Recruitment and Onboarding Audit - Supported Living

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