Recruitment and Onboarding Audit - Supported Living

Evidence to check

• • Recruitment policy is current and aligned with safer recruitment and CQC expectations
• • Policy reflects supported living risks such as lone working, tenant rights, boundaries and safeguarding
• • Recruitment practice matches the written policy
• • Managers can explain how recruitment decisions protect tenants

Evidence to check

• • Job adverts describe supported living values, not only care tasks
• • Role descriptions include enablement, choice, independence and tenant rights
• • Adverts are inclusive and realistic about the role
• • Applicants are told about lone working, community support and boundaries

Evidence to check

• • Interview questions include supported living scenarios
• • Recruitment checks consider suitability for lone working and tenant-led support
• • Applicants are assessed on ability to support independence rather than take over
• • Recruitment process reflects the specific needs of the service and tenants

Evidence to check

• • Completed application forms are available
• • Employment history is checked for gaps and inconsistencies
• • Gaps are explored and explanations recorded
• • Concerns are reviewed before appointment decisions are made

Evidence to check

• • At least two references are obtained where required by policy
• • Most recent employer reference is included or rationale recorded if not available
• • References are verified for authenticity where possible
• • Concerns, vague references or inconsistencies are followed up

Evidence to check

• • Enhanced DBS record is on file with certificate number and date
• • Adult barred list check completed where the role is eligible
• • DBS outcome is reviewed before unsupervised work
• • Risk assessment completed for any disclosures or delayed checks

Evidence to check

• • Right to work evidence or online check is recorded
• • Identity documents are checked and match DBS and employment records
• • Time-limited right to work is tracked for expiry
• • Documents are stored securely and in line with data protection requirements

Evidence to check

• • Interview notes include values-based questions
• • Safeguarding and ethical decision-making scenarios are used
• • Applicants are asked about dignity, choice, autonomy and boundaries
• • Interview scoring or notes justify why the applicant is suitable

Evidence to check

• • Candidate assessment records are available
• • Trial or observation activities are supervised and risk-assessed
• • Tenant consent and dignity are considered if candidates meet tenants
• • Feedback from staff or tenants is considered appropriately

Evidence to check

• • Induction includes supported living values and tenancy rights
• • Staff sign or acknowledge code of conduct or values statement
• • New staff can explain how they respect a tenant’s home and choices
• • Managers challenge institutional or controlling attitudes early

Evidence to check

• • Signed employment contract on file
• • Contract matches the role and working arrangements
• • Staff understand conduct, confidentiality, working hours and role expectations
• • Any conditional employment arrangements are clearly recorded

Evidence to check

• • Induction checklist or programme completed
• • Mandatory topics include safeguarding, MCA, IPC, health and safety, medication, moving and handling and confidentiality where relevant
• • Supported living topics include tenancy rights, boundaries, positive risk-taking and enablement
• • Induction is completed before staff work independently where required

Evidence to check

• • Buddy or mentor allocation recorded
• • Shadowing records are completed
• • New staff receive feedback during induction
• • Concerns identified during shadowing lead to additional support or restrictions

Evidence to check

• • Competency assessments include observation or practical questioning
• • Medication competency completed where staff support medicines
• • Lone working and boundary understanding are checked
• • Staff are not allocated tasks until competence is confirmed

Evidence to check

• • Induction content includes supported living principles
• • Staff understand the difference between supported living and care home practice
• • Training includes respecting visitors, relationships, choices and private space
• • Staff can explain how they support independence rather than take control

Evidence to check

• • Probation review records are completed
• • Feedback from supervisors, mentors, tenants or families is considered where appropriate
• • Concerns are addressed through support, training or formal action
• • Probation is extended or employment reviewed where suitability concerns remain

Evidence to check

• • New staff read current support plans and risk assessments
• • Staff are briefed on tenant-specific preferences and risks
• • Shadowing includes introductions to tenants where appropriate
• • Staff can explain key needs and preferences before lone working

Evidence to check

• • Induction records are complete and signed off
• • Manager review is recorded
• • Outstanding induction actions are tracked
• • Records are stored securely and are audit-ready

Evidence to check

• • Policy acknowledgement records
• • Staff can explain safeguarding and escalation routes
• • Confidentiality and data protection expectations are understood
• • Scenario questions or supervision confirm understanding

Evidence to check

• • Agency compliance confirmation includes DBS, right to work, references and training
• • Local induction completed before first shift
• • Agency staff are briefed on tenant-specific needs, risks and preferences
• • Provider verifies assurance rather than relying only on agency statements

Evidence to check

• • Introductions or shadowing are planned where possible
• • Tenants are informed about new staff in a way that suits them
• • Tenant consent, comfort and dignity are considered
• • Feedback from tenants about new staff is listened to and acted on

Evidence to check

• • Support plans record relevant staff preferences, such as gender, communication style, culture or personality fit
• • Rota decisions consider preferences where possible
• • Reasons are recorded where preferences cannot be met
• • Preferences are balanced with fairness, safety and equality requirements

Evidence to check

• • Reasonable adjustments are offered and recorded where appropriate
• • Training and induction formats are accessible
• • Managers check understanding in a supportive way
• • Staff feedback shows onboarding is inclusive and fair

Evidence to check

• • New starter feedback forms or supervision notes
• • Feedback themes are reviewed by managers
• • Changes are made to onboarding where gaps are identified
• • New staff report feeling prepared and supported

Evidence to check

• • Retention and turnover data is reviewed
• • Exit interview themes are analysed
• • Early leaver reasons are linked back to recruitment or induction quality
• • Actions are taken to improve recruitment, onboarding or staff support

Evidence to check

• • Recruitment checklist signed off by authorised manager
• • Outstanding checks are clearly identified and risk-assessed
• • Safeguarding suitability is considered before appointment
• • Start date is authorised only when required checks are complete or safely controlled

Evidence to check

• • Early supervision and probation records
• • Spot checks or observations completed during onboarding
• • Tenant or mentor feedback considered where appropriate
• • Support, retraining or restrictions put in place where concerns arise

Evidence to check

• • Governance reports include recruitment and onboarding data
• • Induction completion, competency sign-off and probation outcomes are reviewed
• • Patterns in recruitment gaps, early incidents or turnover are analysed
• • Improvement actions are tracked and reviewed

Evidence to check

• • Recruitment audits check the quality of completed files
• • References are meaningful and relevant, not generic or unchecked
• • Employment gap explanations are reasonable and signed off
• • DBS risk assessments are detailed where disclosures exist

Evidence to check

• • Induction covers separation of care and housing responsibilities
• • Staff know how to escalate housing repairs, tenancy issues and environmental risks
• • Staff do not act outside their role or take over tenant responsibilities unnecessarily
• • Support plans make responsibilities clear where relevant

Evidence to check

• • Recruitment and onboarding audits link findings to tenant safety and outcomes
• • Early incidents involving new staff are reviewed for onboarding learning
• • Tenant feedback is considered where appropriate
• • Learning from recruitment issues leads to changes in practice