Keep worker screening and renewals in view.

• Current Department guidance recognises a police certificate no older than three years or an NDIS Worker Screening Clearance. Check the applicable requirements, including disqualifying offences and any separate NDIS role obligations.
• Use the current Rules to assess special circumstances. Pending-check arrangements and student placements have specific conditions; a supervisor approval in software does not establish a legal exception.
• Include directly engaged and associated-provider workers within the applicable workforce review. Agree who obtains, verifies and maintains evidence.
• Review Code of Conduct obligations and role-appropriate qualifications, skills and training alongside screening. These are separate parts of workforce oversight.
• Keep screening evidence and the identity and date of the person who checked it. Respond to changes in clearance or suitability between renewals.

Reference: Aged Care Act 2024 s 152; Aged Care Rules 2025 ss 152-20–152-25 and 154-905; Department worker-screening guidance, checked 25 September 2026. CHSP and NATSIFACP service arrangements have distinct provisions.

• Requiring both a police certificate and an NDIS clearance by default, without checking the applicable pathway.
• Treating an uploaded certificate as verified evidence without recording the review.
• Leaving renewal responsibility unclear between the provider, worker and agency.
• Confusing a historical Code acknowledgement with completion of the currently assigned version.
• Waiting for an expiry reminder when a new suitability concern needs an immediate response.

• The worker-screening dashboard brings recorded check types, compliance status and expiry information together, with links to the underlying worker records.
• Screening records hold check dates, reference details, issuing authority, jurisdiction and verification information. Review supporting evidence through the permitted access controls.
• The screening email workflow checks active non-AHPRA records due within 30 days and seven days, plus expired records. Assign renewal follow-up and confirm recipients during implementation.
• Code of Conduct records distinguish the published policy version, assignments and acknowledgements. Review linked training separately.
• Roster candidate review distinguishes eligible, blocked, unverified and override-available results. Use the reason and current evidence to resolve a specific assignment; confirm your service and configuration in a demonstration.
• Use a fictional worker with an approaching expiry to follow the complete process: identify the record, verify replacement evidence and review readiness for the next assignment.

Use these records to structure your evidence review. In your demonstration, check their history, attribution and export options against your organisation's requirements:

• Recorded screening type, status, issue and expiry dates, authority and jurisdiction.
• Verification information and supporting record references for review by authorised users.
• Current Code assignments and acknowledgements, with earlier history kept distinct.