What's in this template?
This NDIS Human Resource Management Policy template is aligned to Core Module 1 of the NDIS Practice Standards (Version 4, November 2021). It provides a comprehensive framework for recruiting, screening, developing, and retaining a workforce that delivers safe, quality supports to NDIS participants — covering the full employment lifecycle from recruitment through to separation.
The template covers 15 sections:
- Purpose — commitment to a skilled, competent workforce aligned to NDIS Practice Standards and the NDIS Code of Conduct
- Scope — all workers including employees, contractors, agency staff, volunteers, and students on placement
- Legislative and Regulatory Framework — NDIS Act 2013, Practice Standards, Code of Conduct, Worker Screening Rules, Fair Work Act, WHS Act, Privacy Act, anti-discrimination legislation
- Principles — values-based recruitment, screening before commencement, ongoing training, proportionate supervision, constructive performance management, worker wellbeing
- Recruitment and Selection — position descriptions, selection criteria, interviews, reference checks, qualification verification
- Worker Screening — NDIS Worker Screening Check requirements, risk-assessed roles, clearance register, monitoring, revocation response
- Orientation and Induction — structured program covering organisational values, NDIS framework, key policies, WHS, role-specific competencies
- Supervision and Support — formal supervision frequency, probation arrangements, complex support supervision, record keeping
- Training and Development — training needs analysis, mandatory training, role-specific training, external development, effectiveness evaluation
- Performance Management — annual reviews, performance expectations, recognition, improvement processes, participant feedback integration
- Worker Wellbeing — workload management, EAP access, critical incident debriefing, flexible arrangements, anti-bullying
- Record Keeping — personnel file contents, secure storage, retention periods
- Separation — exit interviews, property return, system access revocation, participant transition management
- Related Policies — cross-references to Worker Orientation, Complaints, Incidents, Risk, Privacy, Governance, WHS, Code of Conduct
- Review History — version control and approval
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NDIS Practice Standards requirement
Core Module 1 — Human Resource Management requires that workers are qualified, skilled, and supported to deliver safe, quality supports. The NDIS Quality and Safeguards Commission's quality indicators specify that providers must demonstrate:
- Workers are recruited based on required qualifications, skills, and values alignment
- All workers in risk-assessed roles hold a valid NDIS Worker Screening Check clearance before commencing
- A structured orientation and induction program is in place for all new workers
- Workers receive regular supervision appropriate to their role and experience
- Workers access ongoing training and professional development to maintain competency
- Worker performance is managed constructively with clear expectations
- Worker wellbeing is supported through safe working conditions and access to support services
The NDIS Verification Module Required Documentation Guide lists the human resource management policy as a required document for all registered providers. During a verification audit, auditors will review the HR policy, check worker screening registers, examine training and supervision records, and interview workers about their induction and ongoing support.
For providers undergoing certification audit, the assessment includes evaluating the effectiveness of HR systems, the quality of supervision practices, and evidence that workforce planning supports continuity of quality service delivery.
How to customise this template
- Download the Word document and fill in all
{{placeholder}}fields with your organisation's details - Identify risk-assessed roles — map your positions to determine which require NDIS Worker Screening Checks
- Set up a worker screening register — create a centralised register tracking clearance numbers, dates, and expiry
- Define supervision arrangements — specify the type (individual, group, peer, clinical) and frequency for each role level
- Establish mandatory training requirements — list the specific training modules required for your service type
- Set up an EAP arrangement — engage an Employee Assistance Program provider and include their contact details
- Create supporting documents — develop an induction checklist, supervision template, and performance review form
- Cross-reference your other policies — update Section 14 with the specific titles of your related policies
- Schedule annual performance reviews — build the review cycle into your management calendar
Frequently asked questions
Is a human resource management policy required for NDIS registration?
Yes. Human resource management is part of Core Module 1 of the NDIS Practice Standards, which applies to all registered NDIS providers. The Verification Module Required Documentation Guide explicitly lists an HR management policy as a required document. Without one, you cannot pass a verification or certification audit.
What is an NDIS Worker Screening Check?
The NDIS Worker Screening Check is a national check that assesses whether a person poses a risk to people with disability. It is required for all workers in risk-assessed roles — those involving more than incidental contact with NDIS participants. Workers must hold a valid clearance before commencing in a risk-assessed role. The check is administered by state and territory worker screening units.
How often should worker supervision be conducted?
The NDIS Practice Standards require supervision to be appropriate to the worker's role, experience, and the complexity of supports delivered. ClinicComply recommends formal supervision at least monthly for direct support workers, with more frequent supervision during probation and for workers delivering complex or high-risk supports. Supervision should cover practice quality, participant outcomes, professional development, and worker wellbeing.
What mandatory training do NDIS workers need?
At a minimum, all NDIS workers should complete the NDIS Worker Orientation Module ('Quality, Safety and You'), available free from the NDIS Commission website, plus training on the NDIS Code of Conduct, incident reporting, complaints management, work health and safety, and privacy. Additional mandatory training depends on the service type — for example, workers in behaviour support roles need specific training on positive behaviour support and restrictive practices.
How does this policy relate to the Worker Orientation and Induction Procedure?
The Human Resource Management Policy provides the overarching framework for workforce management, including the requirement for orientation and induction. The Worker Orientation and Induction Procedure provides the detailed, step-by-step process for inducting new workers. Both documents are required under the NDIS Practice Standards. ClinicComply provides both as separate templates to allow you to maintain them independently.
What records should be kept in a worker's personnel file?
Personnel files should include application and selection documentation, worker screening clearance records, verified qualifications, signed employment contracts, induction completion records, training records, supervision notes, performance reviews, and any disciplinary documentation. Records must be stored securely in accordance with the Privacy Act 1988 and retained for at least 7 years after the worker's engagement ends.