What should be checked?
A staff file audit should separate recruitment evidence from ongoing employment and competency evidence.
- Identity and right-to-work evidence.
- Application form, interview notes and employment history checks.
- References and verification records.
- DBS, PVG or disclosure evidence appropriate to country and role.
- Contract, job description and role-specific documents.
- Induction, mandatory training and refresher training.
- Supervision, appraisal and competency checks.
- Professional registration where relevant.
What should providers monitor over time?
Staff compliance is not finished once recruitment is complete. Providers should monitor training refreshers, supervision frequency, competency checks, disclosure renewal policy, professional registration and role changes.
What changes for Scotland?
Scottish services should consider PVG and Scottish regulator expectations rather than assuming England-only DBS language applies. The audit template should be adapted to the provider's country and roles.
Practical next step
Audit a sample of staff files and record missing evidence, expiry dates and actions in one tracker.
Sources to review
Regulatory guidance changes. Use these sources as review points before treating this guide as policy or legal advice.