The whole people lifecycle, on the platform that runs care.
Onboarding and screening, a competency matrix, Fair Work casual conversion, AHPRA clinical supervision, performance, training and a staff self-service portal — all on the same record as rostering, care minutes and compliance. Not a generic HR tool bolted on the side.
The Problem
A generic HR tool doesn’t know aged care.
Compliance hides in renewal dates.
Police checks, NDIS worker screening, AHPRA registration, mandatory training — each on its own clock. A single lapsed credential on a rostered worker is a compliance breach waiting for an audit to find it.
Fair Work changed the casual rules.
The Employee Choice pathway means casual conversion isn't optional admin. Consultation has to be logged, refusal grounds documented, and eligibility tracked — across a workforce that turns over.
HR lives in a different system to care.
When onboarding, competency and supervision sit in a generic HR tool, the people data never connects to the roster, the care minutes, or the compliance record. Two systems, two versions of the truth.
The People Lifecycle
Hire, develop, and keep compliant.
ONBOARD + SCREEN
From offer to floor-ready, tracked.
Structured onboarding captures right-to-work (VEVO), documents and credentials, and assigns mandatory training automatically. Police checks, NDIS worker screening and AHPRA registration are monitored with escalating expiry alerts, so no one is rostered on a lapsed clearance.
- Right-to-work (VEVO) and document capture on onboarding
- Screening + credential expiry with escalating alerts
- Mandatory training auto-assigned on hire
COMPETENCY MATRIX
Know who is capable of what — and prove it.
A skills and competency matrix records each worker's capabilities and certifications, with verification, so capability is a managed fact rather than an assumption. Roster decisions can respect who is actually qualified for a shift.
- Capabilities and certifications recorded and verified
- Competency visible across the workforce at a glance
- Qualification-aware rostering and shift matching
FAIR WORK + AHPRA
The obligations a generic HR tool misses.
Statura is built for the obligations specific to aged care and Australian employment law. The Fair Work Employee Choice / casual conversion pathway is managed with consultation logging and documented refusal grounds. AHPRA clinical supervision sessions are logged for nurses on restricted registration. Performance reviews and improvement plans round out the lifecycle.
- Fair Work casual conversion (s.66AAC) with consultation logging
- AHPRA / NMBA clinical supervision session records
- Performance reviews, probation and improvement plans
The Third App Surface
A self-service portal for staff and contractors.
Alongside the manager dashboard, the care worker app and the family portal, every worker gets a self-service portal — so routine HR requests don’t land on a coordinator’s desk.
- Roster, leave requests, timesheets and hours
- Training, course completions and certificates
- Policy library with read-and-acknowledge
- Casual-conversion and onboarding tasks (incl. super)
Workforce & HR comes with the workforce module set.
Onboarding, competency, casual conversion, clinical supervision, training and the self-service portal are part of the workforce capabilities on the Professional tier and above, and on the Home Care plans. See the pricing page for the full breakdown.
FAQs
Workforce & HR, answered.
Is this a full HR system or just credential tracking?
It's the full people lifecycle for aged care: structured onboarding with right-to-work capture, screening and credential monitoring, a skills and competency matrix, Fair Work casual conversion, AHPRA clinical supervision, performance reviews and improvement plans, offboarding, and a staff self-service portal — all on the same platform as rostering, care minutes and compliance.
How does Statura handle Fair Work casual conversion?
The Employee Choice / casual conversion pathway under the Fair Work Act 2009 (s.66AAC) is managed with consultation logging and documented refusal grounds, and a workforce-obligations view tracks conversion eligibility across your casual workforce. It treats casual conversion as the ongoing legal obligation it is, not a one-off form.
What is clinical supervision tracking for?
Registered and enrolled nurses on restricted or supervised registration have AHPRA / NMBA reflective-practice and supervision obligations. Statura logs clinical supervision sessions against the worker's record, so the evidence that supervision requirements are being met is captured as it happens rather than reconstructed at renewal.
What can staff do in the self-service portal?
Workers get a self-service portal for their roster, leave, timesheets and hours, their training courses, completions and certificates, the policy library with read-and-acknowledge, and onboarding and casual-conversion tasks. Contractors get an equivalent portal for their shifts, invoices and compliance evidence.
How does this connect to rostering and care minutes?
Because workforce, HR and rostering share one operating record, worker qualifications and competencies inform who can be rostered to a shift, and the hours rostered feed directly into care-minutes compliance and payroll. The people data and the operational data are the same data.
Point tool vs one platform
HR that can't see the roster can't protect the first shift.
A standalone HR tool
- Onboarding, screening and credentials disconnected from rostering
- Nothing stops an incomplete onboarding from being rostered
- Offboarding doesn't cleanly revoke access
- Manual reconciliation between HR records and who's working
Inside Statura
- Controlled onboarding and offboarding with screening orchestration
- First-shift blocking until required steps are complete
- Screening and credential expiry blocks shift assignment
- Hire-to-retire in the same system that rosters and pays
Best-in-class on its own — and one of seven connected pillars on a single platform. Buying the point tool means buying the integration problem too.
See how the journey connectsMove toward one operating platform, one phase at a time.
Statura is designed to land cleanly inside the way providers already operate. Start with the workflow under pressure, keep the systems that still need to stay, and expand into the broader platform on your timeline. Every phase adds more signal to the live compliance view your leaders use to see risk, evidence and performance in real time.
Free trial available on Compliance Essentials (12 modules). No credit card required.
Want a lower-commitment first step? Start the Compliance Essentials free trial →
Not sure which module to land first? Take our free compliance assessment →