Recruitment and Onboarding Audit - Domiciliary Care

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  • Is there a documented recruitment policy in line with CQC regulations and safer recruitment standards?
  • Are application forms fully completed and checked for accuracy and gaps in employment?
  • Are all employment gaps accounted for and investigated with documented explanations?
  • Are at least two written references obtained, including one from the most recent employer?
  • Are references verified and their authenticity checked before employment is confirmed?
  • Is a current, enhanced DBS check obtained before a new staff member starts working?
  • Is there a system to monitor and renew DBS checks in line with organisational policy?
  • Are checks made against the Adult Barred List and other relevant registers?
  • Is the right to work in the UK verified and documented for every applicant?
  • Are identity documents checked, copied, and retained in line with GDPR and audit trails?
  • Are staff recruited based on values as well as skills to ensure person-centred care delivery?
  • Are interview questions designed to assess safeguarding awareness and ethical decision-making?
  • Is there a standard scoring system or notes recorded for interview decisions?
  • Is there a structured induction programme in place covering all mandatory topics?
  • Do new staff receive training before delivering any care (e.g., safeguarding, moving and handling, IPC)?
  • Are staff supervised and shadowed before working unsupervised in people’s homes?
  • Are staff competency checks carried out during and after induction?
  • Is a probation period defined, reviewed, and documented with feedback from supervisors?
  • Is there a buddy or mentoring system to support new staff during the first few weeks?
  • Are employment contracts issued and signed before staff begin working?
  • Are job descriptions clear and understood by staff before employment begins?
  • Are risk assessments carried out for new staff where applicable (e.g., lone working, health needs)?
  • Are training certificates from previous roles checked for relevance and authenticity if accepted?
  • Are agency staff and contractors subject to the same rigorous checks as permanent staff?
  • Is induction training logged and tracked to ensure full completion?
  • Do staff receive training on policies and procedures specific to domiciliary care?
  • Are personal records stored securely and only accessed by authorised personnel?
  • Are recruitment decisions reviewed and signed off by a senior manager or registered person?
  • Is there a process in place for re-checking suitability for employment during probation and beyond?
  • Is staff feedback on the onboarding experience collected and used to improve the process?