NDIS Support Worker Induction Checklist: 26 Items Every New Worker Must Complete

Why a Structured Induction Matters for NDIS Compliance

The NDIS Practice Standards Core Module, Outcome 2.6 (Human Resource Management) requires that providers have an induction process that ensures workers are prepared for their role before they begin delivering supports. This is not a suggestion — it is a condition of registration that auditors specifically assess during certification and mid-term audits.

A well-structured induction achieves several critical objectives:

• Participant safety: workers who understand emergency procedures, incident reporting obligations, and participant-specific support needs before they work unsupervised are less likely to cause or fail to prevent harm
• Compliance evidence: a signed induction checklist in every worker's personnel file demonstrates that your organisation has a systematic process for preparing workers — a key audit requirement
• Reduced risk: workers who understand their obligations under the NDIS Code of Conduct, professional boundaries, and mandatory reporting requirements from day one are less likely to engage in conduct that puts your registration at risk
• Workforce retention: workers who feel properly prepared and supported during their first weeks are more likely to stay — reducing the cost and disruption of turnover in a sector already facing workforce shortages

The NDIS Quality and Safeguards Commission has identified inadequate worker induction as a contributing factor in multiple reportable incidents. When things go wrong and a worker claims they "didn't know" the correct procedure, one of the first questions an investigator will ask is: "What was covered in their induction, and can you prove it?"

Day-One Induction Items (Before First Unsupervised Shift)

These items must be completed on the worker's first day — before they deliver any unsupervised support. They represent the minimum safety requirements for a new worker entering your service.

• 1. Worker Screening Check verification — confirm the worker's NDIS Worker Screening Check clearance on the NDIS Worker Screening Database. Record the clearance number, expiry date, and verification date in your Worker Screening Register (Doc 44 in the Complete SIL Kit).
• 2. Right to work verification — verify the worker's right to work in Australia via VEVO check or sighting of citizenship/residency documentation. Take a copy for the personnel file.
• 3. NDIS Worker Orientation Module — confirm completion of the NDIS Worker Orientation Module. If not yet completed, the worker must complete it on day one before commencing any support delivery. File the certificate of completion.
• 4. NDIS Code of Conduct acknowledgement — present the NDIS Code of Conduct, explain each element, and have the worker sign the Code of Conduct Acknowledgement form (Doc 31). This form must be retained in the personnel file.
• 5. Position description review and sign-off — review the worker's position description in detail. Ensure the worker understands their duties, reporting lines, and essential requirements. Have them sign to confirm receipt and understanding.
• 6. Emergency procedures orientation — walk the worker through all emergency procedures including evacuation routes, assembly points, fire extinguisher locations, first aid kit locations, emergency contact numbers, and the process for calling emergency services.
• 7. WHS induction — cover workplace health and safety obligations including hazard identification and reporting, incident reporting procedures, PPE requirements, and the location of WHS documentation. This should be specific to each work site.
• 8. Incident reporting overview — explain the organisation's incident reporting process, including what constitutes a reportable incident under the NDIS Act 2013, who to notify, timeframes for reporting, and where to find the Incident Report Form (Doc 26).
• 9. Safeguarding and mandatory reporting — explain the worker's mandatory reporting obligations, including how to identify and report suspected abuse, neglect, or exploitation of participants. Cover the organisation's Safeguarding Policy and the worker's obligation to report directly to the NDIS Commission if they believe the organisation is not responding appropriately.
• 10. Key and security code distribution — issue any keys, security codes, or access cards required for the role. Record what was issued and have the worker sign an acknowledgement.

Week-One Items (First Five Working Days)

These items should be completed within the first week of employment. They build on the day-one foundation and prepare the worker for independent practice.

• 11. Participant-specific training — detailed training on each participant the worker will support, covering their individual support plan, communication needs, personal care preferences, dietary requirements, mobility and manual handling needs, and any behaviours of concern. This is covered in more detail in the section below.
• 12. Medication competency assessment — if the worker will administer medications, they must complete a medication competency assessment before administering any medications unsupervised. This includes understanding the Medication Administration Record (MAR), the six rights of medication administration, and the organisation's Medication Management Policy (Doc 19).
• 13. Manual handling training — site-specific manual handling training covering the use of hoists, slide sheets, standing frames, and any participant-specific transfer techniques. Workers should not perform manual handling without completing this training.
• 14. Infection control procedures — training on standard precautions, hand hygiene, PPE use, and the organisation's Infection Control Policy (Doc 22). This is particularly important in SIL settings where workers assist with personal care.
• 15. Documentation and progress notes training — explain your organisation's documentation standards, including how to write NDIS-compliant progress notes, what must be recorded on every shift, and where documentation is stored. Our free Notes Rewriter tool can help new workers learn to write notes that meet NDIS standards.
• 16. Shift handover procedures — explain the handover process including what information must be communicated at each handover, how to complete handover documentation, and the process for escalating concerns identified during handover.
• 17. Shadow shifts — the new worker should complete at least two shadow shifts with an experienced worker, observing support delivery, documentation, and participant interactions before working independently.
• 18. Complaints and feedback process — explain how participants, families, and workers can raise complaints or provide feedback, and the worker's role in supporting participants to access complaint mechanisms.

Organisational Policies and Procedures Review

During the first week, the new worker must review and acknowledge the organisation's key policies and procedures. This does not mean handing them a folder and asking them to sign — it means ensuring they understand the practical implications of each policy for their day-to-day work.

The following policies should be covered during induction, with signed acknowledgement that the worker has read and understood each one:

• 19. Privacy and Confidentiality Policy — how to handle participant personal information, what can and cannot be shared, and with whom
• 20. Person-Centred Support Policy — what person-centred practice looks like in daily support delivery, participant choice, and informed consent
• 21. Professional boundaries — what constitutes appropriate and inappropriate conduct, gift policies, social media policies, and dual relationship prohibitions
• 22. Cultural Safety Policy — respecting cultural diversity, supporting Aboriginal and Torres Strait Islander participants, and accommodating cultural and religious practices
• 23. Risk Management Policy — how to identify, report, and manage risks in the support environment

Participant-Specific Training

Generic induction covers organisational systems and processes. Participant-specific training ensures the worker can safely and effectively support each individual participant they will work with. This is arguably the most important part of the induction because it directly impacts participant safety and quality of support.

For each participant the new worker will support, the following must be covered:

Participant-specific training should be delivered by an experienced worker or supervisor who knows the participant well. Where possible, include the participant themselves in the introduction — this respects their autonomy and helps establish a positive working relationship from the outset.

Probation Period and Ongoing Assessment

The induction period does not end when the checklist is signed. A robust induction process includes a formal probation period during which the worker's competency, conduct, and suitability are assessed before they are confirmed in the role.

• 24. Probation period commencement — confirm the probation period length (typically 3-6 months) and explain the assessment criteria. The worker should understand that their performance, conduct, adherence to policies, and participant feedback will be assessed during this period.
• 25. Ongoing mandatory training schedule — provide the worker with a schedule of mandatory training they must complete during probation and on an ongoing basis. This typically includes annual refresher training in First Aid, CPR (annual), manual handling, infection control, incident management, and the NDIS Code of Conduct.
• 26. Probation review — schedule a formal probation review meeting at the end of the probation period. Use the Performance Review Template (Doc 34 in the Complete SIL Kit) to structure the assessment. Document the outcome — whether the worker is confirmed, the probation period is extended, or employment is not continued.

Mid-Probation Check-In

Best practice is to conduct a mid-probation check-in at the halfway point (e.g., 6 weeks if the probation period is 3 months). This gives the worker feedback on their performance and an opportunity to raise any concerns or training needs. It also creates an early intervention point if performance issues are emerging.

Under the Fair Work Act 2009

The probation period has legal implications under the Fair Work Act 2009. The minimum employment period before unfair dismissal protections apply is:

• 6 months for employers with 15 or more employees
• 12 months for small business employers with fewer than 15 employees

This does not mean you can dismiss a worker without reason during probation — you still have obligations around unlawful termination, discrimination, and adverse action. But it does give you greater flexibility to end employment if the worker is not meeting the requirements of the role, provided the termination is fair and procedurally correct.

Induction Sign-Off and Documentation Requirements

The induction checklist is only as valuable as its documentation. Auditors do not just check that an induction occurred — they check that it was documented, dated, and signed by both the worker and the person who delivered the induction.

What Must Be Documented

For each induction item, the following should be recorded:

• The specific item covered (e.g., "NDIS Code of Conduct — all elements reviewed and discussed")
• The date it was completed
• The worker's signature or initials confirming they received and understood the training
• The inductor's signature or initials confirming they delivered the training
• Any notes about follow-up actions required (e.g., "medication competency to be assessed after two shadow shifts")

File Management

The completed induction checklist must be filed in the worker's personnel file and should be easily accessible for auditors. Best practice is to keep both a hard copy (signed original) and a digital copy (scanned). The induction record should cross-reference to supporting documents such as:

• Worker Screening Check clearance letter or database verification record
• NDIS Worker Orientation Module certificate
• Signed Code of Conduct Acknowledgement form
• First Aid and CPR certificates (with expiry dates)
• Qualification certificates
• Signed policy acknowledgement forms
• Medication competency assessment record
• Manual handling competency assessment record

Template Structure

An effective induction checklist should be structured in phases — day one, week one, and probation — with clear columns for the item description, date completed, worker initial, and inductor initial. It should include a final sign-off section where both parties sign to confirm that all items have been completed and the worker is ready to commence independent practice.

The Staff Induction Checklist (Doc 32) in the Complete SIL Kit follows this exact structure and is mapped to the NDIS Practice Standards requirements that auditors assess.

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Summary: The 26-Item Checklist at a Glance