1. Purpose
This policy establishes Hausmate Pty Ltd's approach to human resource management, ensuring we employ and support a skilled, ethical, and NDIS-compliant workforce. All HR practices align with the NDIS Practice Standards, the NDIS Code of Conduct, the Fair Work Act 2009, and applicable anti-discrimination legislation.
2. Recruitment and Selection
Hausmate is committed to a fair, transparent, and merit-based recruitment process. All recruitment includes:
- A written position description outlining required qualifications, skills, and experience
- Structured interview questions, including questions specifically related to working with people with disability
- A minimum of two professional reference checks
- Verification of relevant qualifications and rights to work in Australia
- Mandatory NDIS Worker Screening Check prior to commencement (see Section 3)
Hausmate does not discriminate on the basis of disability, age, gender, race, religion, sexual orientation, or any other protected characteristic in any recruitment or employment decision.
3. NDIS Worker Screening
Mandatory requirement: All Hausmate workers who are engaged in risk-assessed roles — including all staff who have direct contact with NDIS participants — must hold a current NDIS Worker Screening Check before they can commence work.
- Hausmate verifies the validity of each worker's NDIS Worker Screening Check through the national database prior to commencement and annually thereafter
- Workers whose checks are rejected, revoked, or expire without renewal will be stood down from any role involving participant contact until a current clearance is obtained
- Hausmate also requires all staff to hold a current National Police Check (no older than 3 years) and a Working With Children Check where relevant to the role
4. Induction
All new Hausmate staff complete a structured induction program before providing any services to participants. The induction covers:
- The NDIS Code of Conduct and what it means in practice
- Participant rights and Hausmate's obligations
- Incident reporting and complaints procedures
- Privacy and confidentiality requirements
- Work health and safety obligations and emergency procedures
- Service delivery standards and quality expectations
- Manual handling and chemical handling (relevant to cleaning services)
- Mandatory reporting obligations
Induction completion is documented and signed off by both the staff member and their supervisor.
5. Training and Development
Hausmate is committed to ongoing staff development. Required training includes:
| Training | Frequency |
|---|---|
| NDIS Code of Conduct refresher | Annual |
| Manual handling | Annual |
| First aid and CPR | Every 3 years (CPR annual) |
| WHS induction | On commencement, then annual refresher |
| Incident and complaint reporting | On commencement, then as needed |
| Disability awareness and person-centred practice | On commencement |
Staff are encouraged to pursue further qualifications relevant to disability support and may be eligible for Hausmate study support.
6. Supervision and Performance
All Hausmate staff receive regular supervision:
- New staff — formal supervision monthly for the first 6 months
- Ongoing staff — formal supervision at least quarterly
- Performance reviews — formal annual review with documented outcomes
Supervision sessions include a review of service delivery quality, any incidents or near misses, participant feedback, training needs, and staff wellbeing.
7. Code of Conduct
All Hausmate staff must comply with the NDIS Code of Conduct, which requires workers to:
- Act with respect for individual rights to freedom of expression, self-determination, and decision-making
- Respect the privacy of people with disability
- Provide supports and services in a safe and competent manner with care and skill
- Act with integrity, honesty, and transparency
- Promptly take steps to raise and act on concerns about matters that might have an impact on the quality and safety of supports
- Take all reasonable steps to prevent and respond to all forms of violence against, and exploitation, neglect, and abuse of, people with disability
- Take all reasonable steps to prevent and respond to sexual misconduct
8. Disciplinary Process
Breaches of the Code of Conduct or Hausmate policies will be addressed through a fair and documented disciplinary process. Serious misconduct — including abuse, neglect, assault, or exploitation of a participant — will result in immediate suspension pending investigation, and may result in termination and mandatory reporting to the NDIS Commission and/or police.
9. Staff Wellbeing
Hausmate recognises that staff wellbeing is essential to the delivery of quality supports. Initiatives include regular check-ins, access to an Employee Assistance Program (EAP), a safe process for raising workplace concerns, and proactive management of workloads and rosters.