Support Coordination Compliance Checklist: Audit-Readiness for Registered and Unregistered Coordinators
A copy-and-use support coordination compliance checklist covering Code of Conduct, records, consent, incidents, complaints and conflict of interest.
How to use this checklist
Registered vs unregistered: what each must keep
The audit-readiness checklist (copy and use)
A short worked example
Common mistakes and edge cases
Frequently asked questions
Do I need this if I am an unregistered support coordinator?
Yes. The NDIS Code of Conduct applies to all providers and workers regardless of registration, and complaints about unregistered providers can still be made to the NDIS Commission. You will not face a Practice Standards audit while unregistered, but you can be scrutinised on conduct, records, consent and conflict of interest. The evidence file is your protection.
How long do I have to keep participant records?
Keep records securely for the period required under NDIS rules and any applicable state law, and long enough to meet contractual and tax obligations. Retention periods vary by record type and jurisdiction, so confirm the current requirement against the NDIS Commission and your accountant rather than guessing — see the verify note below.
What is a reportable incident versus a general incident?
A reportable incident is a defined category (such as abuse, neglect, serious injury, or unauthorised restrictive practice) that registered providers must notify to the NDIS Commission within set timeframes. A general incident is anything else you record and manage internally. Check the current definitions and timeframes on the NDIS Commission website, as the categories are specific.
How often should I run this checklist?
At least quarterly across your caseload, plus a full pass on any file before a plan reassessment, a provider change involving a related party, or any time a complaint or incident arises. Registered providers should also align it with their audit cycle.
My employer delivers other supports — is that automatically a problem?
No, but it is a conflict you must manage. Disclose it in writing before the participant chooses, present genuine alternatives, record that the choice was theirs and why, and put a management plan in place so you are not both advising and benefiting. Conflict-of-interest scrutiny is tightening, so document independence rather than assuming good intent is enough.