What you actually have to hold about every worker.

The obligation, plainly

The gazetted Human Resource Management indicator asks for a system that plans, facilitates, records and evaluates the effectiveness of training. Four verbs.

A completion certificate evidences the first three. It says a course was assigned, delivered and finished. It says nothing about whether the worker can now do the thing.

That fourth verb is where providers get asked a question they cannot answer, and it is the reason CORA exists.

What an auditor asks to see

A training register by name, showing what each worker was assigned and when they completed it. A credential register with expiry dates, covering worker screening, first aid and anything else the role requires. Evidence that policies were read and acknowledged, at the version in force. Records of supervision, with the cadence you set and the list of who is overdue, and of practice observed on shift. Position descriptions per role. Signed contracts and proof of right to work.

Almost every provider has all of this somewhere. The problem is that it lives in an LMS, a spreadsheet of dates, a shared drive of contracts and somebody's notebook. It is usually held by one part-time person, it is rarely in their position description, and it leaves when they do.

Where it stops being an admin job

Setting this up properly at your third hire takes an afternoon. At your thirtieth it is a migration.

The pain does not arrive gradually either. It arrives the week the audit is booked, or the week a worker makes a call nobody had prepared them for, and both of those turn up without notice.

How CORA covers it

One record per worker holding training, credentials with expiries, contracts and identity documents, policy acknowledgements by version, onboarding, supervision, Support Observations and performance reviews. Seven registers that export. An audit view written in the Standard's own words showing where each requirement is satisfied.

And for the fourth verb: every decision a worker makes inside a scenario is scored, so the Workforce Capability Report can show where judgement is strong, where it is thin, and where your team is divided on the same situation.

CORA measures and evidences capability. It does not certify competence. Sign-off on whether a worker is competent on the job stays with your own qualified assessor, and for high-intensity supports that assessment is clinician-led.

See everything CORA holds  ·  Read a sample report  ·  Pricing

Not sure which records you are missing?

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