Organisational Chart Breakdown*

Role

Number of Staff

Qualifications

Responsibilities

Nominated Individual

1

BSc in Mental Health Nursing

Bruno Toupan is the current nominated individual as the single point of contact for the Care Quality Commission (CQC).

The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 states that the nominated individual can be responsible for supervising the management of the domiciliary care service but cannot be held responsible to account for non-compliance by CQC.

The role of the nominated individual is to oversee the management of the registered service, which will include carrying out (or delegating) mock inspections, audits, observations, and other quality control activities. Therefore, the nominated individual should be aware of issues within the organisation. It is important that these issues are addressed and resolved; failure to act could be viewed as neglect.

The role of the nominated individual is to supervise the management of the regulated activity and support the registered manager. If the registered manager holds a dual role, arrangements must be made for appropriate governance, supervision, and support to be available via another source.

Delivering effective supervision to the registered manager is a key part of the nominated individual role. Quality supervision can help registered managers to work through issues in the workplace and share concerns in a safe environment.

Top tips

■ schedule regular nominated individual/registered manager meetings and collaborate positively and supportively.

■ include regular agenda items, such as: – what have we achieved since last meeting? – how are the people we support? – how is the team? – how are you? – what can we celebrate? – are there any concerns/complaints? – has there been any innovation?

■ use the provider information return (PIR) as a working document in all meetings.

■ collaborate with other nominated individuals to share best practice and enhance outcomes for the people we support.

The role of nominated individual as a critical friend is essential for continuous improvement.

When concerns are raised by the CQC because of whistleblowing or other information, it is important that the nominated individual is involved in the investigation and that concerns are escalated to the board, if appropriate.

During a time of staff shortages, which the sector routinely faces, it is essential that staff morale is maintained, and good staff are recruited and retained. Recruitment of staff can be a challenge, which is why it is important that the nominated individual ensures that the best recruitment practices are in place.

Training and development of staff and the registered manager is essential if the service is to deliver high-quality, person-centred care.

It is important that the nominated individual is actively involved in all warning or disciplinary meetings. This ensures that they are aware of any potential issues and will also receive insight into what led to the issue arising. This will allow for lessons to be learned by the service.

The presence of the nominated individual is an indication to the employee of how seriously the organisation takes grievances. As for warning and disciplinary meetings, it is important that the correct protocols and procedures are followed, and the nominated individual can be an additional safeguard to ensure that the meeting is carried out correctly.

Staff turnover and sickness levels are a clear indicator of the health and wellbeing of the organisation. When staff are demotivated or stressed, they are likely to take more days off sick. This should be closely monitored by the nominated individual and benchmarked against sickness levels within the sector. High levels of days lost to sickness will have a negative impact upon the organisation, so it is important that the root cause of absences is identified.

The nominated individual should engage with the people they care for and support and their families as often as possible. This will allow them to assess the level of satisfaction with the service.

The nominated individual is in the unique position of having complete access to all areas of the service to enable them to “view from the gallery”, identifying strengths and areas for improvement, driving strategy for innovation and change, and supporting the registered manager to implement these.

The nominated individual must satisfy themselves that the necessary measures are in place to ensure compliance with General Data Protection Regulation (GDPR). For more information about data protection

Auditing all areas of the service will allow the nominated individual to have a clear vision of how the service is meeting its requirements. It encourages transparency and holds everyone to account. Audits and observations give essential insight into areas that require attention and areas that are performing well.

There are many ways that the nominated individual can help to embed culture within the workplace, such as acknowledging acts of kindness that are observed from staff to people who need care and support. Praising the behaviour that is required will create more of the same. It is also important that attitudes and behaviours that contradict the company values and culture should be challenged.

Embedding values into training

The nominated individual needs to guide and support the registered manager to ensure that the financial resources are in place to deliver the services within guidelines that are laid out by the CQC. As with any business, the service must remain financially viable. It will have money flowing in (e.g., from fees paid for care) and money flowing out (e.g., wages, premises costs, catering, laundry, fees, and taxes, etc.)

The nominated individual should ensure that they have a clear financial view of the performance of the service, as well as the authority to conduct (or have conducted on their behalf) financial audits to underpin the accuracy of the information to which they have access. By understanding the past financial performance of the service in terms of the year-on-year changes to expenses as well as income, a future prediction should be possible.

Registered Manager

1

BSc in Mental Health Nursing

A registered manager is a person who is registered with the CQC to manage a regulated care service.

has legal responsibilities in relation to that position. A registered manager shares the legal responsibility for meeting the requirements of the relevant regulations and enactments with the provider.

The role of the registered manager will vary, depending upon the type and size of the service; however, in essence, they are responsible for providing the best level of care for the people they support and their workforce, as well as the day-to-day running of the service. This includes the recruitment and retention of staff, maintaining legislative compliance and consistently working to improve quality and promote the organisation’s values and vision.

Deputy Manager

0

Nursing associate

1

Foundation Degree in health studies and nursing associates.

Be responsible for delivering high quality, patient centered, compassionate care under the direction of a Registered Nurse- Bruno Toupan dependent on setting) with a focus on promoting health and independence.

Have proficient attitudes and behaviors compatible with professional or equivalent to NHS Values

Be an accountable professional.

Work as part of a designated clients’ homes and Brutou Healthcare care team delivering care that focuses on the direct needs of our clients.

Carry care tasks and responsibilities to a high standard and competency, under the direction of a registered manager and nominated person (Bruno Toupan- registered nurse).

Can work without direct supervision, at times delivering care independently in line with the individual’s defined plan of care, within the parameters of practice of the Nursing Associate role, accessing clinical and care advice when needed

Healthcare assistant

5

Care Certificate Training Course

Be responsible for taking reasonable care about himself/herself as well as for any colleagues, clients or families who might be affected by any act or failure to act by the post-holder in accordance with the Brutou Healthcare’s policies on Health and Safety at Work.

Report any accident, untoward incident or loss relating to staff, clients, or families according to Brutou Healthcare Limited incident reporting policy and procedure.

Undertake mandatory training relevant to the post.

Comply with Brutou Healthcare Policies and Procedures.

Work to standard operating procedures with registered care professional nursing associate or registered nurse for reference.

Work within the Brutou Healthcare Limited policies, procedures, and guidelines.

Be responsible and accountable for your own practice, working within limits of competence and within professional boundaries.

Raises any concerns to Bruno Toupan, who is the registered or nominated individual

*This chart is a fluid document. Amendments will be made in order to grow with the organisation and needs of the Client groups.

This chart iis to demonstrate how your business will grow by showing current and forecasted recruitment

projections.

Who is our Key Management Team?

Bruno Toupan is the current manager but Brutou Healthcare Limited will recruit for the following posts when registered.

·         Head of training and compliance- Nominated Individual

·         Manager of finance and wages- Nominated Individual

·         Manager of staffing and shift- Nominated Individual

Board of Directors/Trustees

Bruno Toupan is the current director but will recruit a competent team in future according to the expansion of the business. .

Professional Advisors

•       Accountant – George Williams

•       Solicitor – Lousie Njie

•       Social care- Richard Muzuka (Social worker

•       Mental health- Michael Quarshie (Retired Mental Health Nurse)

•       Clinical nursing- Fred Mutebe (Hospital Clinical Director)

Name(s)

Bruno Toupan

Position/Responsibility

I will apply to be registered manager/nominated individual for Brutou Healthcare Limited.

I currently hold the position as agency nurse in an independent hospital and worked in both NHS and independent hospitals and community nursing for years.

I have worked in NHS as assistant ward manager and my responsibilities were as follows:

·         To ensure that nurses, occupational therapists, responsible clinicians, and other multi-disciplinary teams undertake required assessments, develop care plans, implement, and evaluate the individualised care and treatment of individual service users or patients.

·         Support in development of skills and knowledge as health professionals through clinical and management supervision of nurses and healthcare assistants.

·         Participated in ensuring that morning meetings, environmental checks, safer staffing, daily 1 to 1 session with patients, weekly reviews, admission and discharge care program approach, safe administration of medication coordinated as a team for good experience of patients.

·         I ensure that conflicts and complaints from family or patients were resolved and ensure that the ward achieves excellent impatient experience.

·         As an assistant ward manager, I also have days of being senior duty nurse on site, when senior wards are not on duty. My responsible was to visit the other wards in the hospital to know which ward needs support with staff and make decision where to get required staff, response to panic alarms to give support and advice in decision make to achieve safe and effective care delivery.

·         To promote and encourage good communication between us managers, nurses, healthcare assistants, other members of the multi-disciplinary teams, patients, and family through effective communication to promote dignity and respect to achieve high quality of care.

·         Manage staffing level by accessing the “health roster” to request required staff, cancel unwanted shifts and authorize shifts for the team to ensure high standard of care of service users are met and unnecessary use of resource is prevented.

·         Advice other team members whenever limitation of knowledge is recognized and encourage staff to not feel hesitant in seeking advice for self-development towards providing effective and safe care.

·         As a leader, it helped me to develop and realize that my behavior can have positive or negative effects on staff, so basically it is very important to maintain professional and good work ethics at all times.

·         Attend ward reviews, administer medication, have 1 to 1 session with service users, supervise mealtimes, clean bedrooms, and mob floors, do environmental checks, escort service users, provide advice and make suggestions, facilitate morning meetings and safety huddle.

·         To attend supervision and appraisal, mandatory training and support and encourage others to ensure mandatory training to achieve safe and high quality of care.

·         Develop professional relationships with experienced team leaders, senior managers for support for professional advice or knowledge to supporting staff.

·         Report and manage safeguarding concerns according to policies to prevent harm.

·         Ensure that infection control and other policies are taken seriously.

Experience and Knowledge of Sector

As a registered mental health nurse, I have worked in different clinical mental health settings such as acute, PICU, rehab, dementia, low and medium secure wards. I also undertook community psychiatrist nurse (CPN) role as care coordinator and supported clients with their recovery pathway to minimize unnecessary hospital admissions. During the time of working in both inpatient and community settings, I have worked with individuals with complex needs of depression, anxiety, psychosis, schizophrenia, personality disorders, self-harm behaviors, drug, and alcohol misuse. During the time of working as CPN, I have worked with clients with cancer and having to support their family to the best of my ability during these difficult times. As CPN, I was involved in daily, weekly, or monthly routines or emergency visits of assessments and reviews of clients in their own homes and nursing homes. The other visits involved administration and monitoring medication compliance. As the role of CPN has made several referrals for domiciliary care packages for clients in need of extra support with activity of daily living. I have experience in meetings and making decisions and applications referrals for residential and nursing homes.

Previous Employment

Address

Lynfield Mount Hospital

Bradford District Care NHS Foundation Care Trust

New Mill

Victoria Road

Saltire

Bradford

BD18 3LD

Phone

01274228300

Website

bdct.nhs.uk

Key Skills Brought to the Business

·         Leadership and willingness to listen and learn from junior and senior staff.

·         Teamwork and decision making in the best interest outcome for clients and staff.

·         Problem solution to find reasonable answer or best approach.

·         Interprofessional working is in the best interest of patients or individuals.

·         Managing safeguarding concerns or dealing with incidents to prevent harm and future occurrence.

·         Managing staff conflicts and finding resolutive to peaceful working environment and promote high staff morale.

·         Safety at work and responsibility of staff to achieve safety for clients, staff, and visitors.

·         Dealing with emergencies to mitigate harm or potential harm to staff and clients.

·         Self-restraint and discipline of all staff and help achieve positive clients, family, and stakeholders experience with Brutou Healthcare Limited.

Business Experience

Not much but I have family and friends with vast experience in the business industry. Brutou Healthcare intent to employ experienced and competent staff for the business. Bruno Toupan has experience in customer service within the retail business between 2006-2011.

Training Undertaken

See the CV

Academic Qualifications

See the CV

Most Recent Salary

It depends on the care of setting

Name

Oumie KS Toupan

Position/Responsibility

Healthcare assistant (HCA)

Experience and Knowledge of Sector

Healthcare assistant

·         Assisting with personal care tasks such as washing, dressing, and helping patients move around.

·         Monitoring and taking observations, like checking temperature, pulse, and respiration rates.

·         Supporting patients with daily activities, including eating, and using the toilet.

·         Communicating with patients, providing comfort and reassurance.

·         Helping to maintain a safe and clean environment by keeping departments tidy and ensuring equipment is clean.

Previous Employment

Address

Victoria House Residential and Nursing Home

2 Nostell Lane

Wakefield

WF4 2DB

Phone

01226727179

Website

www.care-homesukltd.co.uk

Key Skills Brought to the Business

Providing a high standard of care for elderly patients with a focus on everyday care: personal hygiene, mental stimulation, and well-being.

Acting in the best interest of patient while ensuring compliance with company policies and guidelines

Assisting with patient assessments and evaluations on care effectiveness.

Personal Care

Shaving, Oral hygiene

Washing and dressing (Bed bath or complete bath)

Continence Care

Emotional support

Hoist operation.

Moving and handling

Meal preparation

Assisting with Eating and Drinking

Household tasks

Administering medication under supervision (as detailed in their individual medication administration record)

Compassionate and communication

Delivering care with respect and dignity

Ensuring the maintenance and upkeep of patient rooms and communal areas to promote patient safety.

Monitor Patients conditions by taking temperatures, pulse, respirations, and weight.

Business Experience

 Not much was self-employed doing online business buying and selling clothes and hair wigs

Training Undertaken

Care certificate:

·          

Academic Qualifications

·         West African Junior School Certificate Examination (WAEC)

·         West African Senior School Certificate Examination (WAEC)

Most Recent salary

£10:45 per hour

How we Comply with our Legislative Requirements

Brutou Healthcare Limited has already registered with “Quality Compliance Systems Limited to ensure that we successfully registered with Care Quality Care (CQC). Brutou Healthcare Limited already have policies and procedures in place to ensure compliance with the regulator (CQC) and able to pass future inspections. The following roles may be affected by this policy will be registered manager, nominated individual, care staff, clients, commissioners, external health professionals, local authority, and NHS.

·         Equality and Diversity Policy and Procedure: Brutou Healthcare Limited is committed to ensuring that all staff and job applicants receive equal treatment, regardless of their Protected Characteristics. For the avoidance of doubt, this includes recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, b business trips or at -related events or social functions and terminations of employment. If a member of staff discloses a disability, reasonable adjustments will also be considered. To ensure that all members of staff can work in an environment that is free from harassment or discrimination. Equality Act 2010, Health and Social Care Act 2008 (regulated Activities) (Amendment) Regulations 2012 (Amendment to Parts 4&5), Care Quality Commission (registration) Regulations 2009, Data Protection Act 2018, Gender Recognition Act 2004.

·         Recruitment Policy and Procedure: This policy outlines the recruitment practices carried out at Brutou Healthcare Limited. To support Brutou Healthcare Limited in providing a fair, consistent, and effective approach to the recruitment of all employees, in accordance with employment law and best practice. To provide a framework for recruitment, onboarding and induction, and training within Brutou Healthcare Limited; this policy will dovetail with those other named policies and procedures. Brutou Healthcare Limited used immigration and Asylum Act 2016, Employment Rights Act 1996, Equality Act 2010, Data Protection Act 2018

·         Medication Errors and Near Misses Policy and Procedure: This policy details how medication errors will be managed within the service. It has been reviewed and updated along with Quality Compliance System of medication policy and procedures. The relevant legislation used to support this is The Health and Social Care Act 2008 (Regulated Activities) Regulations 2024. Medical Act 1983, Medicines Act 1968, The Human Medicines Regulations 2012, Misuse of Drugs Act 1971, and The Misuse of Drugs (Safe Custody) Regulations 1973. Brutou Healthcare Limited will encourage the policy using the App and ensure that this policy is discussed in planned supervision sessions with relevant staff. Brutou Healthcare Limited will ensure relevant staff are aware of the content of the whole policy. This ensures that there is an open, transparent, just fair learning culture within Brutou Healthcare Limited. This enables staff to report and record errors, omissions and near misses in a timely manner and for investigations and identification of the root cause of issues to take place. All staff responsible for any aspects of medication management recognized their role in always safeguarding the wellbeing of clients.

·         Risk Management Policy and Procedure: This policy is to identify and minimize risk to meet every individual employee’s right to a healthy and safe place of work. Ensure that clients receive safe, effective care support services, the delivery of which respects their needs and treats them with dignity and respect. Monitor and manage risk sufficiently including escalation and to safeguard all staff, clients, and members of the public effectively. Ensure that all current health and safety legislative and regulatory requirements, including best practice guidance, are included, and factored into all workplace risk assessment and management systems. Brutou Healthcare Limited used the following evidence Care Quality Commission (Registration) Regulations 2009, Health, and Social Care Act 2008 (Registration and Regulated Activities) (Amendment) Regulations 2015. Health and Safety at Work etc. Act 1974. Health and Social Care (Safety and Quality) Act 2015. The Control of Substances Hazardous to Health Regulations 2002. Reporting of injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR). Coronavirus Act 2020. To identify and manage risk within Brutou Healthcare Limited for the purpose of the prevention of accidents. To provide assurance that risks at all levels of Brutou Healthcare Limited are appropriately assessed, prioritized, addressed, and monitored. To highlight a clear process where escalation may be required to effectively manage individual risk areas. To learn from significant events that have occurred and been investigated to identify and minimize future risk. Brutou Healthcare Limited will work within a framework of openness and honesty, and the duty of Candour will be applied where applicable.

·         Fire Safety Policy and Procedure: This policy will support staff with fire safety requirements. To outline the arrangements in place at business premises owned or managed by Brutou Healthcare Limited to ensure the protection of its staff, clients, and other users of its premises from the risk of fire. To ensure Brutou Healthcare Limited meets its statutory obligation to effectively assess and reduce fire and risk throughout its service. To describe how Brutou Healthcare Limited minimizes the risk of fire as much as possible and provides guidance to staff on what actions to take in the event of a fire incident at its premises. The Fire Safety Act 2021, The Fire Safety (Employee’s Capabilities) (England) Regulations 2010, Health, and Safety at Work etc. Act 1974, The Workplace (Health, Safety and Welfare) Regulations 1992, The Electricity at Work (amendment) Regulations 2018, Health and Safety (Safety Signs and Signals) Regulations 1996

·         Lone Working Policy and Procedure: This policy details lone working of staff. To safeguard, support and promote the health, safety and welfare of employees working alone. Health and Safety at Work etc. Act 1974, Management of Health and Safety at Work Regulations 1999, The Workplace (Health, Safety and Welfare) Regulations 1992, The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, Health and Social Care (Safety and Quality) Act 2015. All appropriate risks will be assessed prior to the commencement of any service by a lone worker. Appropriate resources and processes will be established to support the health, safety and welfare of the employee who cannot be assured, then a service will not be provided by a lone worker. All risks will be regularly reviewed, the lone worker will contribute to the process and their views will be incorporated. All lone working activities are subject to a subject to a suitable and sufficient risk assessment.

·         Health and Safety Policy and Procedure: This policy will help staff to meet their legal health and safety obligations. This is to ensure that Brutou Healthcare Limited fulfils its legal duties and health and safety obligations. To identify the roles and individual responsibilities within Brutou Healthcare Limited for the effective management and monitoring of the requirements of the Health and Safety at Work Act 1974. The Food Safety and Hygiene (England) Regulations 2013, Health, and Safety at Work etc. Act 1974, Health and Safety (First Aid) Regulations1981, reporting of injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR), The Manual Handling Operations Regulations 1992 (as amended 2002), The Control of Substance Hazardous to Health Regulations 2002, The Care Act 2014.

·         Safeguarding Adults Policy and Procedure: This policy outlines the safeguarding processes a service should follow to protect and support adults at risk. To protect the client’s right to live in safety, free from abuse and neglect. To have a clear, well published policy of zero tolerance of abuse within Brutou Healthcare Limited. To ensure that this policy includes and refers to Wakefield Metropolitan District Council policy and procedures and details clearly who is responsible and accountable for managing safeguarding concerns within Brutou Healthcare Limited: Local Authority Manin Contact Details: Open 24 hours Phone: 03458503503.

·         Access to People’s Homes Policy and Procedure: To ensure that Brutou Healthcare Limited knows how to respond to a “No Reply” and recognize that this is an emergency and takes priority over any day-to-day business. This is sometimes referred to as “Unable to gain access” or “Access to people’s homes. To safeguard the wellbeing of vulnerable clients. The Care Act 2014, The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, Human Rights Act 1998, Mental Capacity Act 2005, Mental Capacity Act Code of Practice.

·         Infection Control Policy and Procedure: This policy supports staff with infection control and safe delivery of care in relation to infection control. To describe the arrangements in place at Brutou Healthcare Limited to protect both staff and clients from infection, and the means through which Brutou Healthcare Limited will operate safe and effective care practices. This includes Personal Protective Equipment (PPE) Policy and Procedure. Clinicla Waste Disposal Policy and Procedure. Blood and body fluid spillages Policy and Procedure. Health, and Safety at Work etc. Act 1974, The Care Act 2014. reporting of injuries, Diseases and Dangerous Occurrences Regulations 2013 (RIDDOR), The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, Mental Capacity Act 2005, Coronavirus Act 2020, Health and Care Act 2022.

·         Complaints, Suggestions and Compliments Policy and Procedure: This policy ensures that Brutou Healthcare Limited has an effective system in place to manage complaints, suggestions, and compliments. To ensure that Brutou Healthcare Limited complied with any legal requirements, regulations, guidelines, and best practice. Mental Capacity Act 2005, The Care Act 2014, The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, Data Protection Act 2018. The local Authority Social Service and National Health Service Complaints (England) Regulations 2009.

How we Make Sure we Comply with our Insurance Requirements

Detail the following:

•       Training

•       Recruitment

•       Supervision

•       Equipment

•       Maintenance

•       Risk Assessments

•       Appraisals

•       Client Contracts

•       Employment Contracts

•       Quality Assurance Mechanisms

•       Any Other

How we Prepare for any Disruption to Our Services

Provide Examples. To include:

•       Refer to your Business Continuity Plan

•       What is in it?

•       Refer to Winter planning.

•       Refer to Pandemic planning.

•       Refer to Data and Cyber Security

Our Quality Assurance Mechanisms

Provide Examples. To include:

•       Audits – frequency and types

•       Supervision

•       Appraisal

•       Accident and Incident Reporting

•       Risk Assessments

•       Surveys

•       Focus Groups

•       Incident Review Meetings

•       Infection Control and Prevention Reports

•       External Quality Audits

•       Complaints and Suggestions

•       Policies and Procedures

•       Staff Meetings

•       Company Meetings

•       Team Meetings

•       Handover/Team Communication

•       External Feedback