system – set to come into force in January 2021 – will aim to end visas for low-skilled workers and cut the overall number of migrants coming to the UK. It will award points to applicants based on specific skills, qualifications, salaries, English speaking ability and professions, with overseas workers – including those from the EU – required to have the offer of a skilled job with an “approved sponsor” to come here. The Government is also backing a recommendation from the Migration Advisory Committee (MAC) to lower the salary threshold for skilled workers wanting to come to the UK from £30,000 to £25,600.But Priti Patel is facing calls to grant special exemptions for those working in the social care sector in a bid to stave off staff shortages. According to Mr Kreft, care homes, nursing homes and home care agencies in North Wales are facing a massive crisis with an estimated shortfall of 7,000 staff by the year 2026. The new immigration rules would, he said, exacerbate the severe shortage of nurses and carers. It would lead to loss of nursing home beds and the closure of care homes at a time when the number of over-85s in Wales is expected to more than double in the next 20 years. Mr Kreft said: “This is something we have been warning about for a long time because it is clear that these proposals will have dire consequences for the social care sector and, more importantly, for the vulnerable people we look after. “In recent years we have seen homes closing across Wales because their fragile finances just did not stack up because social care remains chronically underfunded despite it being such an important service. “On top of that we are having to contend with a debilitating recruitment crisis which will be even worse unless the Government have a change of heart in relation to social care.“The way fees are calculated means that it is possible to earn more stacking shelves in a supermarket than it is to provide social care for our loved ones. “We need to explode the myth that social care staff are low skilled – that’s not true. They are just lower paid and that’s not fair. “The new rules just do not make sense when you apply them to social care.“One unintended consequence will be that it will place even more pressure on an already creaking NHS.“Our social care providers currently underpin the provision in our hospitals but if more care homes, nursing homes and home care companies are forced out of business, alternative provision will have to be made for them. “In that case it’s s highly likely that these vulnerable people will end up in hospital when that is probably the worst possible place for them to be, leading to even more bed blocking. “This change in immigration policy means that the social care sector will have to improve pay levels significantly to attract the home-grown staff needed. “That would require more money to be injected into social care as a matter of urgency. Nobody has said where that extra money would come from. “Putting responsibility on the providers to sort out a mess of the Government’s making is irresponsible. This is a disaster waiting to happen.”
Bupa care home workers recruited via youth scheme
A group of young Bupa care home workers were recruited to the care sector via a scheme with the Prince’s Trust and Barclays/ The next steps for Bupa’s partnership with The Prince’s Trust and Barclays’ Connect with Work programme were announced this week. The care home operator plans to expand the programme into five further areas during the first half of 2020, working with its homes in Cardiff, Southampton, Birmingham, London and Edinburgh. Around 50 young people will benefit from the plans to secure traineeships at Bupa. Aimed at people from often-overlooked communities who are struggling to get a foot on the career ladder, the Connect with Work programme offers training and skills-based sessions, as well as hands-on experience with employers. Shelley Haynes, who manages employability programmes at Bupa, explains: “After a successful pilot last year, we’re really excited to expand the number of homes involved in Barclays’ Connect with Work programme. It’s such a rewarding project – not only for the young people who can build their CVs and their confidence, but for the homes too. “We’ve chosen these five additional areas as they’re all areas where our network overlaps with that from The Prince’s Trust. For example, we’ve five homes around Southampton, so will be able to welcome trainees into a number of roles. “We’ve been blown away by the quality of the candidates we’ve met so far and have been able to recruit people who are perfect for our homes, who otherwise might not have considered working in the sector. Here’s hoping for even more great results in 2020.” Since Bupa joined Barclays’ Connect with Work programme in 2019, a total of 13 young people have now undertaken placements at Bupa’s Kensington care home in West London. Split across two cohorts, in June and November, the individuals received hands-on experience alongside care home workers throughout all areas of the home including activities, catering, housekeeping and maintenance. To date, four of the trainees have become care home workers at Bupa’s The Kensington home, while one has been offered a role at Bupa’s Heathgrove Lodge in Wimbledon. Bupa colleagues also continue to look for suitable care home vacancies for the other candidates. Barclays’ Connect with Work programme is a unique employability programme connecting people who are facing barriers to work with businesses that are recruiting. Working in partnership with impactful charity partners, including The Prince’s Trust, the programme provides job-specific skills training that meets the needs of both the people being supported into work and businesses that are recruiting. For more information, visit www.bupa.com.
How Bupa care home workers are keeping control of their finances
Bupa recently introduced the income-streaming app, Wagestream, which will allow nearly 11,000 colleagues to instantly access pay for completed shifts without needing to wait for payday. Authorised by the Financial Conduct Authority and supported by charities including the Joseph Rowntree Foundation, Wagestream also allows users to track their wages – including any overtime earned. Rebecca Pearson, Operations Director for Bupa Care Services, explains: “Wellbeing is about more than physical health. It includes everything our people need to be at their best, including financial stability. “No matter who you are, there will always be times when you face unexpected costs – whether it’s a broken-down car or an unforeseen vets bill. “Whatever the reason, by introducing Wagestream, we’re allowing colleagues to access their earned wages ahead of payday, so that they’ve greater control over their finances when they need it most.” The app is especially effective for those who work flexible shifts or overtime, as it means that they can get instant access to their additional pay as soon as they’ve earned it. Peter Briffett, Chief Executive at Wagestream, adds: “Employers are increasingly realising how important it is to look after the financial wellness of their staff, and income streaming is one of the most effective ways they can do this. “We actually launched with Bupa late last year, so we could help in the run-up to Christmas. It meant that colleagues who’d worked overtime could access their pay for things like Christmas shopping – as well as spreading their pay over the five weeks between December and January pay dates. It’s already had a great response.” Bupa employs nearly 11,000 staff at its 125 care homes and eight care villages across the UK. Early figures suggest that 25% of staff have enrolled on Wagestream, with more than 1,300 people so far have streamed funds, averaging £73 per use. Improving staff retention through financial flexibility The introduction of the app is also aimed at helping improve staff retention and preventing staff from turning to agency work. Rebecca Pearson continues: “Our colleagues have told us that one of the attractions of agency work is that it pays weekly, meaning they can get quicker access to their pay. By introducing Wagestream, we’ve gone one step further, offering them instant access to their earned wages instead.” While the app allows much greater financial flexibility, Bupa has set a cap on the amount that can be accessed to help ensure that colleagues don’t see a significant shortfall in income the following month. Colleagues can also choose to set their own personal limits within this – whether that’s for the percentage of their total pay, total sum accessed or number of transactions. Free financial advice is also available both via the Wagestream app – which is provided in partnership with The Money Advice Service and The Money Charity – and Bupa’s Healthy Minds hotline. The helpline can be accessed free of charge 24/7 and provides support with anything relating to mental health and wellbeing, including financial planning. Other employers to have signed up with Wagestream include Rentokil Initial, Hackney Council and Roadchef. Users have already identified a number of Corporate Social Responsibility (CSR) and Human Resources (HR) advantages to Wagestream. In addition to recruitment and retention value for all employers, a key immediate benefit for those firms who offer shift work is that it becomes easier to fill rotas. This is because income streaming restores the direct connection between work and pay. In fact, Wagestream data shows that workers enrolled in the service choose to work 22% more hours on average. Wagestream allows staff to draw down — or ‘income stream’ — a percentage of their earned wages any day of the month for a flat £1.75 fee. There are no loans involved and therefore no interest is charged. Case study – Bupa care home worker Wendy McGhan A mum of four, 39-year-old Wendy was born and raised in Cardiff. She’s worked her whole career in social care and has been at Bupa’s Heol Don care home for the last five years, now as a unit manager. After starting as a care assistant, she progressed to the role of Senior Care Worker, promoted in time to Unit Manager – overseeing a residential dementia unit, which cares for up to 19 residents. Wendy’s children are 22, 19, 18 and two years old. The older three also work at the same care home. Wendy said: “There are always months when bills sneak up on you – whether it’s something for the baby, or the car breaking down. To know that I’ve got an app on my phone and that my own money is there if I need it – it’s a weight off my shoulders. “The best thing about it is that it acts as a safety net. As a mum of four, you know that occasionally unexpected bills might pop up. “I used Wagestream ahead of Christmas. It meant I could work extra shifts and then access the money immediately to help treat the kids. “The app updates every week, so you can see what you’ve earned – including overtime. That’s one of the most useful parts as I prefer to access my overtime pay, so I’ve still got a full month’s paycheque to come. “If it wasn’t for Wagestream, I might have to ask friends and family for a loan, or even look to a payday lender. This is much better though – it removes all the stress as it’s money that I’ve already earned, so I don’t need to pay anyone back.”
Why January 2020 was a bad month for care homes
So far 2020 has seen a run of bad luck for care homes as multiple closures, a council investigation and a poor CQC rating hit three areas in the space of a few weeks. Third inadequate rating in a row St Nicholas Care Home in Sheringham, Norfolk was shut down on 24 January following its third consecutive ‘inadequate’ CQC rating.The care home was operated by ADR Care Homes, which also runs Hill House and Keneydon House – rated by the CQC as ‘good’ and ‘requires improvement’ respectively.Following the most recent inspection, carried out in November but only published last week, the CQC report began: “At this inspection we found a continuation of failings at this service. Sufficient action had still not been taken to address the seven breaches of the regulations we found at our previous inspections in November 2018 and May 2019. At this inspection in November 2019, we found an additional breach of the regulations.”Continued breaches concerned failures to implement robust governance systems, which included a manager in post for 9 months who had not been registered as a care home manager with the CQC. Residents’ care records contained “incorrect and inconsistent” information and a safeguarding incident had not been reported.As well as failures over privacy and leadership, the report said cleanliness was an issue and infection control measures were poor. Seven care homes in one area set to close Over in Chesterfield, Derbyshire, an online petition was launched by relatives of those living in The Spinney after the council moved to close the facility along with six others.Put on the chopping block by Derbyshire Council Council (DCC) due to the need for extensive repairs, the Spinney was deemed to have been below the required standard for local residents.Surveys carried out in the seven homes found that even after remedial repair work was carried out, standards were still low and the layout of the homes impractical for use with disabled residents.Karen Tracey, who started the Change.org petition to save The Spinney as her grandmother resides there, said: “When we heard the news that The Spinney, amongst other local care homes, was likely going to be closed we were very upset. Not just for the residents, who will likely need to be placed elsewhere, breaking up friendships and social bonds, but also for the dedicated staff who work there.”Helen Jones, DCC’s head of adult and social care, said the closures were “regrettable” but cited a number of health and safety risks, including faulty electrics and roofing, as the reason for the decision.As the seven care homes are under threat of closure, three have been earmarked for refurbishment to improve standards. A consultation with the public is launching on 31 January. Legionella risk at care home Meanwhile, a Shrewsbury care home was rated ‘inadequate’ due to poor medicine storage and the potential risk of Legionella in unflushed water pipes.Although the caring, responsiveness and effectiveness of Coton Hill House was deemed to be good, the overall CQC rating was ‘requires improvement’ as safety and leadership were called into question during the inspection on 2 January.Coton Hill House, which is run by Coverage Care Services Limited, had failed to record the required safety checks for Legionella – despite some rooms with sinks and taps remaining vacant for long periods, which creates the perfect environment for Legionella to thrive.Medicine had also been stored in a fridge past the recommended 90 days after opening, and then given to a resident.The report said: “These issues were a breach of regulation 12 (Safe Care and Treatment) of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014.”
Ensuring effective hygiene and infection control in care
Trish Smith is general manager at Red Roofs Residential Care Home, part of Red Homes Healthcare. Trish joined the home in 1988, moving through the ranks to her current position. Here Trish discusses the key elements of ensuring effective hygiene and infection control in a care setting. As the manager of a busy care home it’s my job to make sure that my residents and staff are safe, which includes preventing and managing the outbreak of infection. This is a key element of safety in any care setting. Being responsible for hygiene and infection control means ensuring that all staff, residents and families are aware of their responsibility in keeping our care home clean and safe as part of their everyday routine. As with any care setting, regular contact with staff, family and friends means that infections are easily spread, so its important to eradicate any contamination from the outset and that any outbreaks are reported. It’s crucial this is properly managed and maintained as the repercussions can, in some cases, be life-threatening. Education around infection control First and foremost, education is key. Everyone involved giving care should know the basic standards for preventing and controlling infection. This involves being properly trained in hand sanitisation, using and disposing of sharps safely, and the role of personal protective equipment. If my staff know how to keep those in our care safe and understand the risks surrounding infection, then we’re all on the same page. Education doesn’t stop with caregivers – with many relatives visiting their loved ones throughout the day, it’s important that they, too, are aware of the benefits of handwashing in keeping us all safe. Handwashing Washing our hands correctly is possibly the easiest way to avoid cross-contamination and all staff should be aware of the guidelines. These principles outline when hands should be cleansed, whether to use hand rub or liquid soap, as well as the three stages of an effective handwashing technique. Personal protective equipment Personal protective equipment (PPE) also plays a vital role in our daily practices. This includes equipment such as gloves, goggles, visors, aprons and masks, which should all be readily available for staff to access. Staff should be trained to know when gloves are appropriate – as they should only be worn when necessary and are not a substitute for effective hygiene. It’s also important to use the correct type, depending on any allergies, or if working with high-risk substances. Similarly, aprons should also be worn only when necessary and disposed of once the task is completed. Sharps To reduce the risk of harm, it’s crucial that sharps are used safely and are disposed of in line with workplace policies. It’s my job as a manager to ensure any treatment requiring the use of injection or venepuncture is carried out by trained staff, who are fully aware of the risks, including the spread of infection, exposure to viruses and injury. Caregivers dealing with sharps should be aware of the guidelines surrounding sharps containers and the disposal of sharps following a procedure, as well as how to effectively deal with any injuries that may be incurred. Waste disposal Education is again, key, in ensuring the correct disposal of waste. All carers and patients should be aware of the procedures involved in handling, storing and disposing of waste to keep contamination to an absolute minimum. Colour-coded storage bags or containers, which are compliant with policy and legislation, should be used to segment healthcare waste immediately after it is produced. It must then be adequately labelled before transportation and disposal. What to do in the event of an outbreak If an outbreak of infection is to occur in a care setting, its important to recognise the symptoms swiftly to minimise the risk of other residents and staff becoming ill and to keep the occurrence under control. Depending on the level of severity, an effective policy should be followed, which outlines the assessment, communication, management, organisation and investigation involved in any infection found within the home. We also have a responsibility to inform Public Health England once an outbreak of infection has been identified. This is a not an exhaustive list of the procedures involved in maintaining a safe and clean environment for our residents and staff to live and work in. However, with the right policies and training in place we can empower ourselves with the confidence that those in our care are looked after safely and with dignity.
Tunstall Healthcare’s new nurse call system set to shake up industry
Connected care and health solutions provider Tunstall Healthcare has launched an innovative and revolutionary nurse call system, Tunstall Carecom. Already supporting over 60,000 residents across Europe, the advanced wireless and digital system moves beyond traditional, fixed call-points to a wireless system. Tunstall Carecom has been developed to meet the demands of modern care delivery and support residential and nursing care homes. The wireless and digital technology enables care to be more efficient and responsive, and allows for straightforward, non-obtrusive installation. Care home residents are offered a high degree of security and freedom with receivers placed around the building and locatability beacons placed at strategic locations, which interact with smart pendants. These products allow users to raise alarm calls but also offer benefits including location reporting, cancel at source, access control and geofencing. The system also supports numerous telecare integrations and sensors, including wearable devices and offers automatic alarms, along with early detection of changes in the behaviour of residents and solutions tailored for individual needs. Working across a number of devices, including mobile phones, carers are able to manage the system from anywhere at any time, securing rapid responses and enabling person-centred care delivery. An intelligent workflow algorithm within the mobile application works to create a more effective care delivery team whilst the customisable reporting platform supports management in making better informed, data-driven decisions. Gavin Bashar, UK & Ireland Managing Director at Tunstall Healthcare, commented: “As our population ages and pressures increase on over 10,000 residential nursing care homes in the UK, we need to understand the key role technology has to play. Products like Tunstall Carecom, which moves away from the traditional one-size-fits-all approach, offers a modular and customisable solution, enabling nursing care homes and carers to manage challenges and deliver effective, high quality and person-centred care.” Case study: Park View Nursing Home, Halifax Park View Nursing Home in Halifax is a 41 bed home offering comprehensive and individualised 24-hour care. Park View had an 18-year old nurse call system which used wall mounted units in residents’ rooms which would emit loud alarms throughout the building if a resident activated the unit. Several screens in communal areas of the building would then give details of the resident asking for assistance. In addition, the home used telecare sensors such as pressure mats and fall detectors which would raise an alert on a CareAssist pager when triggered. As the existing nurse call system was coming to the end of its life, the Park View management team began to review options for its renewal, and how any new system could also support the use of telecare. As a result, they looked into the use of Tunstall Carecom, initially solely as a telecare platform alongside a traditional-style nurse call system, but soon realised that Tunstall Carecom could provide a cost-effective, advanced and integrated nurse call and telecare system. Park View’s Tunstall Carecom system comprises nine mobile phones for staff, three wireless receivers and a property exit system by the main door. Each phone has the Tunstall Carecom app installed. Four phones are allocated to night staff who work from 7.30 pm to 7.30 am. During the day, staff have been divided into two groups, with four carers active on the ground floor and four on the first floor, along with a team leader. All residents wear a smart pendant on their wrist or around their neck which enables them to call for help from anywhere in the building, rather than only from a room unit as previously, and gives care staff the ability to locate and quickly assist them. Pendants can also be used by staff as a panic alarm if required. Since its installation, the management at Park View have discovered that the Tunstall Carecom system has numerous advantages over a traditional nurse call system: Reduced noise levels The previous system relied on fixed alarm call points throughout the building, which meant that in order to alert staff wherever they were, a loud noise had to be emitted to reach throughout the home 24 hours a day. This impacted negatively on the atmosphere in the home, and also increased anxiety in residents and visitors as they were aware that the alerts indicated some kind of adverse event may be happening. Tunstall Carecom alerts are delivered discreetly to relevant carers’ phones, meaning residents are no longer disturbed, day and night, improving their sleep patterns and quality of life. It also means Park View is a nicer place to work. Increased dignity Tunstall Carecom means that only relevant staff rather than everyone in the building is alerted to events. This means the right staff can attend quickly and discreetly, increasing the privacy and dignity of residents. Because the name of the resident concerned is visible only on carers’ mobiles, rather than on screens throughout the building, this also supports GDPR compliance. Efficiency As Tunstall Carecom operates as an app, staff can easily call each other to communicate on their mobiles. The old system meant staff regularly had to search the building to locate each other if they needed support, such as help with a resident or locating a piece of equipment. The previous system also meant that staff had to visit a fixed room unit or display screen in order to view active alarm calls, rather than being able to view them from wherever they were in the building. Alerts can be cancelled at source from the pendant, avoiding the need for staff to cancel on a fixed wall unit. Because the system operates using mobile phones, if the emergency services are required, staff can call 999 immediately, saving valuable time. Increased morale Staff at Park View feel happier at work, due to the reduced noise, ease of communication and more efficient working practices. Tunstall Carecom has also been configured to ensure workload is spread more evenly amongst the staff at Park View. Alarms are issued to carers’ mobiles on dynamically, so if a carer has just received a call, the next alarm
What heating to consider for retirement villages
Care and nursing homes normally steal the spotlight when it comes to safety considerations regarding heating, however, retirement villages shouldn’t be overlooked. Even though the occupants of retirement villages are not as vulnerable to injury as those in care and nursing homes, it’s still important to recognise that a high level of care is necessary. There are few things to consider when deciding upon radiators for retirement villages, such as: ease of use, cleaning efficiency, aesthetic appeal and risk reduction. Safe surface temperature radiator covers Although residents of retirement villages are normally active and able to look after themselves, their age makes them vulnerable to injury. Some elderly people can take longer to heal and recover from illness and physical bruising, cuts and burns. Low Surface Temperate Radiator Covers are designed to not exceed 43 C, this way they are highly unlikely to cause harm in the event of a person coming into contact with it. The LST radiators heat output myth It’s a known fact that the elderly feel the cold more than most, making heating an even more important factor in retirement and care environments. Low Surface Temperature Radiators are put in place to protect residents so it’s a common misconception that whilst doing so they restrict the amount of heat they let off. However installing LST radiators doesn’t mean your heating efficiency is compromised. Part of the consultation process that Contour provide involves communication with M and E Consultants. They assess the heat emitters that are currently in use, Contour then design the radiator slightly larger than the heat emitter. This overcompensation ensures that the heat output is not affected. Give residents their independence Part of retirement villages main aims is to make residents feel independent, allowing them to live a happy and healthy life. It’s important to make them feel comfortable in their own homes, ensuring they are not too clinical or cold looking. The LST radiators provided by Contour are designed to complement the room’s aesthetics, this includes a smooth, full-casing and streamlined appearance. Part of not relying on staff is being in control of your own heating. External TRV kits allow residents to control the heat output to meet their needs. Easy access for cleaning It’s important to ensure any public, health and educational building is kept clean due to the quantity and variety of people that visit. Retirement villages are no different in requiring regular cleaning of rooms, corridors and communal spaces. Some buildings can require a cleaner to be present for a number of days to ensure all areas are cleaned. Contour understand the challenges cleaners face when accessing tricky areas therefore their radiator guards all have an easy drop-down front that can be accessed by authorised staff only. In addition to this, a Rotarad rotating valve kit can be installed to give full access behind the radiator. To conclude Although residents of retirement homes require less attention as they are more independent it’s still important to ensure they are safe. There have been incidents in the past which have involved elderly residents being trapped between furniture and uncovered radiators, causing major burns and resulting in months in hospital after undergoing surgery. LST radiators give residents the protection they need, the ability to control their own heating and cleaners the ease of access, all whilst looking aesthetically pleasing.
How can Legionella be prevented in care and nursing homes?
Dave Lancaster from Uponor, provider of total solutions for the safe transportation of water around buildings, discusses the importance of safeguarding patients and residents against the risk of Legionella. Legionnaires’ disease is a serious form of pneumonia, which can result in potentially fatal consequences for vulnerable patients and residents in your care and nursing homes. The illness is caused by Legionella bacteria which is widely distributed in natural water bases such as ponds and lakes , but can also breed in any stagnant water between 25 °C and 45 °C, including hot and cold-water systems. It is imperative that care and nursing homes have a Legionella control scheme in place to help prevent the contamination of water transportation systems within the building. Such measures include temperature control regimes, disinfection measures and regular monitoring and reporting. In line with this preventative action, it is equally crucial that care home managers take appropriate steps to minimise the health risks to patients and residents by doing what they can to reduce the likelihood of Legionella bacteria breeding within a property’s plumbing and heating systems. Danger zones Being aware of ‘danger zones’ in older systems is crucial. This is when ongoing repairs or re-routing of water pipes result in ‘dead-legs’ – runs of pipework that are not commonly in use – or ‘blind-ends’ – lengths of pipe which have been terminated and are no longer in use – lead to the stagnation of water and provide the ideal environment for the breeding of Legionella bacteria. For that reason, it’s important that if you are aware that a length of pipework forming part of your system is rarely used or has been capped off, you take action to have them removed to prevent the spread of potentially deadly bacteria. That said, systems within care homes that have been built more recently are not without risk either. This is because a key requirement of a modern building is to use more efficient water outlets and reduce water consumption, which can often lead to oversized supply pipe work. Unless the pipe network has been specifically designed to adapt to these reduced flows, there is a high risk of stagnant water. Know your pipes When it comes to designing or selecting a new water system with an installer or perhaps by yourself, there are steps you can take to help minimise the risk of Legionella. Traditional copper piping, which will be found in many older systems, can harbour bacterial growth on the internal wall of the pipe. By switching to more modern piping, such as MLCP (multi-layer composite), which has a much smoother internal surface, you can reduce this risk. What’s more, any small crevices where two pipes connect (often seen on more traditional piping methods) can increase a likelihood of bacterial growth, creating the ideal condition to harbour and cultivate Legionella. By opting for modern pipes, which are sealed on the inside and provide a smoother and more hygienic connection, you can further reduce the chance of bacteria growth within the new system. Installation Finally, choosing the correct pipework configuration is also crucial. ‘Loop’ installations flush water through the whole local pipe network every time any water outlet is opened, and is therefore the most effective method for reducing the possibility of Legionella. This type of system also enables the use of a consistent pipe size throughout, requires fewer connections and fittings, and eradicates runs of pipework which are not used, preventing stagnation and subsequently the risk of Legionella bacteria. For more information on preventing Legionella and on Uponor’s range of solutions, visit: uponor.co.uk
From good to outstanding: how to improve your care home’s CQC rating
Getting an outstanding Care Quality Commission (CQC) rating can sometimes seem unattainable, especially given the current challenges faced by social care in the UK. From staff shortages, an ageing population and the need for keeping up with emerging technological advancements, it goes without saying that there is a lot of demand in this industry. Despite the challenges being faced within this sector, the CQC has found that improvements relating to care home ratings are being made. Blueleaf has summarised the behaviours and practices in place at some of the top care providers in the UK to offer advice and actionable tips on how to be rated Outstanding, as well as the benefits this title comes with. The benefits of being ‘outstanding’ Services that are rated outstanding perform exceptionally well – this is what differentiates them from good services which perform well, but only meet rather than exceed expectations. In a recent CQC report, one care home was compared to a 5-star hotel and this level of service should be at the forefront of your mind when you are working towards an outstanding rating. Making the extra effort to achieve an outstanding CQC rating is worthwhile for many reasons. Boosting staff morale and enhancing levels of absenteeism are among the most important reasons. So is staff retention rate. Recognition is the key to retaining staff – by recognising and rewarding hard work, your workers will feel valued. Feeling valued, recognised and respected is within some of the top reasons for employers staying at their current place of work, so is definitely an aspect to take advantage of. By having an outstanding rating it will also become easier to recruit top talent to look after the people in your care homes. It is clear that employers within this sector are struggling to find, recruit and retain suitable people to the sector and within specific roles. As your reputation for excellence grows, people will be more likely to choose you to take care of their loved ones. Don’t overlook the importance of good leadership No matter what industry you work within, you cannot underestimate the effect good leadership can have on making changes to the level of service provided. Good leaders can make a difference to the culture in a place by being approachable, so staff feel comfortable raising concerns with them allowing them to carry out their core tasks more effectively. In fact, in a recent report from the CQC, leadership was highlighted as one of the underlying reasons for care providers achieving an outstanding rating. The report stated “services that improve tend to have leaders who are visible and accountable to staff, promote an open and positive organisational culture, and engage effectively with partners.” Top CQC rated care homes were also shown to have leaders who were committed to continually improving their service, despite already performing well. In the good and outstanding care guide, leaders at outstanding care providers were said to: ● Have a strong, visible person-centred culture ● Deliver stretching but realistic objectives ● Involve people in shaping the service; from recruitment to making developments ● Strive for excellence and seek out the latest best practice and new technologies ● Be externally recognised and work collaboratively with other services ● Take pride in your workforce Staff are any organisations biggest asset and are invaluable when it comes to identifying how improvements can be made. To help shape your service, staff should know the details of your CQC reports – not just the overall rating – and they should understand inspection criteria. So, transparency and decent internal communications is pivotal. Staff should also feel confident about the inspection process and explaining what they do at any time – not just when a CQC visit is imminent. As well as feeling recognised and valued, career growth, learning and development is an important factor amongst talented employees. Investing in staff training should therefore never be deprioritised, even when resources are stretched. To allow carers to provide unrivalled levels of care, they need to be given time to work on developing their expertise. In some cases, this might mean going into a clinical setting to refresh their skills, for example. You can’t get outstanding CQC ratings without giving staff the support and training they need to do their job effectively. Inspectors are likely to ask staff questions about: ● What their role involves ● Their length of service ● The recruitment and induction process ● How their learning is kept up to date ● How supported they feel They may also check their understanding of safeguarding, dignity and respect, feedback, complaints and recording incidents. Focus on the importance of caregiving Unfortunately, when pressures are high and staff levels are low, the people being cared for might not be given the attention they deserve. It can be hard to give each person individualised care when you are rushed off your feet due to being understaffed. However, this is exactly what outstanding care providers need to do. Work on recruitment, recognition and retention. Staff need to be given the time to get to know the people they care for and build a relationship with them. It is important that they also have time to speak and listen to the family or advocates of the people they care for. For each person they care for they should ask: ● What are their likes and dislikes? ● What are they passionate about? ● What is their background? ● What is important to them? ● What is likely to upset them? ● Do they have cultural or religious needs? ● Do they have dietary preferences? Take advantage of modern technology Software solutions have allowed for digitisation of records including care plans, residents’ medical records, and staff employment and management records. This has led to the optimisation of operational and administrative processes in UK care homes. Systems such as eMar have played a large role in reducing the pressure on staff within care homes by providing a faster
