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KindPath Collective Inc

Human Resource Management Policy

Version 1.0 | Effective: 29 August 2026 | Review: 29 August 2027 | Owner: Director

1. Purpose

To ensure everyone delivering support on KindPath’s behalf — employed, contracted, volunteer, or family member — is suitable, screened, inducted, supervised and supported to do the work safely.

2. Legislative and standards basis

  • NDIS Practice Standards, Module 2: Governance and Operational Management — Human resource management.
  • NDIS Worker Screening Check requirements (NDIS Practice Standards; National Disability Insurance Scheme (Practice Standards — Worker Screening) Rules 2018).
  • Child Protection (Working with Children) Act 2012 (NSW) — Working With Children Check, if supporting anyone under 18.
  • Fair Work Act 2009 (Cth) — general employment obligations for anyone engaged as an employee.

3. Policy statement

Every person delivering KindPath support — including a family member of the Director — meets the same minimum screening, induction and supervision standard before working unsupervised with a participant. Being a family member does not substitute for screening, training, or supervision; if anything, it requires the same rigour plus explicit attention to the boundary risks that come with an existing personal relationship (see the Independence and Informed Choice Policy and Sexual Harassment and Bullying Prevention Policy).

4. Screening (priority action — currently a gap, see Risk Register)

  • NDIS Worker Screening Check obtained before a worker provides support to any participant, and kept current.
  • Working With Children Check obtained for any worker who may support a participant under 18.
  • Until screening is confirmed in place for a given worker, that worker’s contact with participants is treated as a documented, accepted interim risk, sign off by the Director, with a firm date to close the gap — not an indefinite arrangement.

5. Induction

Every worker, before supporting a participant, is walked through (at minimum): this governance folio’s Module 1 policies, the Safeguarding Policy, the Sexual Harassment and Bullying Prevention Policy, the WHS Policy, and the specific participant’s support plan and any documented boundary agreements.

6. Supervision

  • Family-member and informal workers receive regular, explicit supervision conversations with the Director — not assumed to be unnecessary because of the existing relationship. This includes deliberately checking in on professional boundaries, not just task completion.
  • Any boundary lapse (see the Safeguarding Policy’s “boundary concerns that fall short of abuse” procedure) is addressed through supervision, documented, and followed up.
  • Supervision frequency scales with role risk: at minimum monthly for anyone providing regular direct support, more often while KindPath is establishing new practices (as it currently is).

7. Worker wellbeing

  • Workers are supported to raise their own discomfort or safety concerns about a support relationship without it being treated as a failure on their part (see Sexual Harassment and Bullying Prevention Policy, WHS Policy).
  • Workload and role clarity are reviewed regularly — a worker should always know exactly what their role does and does not include for a given participant.

8. Roles and responsibilities

  • Director: ensures screening, induction and supervision actually happen, including for themselves and their own family members working for KindPath.
  • Workers: engage honestly in supervision, including raising their own boundary uncertainty.

9. Related documents

WHS Policy and Procedures · Sexual Harassment and Bullying Prevention Policy · Staff and Volunteer Code of Conduct · Child Safe Policy

10. Review

Annually, and as screening/registration status changes.