If you run a small SIL operation, your HR documentation is what auditors look at hardest. The NDIS Practice Standards Core Module Outcome 2.6 (Human Resources) has fourteen evidence items spread across recruitment, screening, induction, training, supervision, and ongoing performance management. Eleven distinct documents support these evidence items. Most small providers have two or three. Closing that gap is what this article is for.
Why HR is the heaviest Practice Standards Outcome
Auditors interview staff during the audit, not just read documents. The HR Outcome covers everything that touches "who is delivering supports and how do you know they're qualified to do it?" If your Worker Screening Register is incomplete, or your induction checklist isn't signed, or staff describe a different supervision process from the one the policy describes, that's a non-conformity in an area where auditors expect tight evidence. Our breakdown of why SIL providers fail NDIS audits lists worker screening gaps as one of the five most common failure patterns.
The 11 NDIS-compliant HR templates
Here are the 11 HR documents in the Complete SIL Kit, each tied to the Outcome 2.6 evidence items it supports:
| Template | What it covers |
|---|---|
| Human Resources Policy | Operating principle for recruitment, retention, performance, separation. The umbrella policy under which the other HR docs sit. |
| Recruitment & Selection Policy | Defines reference checks, interview process, NDIS Worker Screening Check (WSC) pre-condition, conditional offer language. |
| Worker Screening Policy | WSC requirements, who is risk-assessed, supervision plan during conditional employment, renewal monitoring. |
| Worker Screening Register | Running list of every staff member with WSC clearance number, issue date, renewal date, status flags. |
| Position Description — SIL Support Worker | The role description. Hours, on-call expectations, reporting line, qualifications, NDIS Code of Conduct obligations. |
| Staff Induction Checklist (26-item) | Day-one orientation. Policies the new staff member must read, training they must complete, sign-offs collected. |
| Code of Conduct Acknowledgement | Signed confirmation each staff member has read the NDIS Code of Conduct. Updated annually. |
| Code of Conduct Training Register | Running list of who completed Code of Conduct training, when, and who delivered it. |
| Supervision Policy + Supervision Record Template | Two documents. The policy sets supervision frequency; the record template captures each supervision session (date, topics, action items, signatures). |
| Performance Review Template | Annual review structure. Linked to the supervision record so auditors can trace performance issues from supervision to review. |
| Training Register / Matrix | Master matrix showing every staff member by row, every required training by column, with completion dates and renewal dates. |
That's the full HR documentation surface. Eleven documents, fourteen Outcome 2.6 evidence items. If you're missing any one of them, auditors will ask why during the document review hour.
The HR questions auditors ask first
During the staff interview portion of audit, auditors typically open with three questions that test your HR documentation:
- "Walk me through your induction." The staff member describes what they did on day one. If they describe something different from what the Induction Checklist says, that's the policy-practice gap (covered in reason 5 of why audits fail).
- "When was your last supervision session and what did you discuss?" The staff member should be able to name a recent session. The Supervision Record should confirm the session. The policy should match the frequency (typically monthly or 6-weekly).
- "What training have you completed and when?" The staff member should be able to name 3-5 trainings; the Training Register should confirm dates and renewal dates. Missing or expired trainings are immediate non-conformities.
The fix for all three is the same: customise the templates to your actual operation, run staff training using the customised versions, capture signed acknowledgements at every step. The kit's customisation README (Doc 65) walks through the loop. For the broader audit-day prep, see our cornerstone SIL Audit Survival Guide.
The worker screening renewal cycle starting 2026
One HR-specific issue worth flagging for 2026: the first batch of NDIS Worker Screening Check (WSC) clearances issued in 2021 reach their 5-year renewal in 2026. Providers who issued clearances in their first registration round are now hitting the renewal window. The Worker Screening Register needs a flag column for any worker whose clearance lapses within 90 days — automate the renewal-warning loop and the audit-day question ("How do you track WSC expiry?") becomes routine.
An unchecked worker in a risk-assessed role isn't just a paperwork issue — it's a direct safety risk to participants. Auditors treat this as a major non-conformity. Build the renewal-tracking habit before audit, not during it.
All 11 HR templates, plus 54 more
The Complete SIL Kit ships with every HR template in this article plus 54 more covering the full Practice Standards. $297 early bird (GST-inclusive AUD). 30-day guarantee.
Buy the Complete SIL Kit →Implementation tips for HR templates
Three practical tips from the implementation side that aren't obvious from the templates alone:
- Sign the Code of Conduct Acknowledgement on the same day as the Induction Checklist. Same date, same signature block. Auditors look for chronological consistency — staff member signed induction 1 March, signed code of conduct 4 weeks later, raises questions about whether induction actually included the Code.
- Treat the Training Matrix as a calendar, not a spreadsheet. Every cell has a completion date AND a renewal date. CPR is annual; First Aid is 3-yearly; manual handling is whatever your organisation sets. The matrix shows you who's due for renewal next week, not just who's qualified today.
- Supervision frequency in the policy should match the frequency in the records. If the policy says "monthly supervision" but you only have records for every six weeks, the auditor will flag it. Either revise the policy (defensible — many small SIL providers run 6-weekly supervision) or revise the practice. Make them match.
For the broader business-side templates that sit alongside HR (Governance Framework, Service Agreement, Org Chart), see NDIS business documentation templates. For the complete starter sequence if you're a new provider, see NDIS document templates for new providers. For the daily shift-note documentation that proves practice on the floor, the free NDIS Notes Rewriter rewrites support-worker notes into Practice-Standard-aligned language.
Next steps
If your audit is approaching and your HR documentation is patchy, prioritise in this order: Worker Screening Register first (single biggest non-conformity risk), then Position Descriptions + Code of Conduct Acknowledgement, then Training Matrix, then Supervision Policy + Records. The Complete SIL Kit ($297 early bird) ships with all 11 HR templates in this article, plus the customisation README walking through how to roll each one out. 30-day guarantee, GST-inclusive AUD.
For the cost comparison of buying templates vs paying a consultant, see NDIS consulting vs DIY. For the full Practice Standards mapping across all 74 documents, the cornerstone SIL Audit Survival Guide walks through every Outcome.
Important: This article provides general guidance about NDIS compliance requirements. It is not legal or professional advice. Requirements may change as the NDIS Commission updates its policies and Practice Standards. Always verify current requirements with the NDIS Quality and Safeguards Commission or a registered NDIS consultant before making compliance decisions.