Recruitment and Onboarding Audit - Supported Living
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- Q1: Is there a recruitment policy in place aligned with safer recruitment standards and CQC regulations?
- Q2: Are job adverts and role descriptions designed to attract values-driven, person-centred applicants?
- Q3: Are recruitment processes adapted to reflect the ethos and specific needs of supported living (e.g., tenant choice, autonomy)?
- Q4: Are all application forms reviewed for gaps in employment, accuracy, and alignment with role expectations?
- Q5: Are references from previous employers (including most recent) obtained and verified before start?
- Q6: Is an enhanced DBS check completed and reviewed before staff work unsupervised with tenants?
- Q7: Are right to work and identity checks carried out and documented in line with legal requirements?
- Q8: Are applicants assessed on values, understanding of independence, and safeguarding during interviews?
- Q9: Are interviews or trial shifts used to assess candidate suitability for the supported living setting?
- Q10: Are staff informed of and agree to uphold tenants’ rights, choice, and dignity as part of onboarding?
- Q11: Are employment contracts issued before the start date and reviewed with the new employee?
- Q12: Is a structured induction programme delivered to all new starters, covering all mandatory and role-specific topics?
- Q13: Are new staff paired with experienced team members or mentors during their induction period?
- Q14: Are competency assessments completed during onboarding, especially in areas like medication, boundaries, and lone working?
- Q15: Is supported living-specific training (e.g., enablement, PBS, tenancy rights) included in induction?
- Q16: Are probation periods defined, supported, and reviewed with clear expectations and feedback?
- Q17: Are new staff given time to learn about tenants’ needs, preferences, and individual support plans?
- Q18: Are induction records reviewed by managers and stored for compliance tracking?
- Q19: Are new staff given access to key policies and expected to understand safeguarding, escalation, and confidentiality protocols?
- Q20: Are agency staff subject to the same recruitment checks and induction expectations (via agency or in-house validation)?
- Q21: Are staff introduced to the tenants and home environment in a respectful, phased manner?
- Q22: Are tenant preferences for staff (e.g., gender, personality, cultural understanding) considered during recruitment and rostering?
- Q23: Are onboarding processes inclusive and adapted for neurodivergent or disabled staff where needed?
- Q24: Is feedback from new starters collected to review and improve the onboarding experience?
- Q25: Are retention trends monitored to evaluate the effectiveness of recruitment and induction processes?
- Q26: Are recruitment decisions signed off by a manager with safeguarding knowledge and authority?
- Q27: Is staff performance reviewed early during onboarding to identify support needs or suitability concerns?
- Q28: Is onboarding monitored in quality assurance systems and reported in governance meetings?