The EFQC Enquirer: 8 May 2026

In this edition

EFQC Update

• EFQC May Update – What We’re Seeing Across the Sector

Important Sector & Regulatory Updates

• Minister Butler speech at the National Press Club 22 April 2026 – Securing the NDIS for future generations
• Incident Reporting Under the Spotlight: What NDIS Providers Need to Know
• Promptly Acting on Concerns: A Critical Safeguarding Responsibility Under the NDIS Code of Conduct

Ask the Experts

• “What Are the Real Benefits of an NDIS Audit?” Patty Wassenaar, Technical Manager – Engels Floyd Quality Consulting

EFQC Update

May – What we’re seeing across the sector

April saw one of the most significant NDIS reform announcements in recent years, following Minister Mark Butler’s National Press Club address outlining the Government’s future direction for the Scheme. The speech reinforced a strong focus on sustainability, increased regulation, participant safeguarding, and stronger provider accountability across the NDIS market.

Across the sector, we are already seeing growing discussion and uncertainty around what these reforms may mean in practice — particularly in relation to expanded mandatory registration, increased compliance oversight, fraud prevention measures, workforce capability, and stronger evidence requirements during audit and regulatory activities.

Importantly, the messaging from Government continues to reinforce that compliance is no longer simply about having policies and procedures in place. Providers will increasingly be expected to demonstrate how systems are implemented, monitored, embedded into practice, and linked to participant outcomes and safeguarding.

An overview of the key themes and implications arising from Minister Butler’s speech is included later in this newsletter.

For providers who are currently unregistered, this is a timely opportunity to start thinking about your registration status and future positioning in the market. Early preparation will be critical — particularly given the timeframes and the level of evidence required to demonstrate that systems are not only in place but operating effectively.

At EFQC, we continue to support providers nationally to strengthen governance systems, operational oversight, audit readiness, workforce capability, and practical implementation of the NDIS Practice Standards.

EFQC Presents at City of Charles Sturt Western Business Leaders – NDIS Networking Event

EFQC Director Sharon Floyd had the privilege of presenting at the Western Business Leaders – NDIS Networking Event at the Healthy Living Precinct last month, speaking on the upcoming NDIS reforms and what they may mean for both registered and unregistered providers across the sector.

We were incredibly grateful to be invited back by the City of Charles Sturt for the third year in a row to present at this event and continue contributing to these important sector conversations.

The session focused on unpacking the latest NDIS reform announcements, including what we currently know about upcoming changes, increased provider oversight, mandatory registration expansion, and the practical implications for providers moving forward.

A big thank you to the amazing City of Charles Sturt team for hosting such a well-run event and creating an opportunity for providers to come together, connect, and share experiences during a period of significant sector change.

It was fantastic to see a room full of engaged and dedicated providers — including many new faces — all leaning into what’s ahead for the sector and actively seeking practical guidance and collaboration opportunities.

Events like these are incredibly valuable. The opportunity for providers to connect, realise they are not navigating these reforms alone, and access practical information and support is more important than ever as the NDIS environment continues to evolve.

Most importantly, thank you to everyone who attended and gave up their Wednesday evening to join the conversation. It was lovely to meet so many passionate providers and have meaningful discussions about the future of the sector.

Important Sector & Regulatory Updates

Minister Butler speech at the  Press Club – 22 April 2026 – Securing the NDIS for future generations.

Minister Mark Butler’s recent National Press Club address may ultimately be viewed as one of the defining moments in the next phase of the NDIS.

While reform discussions have been building for some time, the speech provided the clearest indication yet that the Government is preparing for a substantial reset of how the Scheme will operate, who it will support, and how providers will be regulated moving forward.

The message throughout the address was clear: the NDIS will continue to grow, but the current rate of growth and existing market structure are no longer considered sustainable. As a result, the Government is now moving towards stronger regulation, tighter financial oversight, clearer eligibility pathways, and increased accountability across the sector.

Importantly, this was not framed as a minor adjustment to the Scheme. The speech reflected a broader “reset” of the NDIS — with significant implications for participants, providers, intermediaries, and the wider disability sector.

A Stronger Focus on Oversight and Accountability

One of the clearest themes throughout the speech was the Government’s intention to significantly strengthen oversight across the NDIS market.

The Minister referred extensively to concerns regarding fraud, inconsistent service quality, rapid Scheme growth, and the increasing presence of providers operating with limited regulatory visibility. In response, the Government confirmed that mandatory registration will continue to expand, particularly for higher risk supports such as personal care, daily living supports, and supports delivered in closed settings.

There was also strong emphasis on improving financial controls and increasing transparency around how participant funding is used.

Proposed reforms include:

• Enhanced digital payment systems
• Increased visibility over provider claims and invoices
• Stronger scrutiny of plan reassessments and budget increases
• Increased  monitoring of intermediary services

Importantly, the direction of reform continues to reinforce a message EFQC has consistently discussed across the sector:

Compliance is no longer simply about having policies and procedures. Providers will increasingly need to demonstrate how systems are implemented in practice, monitored effectively, and linked to participant safeguarding and quality outcomes.

Changes to Funding and Eligibility

The speech also highlighted concerns regarding rapid growth in areas such as social and community participation supports, which have reportedly increased from approximately $4 billion annually to more than $12 billion over five years.

As part of broader sustainability measures, the Government intends to introduce tighter controls around participant budgets and funding utilisation, while also reviewing how supports are assessed and approved.

Another major reform area discussed was participant eligibility.

The Government confirmed plans to move towards standardised functional capacity assessments, with future eligibility expected to rely more heavily on demonstrated functional impairment rather than diagnosis alone. Existing “Access Lists” are expected to be phased out over time as part of this transition.

At the same time, the Government reaffirmed its commitment to developing “Foundational Supports” outside the NDIS for people who may not meet future access requirements but still require support.

While many operational details are still being worked through, these changes signal a substantial shift in how disability supports may be accessed, funded, and regulated in the future.

What Happens Next?

While some reforms are expected to occur quickly following the May Federal Budget and upcoming Parliamentary sittings, many changes are anticipated to roll out progressively between 2026 and 2030.

According to information released following the speech, the staged reform process is expected to include:

• Expansion of mandatory provider registration
• Introduction of enhanced digital payment and claims monitoring systems
• Changes to social and community participation funding
• Commissioning models for intermediary supports such as Support Coordination and Plan  Management
• Functional capacity  assessments and revised eligibility pathways
• Ongoing rollout of new planning frameworks and foundational supports

Importantly, mandatory registration is expected to extend well beyond current requirements, with future reforms likely to capture providers delivering personal care, daily living supports, and supports provided in closed settings.

Although consultation and implementation timeframes may continue to evolve, the overall direction of reform is now much clearer. The Government has indicated these reforms are intended to progressively “reset” the NDIS over the coming years, with many changes already moving into consultation, legislative development, or implementation planning stages.

Why This Matters

While many reforms are still subject to consultation and legislative change, the direction of travel is now increasingly clear.

The sector is moving towards:

• More structured regulation
• Greater visibility of provider activity
• Increased evidence requirements
• Stronger financial controls
• Higher expectations around governance and safeguarding
• Greater scrutiny of operational practice and participant outcomes

For providers, the challenge will not simply be understanding reform announcements — it will be operationalising them effectively within increasingly complex service environments.

Key Takeaway

The reforms outlined by Minister Butler reinforce a message the sector can no longer ignore:

The future NDIS environment will increasingly focus on evidence of practice, operational accountability, and participant safeguarding — not simply documentation.

Providers who begin strengthening systems, governance capability, workforce competency, operational oversight, and implementation practices now will be far better positioned to navigate the next phase of reform with confidence.

If you would like support understanding what these changes mean for your organisation, or reviewing your current systems against these expectations, please contact us—our team can work with you to ensure your approach is not only compliant, but genuinely operational and aligned with the Commission’s expectations.

Incident Reporting Under the Spotlight: What NDIS Providers Need to Know

Incident reporting is once again under the spotlight across the NDIS sector, following recent messaging from the NDIS Commission in their April Provider Newsletter identifying an increase in delayed mandatory incident reporting by registered providers.

The Commission has reminded providers that registered organisations have legal obligations under the NDIS Act to notify the NDIS Commission of reportable incidents within required timeframes. Failure to report incidents appropriately or within required timeframes may result in warning letters, infringement notices, or other compliance action.

While many providers understand their obligations in

principle, incident management continues to be one of the most commonly identified areas of concern during audits, investigations, and regulatory reviews.

Importantly, incident management is not simply about compliance or paperwork. At its core, effective incident management is about participant safeguarding, reducing risk, identifying systemic issues, and ensuring organisations respond appropriately when something goes wrong.

What Is a Reportable Incident?

Registered providers must notify the NDIS Commission about certain incidents involving people with disability receiving supports or services.

Reportable incidents include:

• The death of a person with disability
• Serious injury
• Abuse or neglect
• Unlawful sexual or physical contact, or assault
• Sexual misconduct, including grooming
• Unauthorised use of restrictive practices

Most reportable incidents must be notified to the NDIS Commission within 24 hours of the provider becoming aware of the incident. Unauthorised restrictive practices generally require notification within five business days.

One of the biggest misconceptions we continue to see across the sector is providers believing they need to complete an investigation before notifying the Commission. In reality, notification obligations are often triggered by the allegation, suspicion, or awareness of an incident — not after all facts have been confirmed.

Why Providers Are Still Struggling

Across preparatory audits, internal reviews, and incident management workshops, EFQC continues to see several recurring issues contributing to delayed or inadequate reporting.

Common issues include:

• Workers not recognising what constitutes a reportable incident
• Delays in internal escalation pathways
• Managers attempting  to “investigate first” before notifying
• Limited understanding of reporting timeframes
• Poor documentation and inconsistent record keeping
• Lack of governance oversight and trend monitoring

In many situations, the issue is not intentional non-compliance — it is that systems are not operating consistently in practice.

This is where the gap between policy and implementation becomes critical.

One of the biggest risks for providers is assuming that having an Incident Management Policy automatically demonstrates compliance. Increasingly, auditors and the NDIS Commission are looking beyond documentation and examining whether systems are genuinely operating effectively in day-to-day practice.

Incident Management Is More Than Reporting

The NDIS Practice Standards and Incident Management Rules make it clear that providers must do far more than simply record incidents.

An effective incident management system should demonstrate that providers can:

• Recognise and respond to incidents quickly
• Assess risk and participant impact
• Escalate and report incidents appropriately
• Investigate incidents thoroughly and fairly
• Identify contributing factors and systemic issues
• Implement corrective actions
• Analyse trends and recurring risks
• Use incidents to drive continuous improvement

The NDIS Practice Standards also require providers ensure workers are appropriately trained, and demonstrate improvement through reviews and trend analysis.

Across recent EFQC reviews, we continue to identify situations where providers have policies in place but struggle to demonstrate:

• Effective implementation in practice
• Consistent follow-up actions
• Meaningful trend analysis
• Governance oversight of incidents
• Evidence that learnings are embedded operationally

As regulatory expectations continue to strengthen, providers will increasingly need to demonstrate operational maturity — not simply documented systems.

What Providers Should Be Reviewing Now

Given the increasing regulatory focus on incident management, providers should consider whether their systems are genuinely operating effectively in practice — not simply existing on paper.

Key areas providers should be reviewing include:

• Staff understanding of reportable incidents
• Escalation and after-hours reporting pathways
• Timeliness of notifications
• Investigation quality and corrective actions
• Incident trend analysis and governance reporting
• Evidence of participant safeguarding and follow-up actions
• Workforce training and competency

Importantly, incident management should not sit in isolation. Strong systems require active governance oversight, workforce capability, quality assurance processes, and a culture where workers feel confident escalating concerns early.

Final Thoughts

As the NDIS regulatory environment continues to strengthen, incident management remains one of the clearest indicators of organisational maturity, participant safeguarding capability, and operational oversight.

The recent messaging from the NDIS Commission reinforces that providers must not only understand their reporting obligations, but also ensure systems are operating effectively in practice and within required timeframes.

Providers who invest in strengthening incident management systems now will be far better positioned to respond confidently to increasing audit scrutiny, regulatory expectations, and future sector reforms.

Because ultimately, timely incident reporting is not just about compliance — it is about protecting participants and ensuring risks are identified and addressed before further harm occurs.

If you would like support reviewing your Incident Management systems, reporting processes, governance oversight, or staff training requirements, EFQC can assist. We provide practical reviews, internal audits, and tailored training to help strengthen compliance and participant safeguarding outcomes.

Promptly Acting on Concerns: A Critical Safeguarding Responsibility Under the NDIS Code of Conduct

The NDIS Commission has recently released a new educational video as part of its Code of Conduct series, focusing on one of the most important — and often underestimated — safeguarding responsibilities under the NDIS: promptly acting on concerns.

While the requirement itself may sound straightforward, in practice this continues to be one of the most significant operational and safeguarding challenges across the sector.

The video reinforces an important message for providers and workers alike: participant harm is not always caused by a single major event. In many cases, serious incidents are preceded by smaller warning signs, behavioural changes, communication breakdowns, environmental risks, medication concerns, changes in wellbeing, or worker observations that were not escalated early enough.

Importantly, promptly acting on concerns is not just about responding after something serious has occurred. It is about recognising potential risks early, taking concerns seriously, documenting observations appropriately, and escalating issues before harm escalates.

More Than Just a Policy Requirement

Under the NDIS Code of Conduct, providers and workers are required to:

• Provide supports safely and competently
• Act with integrity, honesty, and transparency
• Take steps to prevent and respond to harm
• Raise and act on concerns that may impact participant safety and wellbeing

Increasingly, the NDIS Commission and auditors are not simply looking for policies that reference safeguarding — they are looking for evidence that workers recognise risks early, escalate concerns appropriately, and respond consistently in practice.

This is where many providers continue to experience challenges.

Across audits, incident reviews, and governance assessments, EFQC continues to identify situations where:

• Concerns we observed but not escalated
• Workers underestimated the seriousness of risks
• Near misses were not documented
• Staff delayed reporting because no immediate harm had occurred
• Managers were not informed early enough to intervene

One of the strongest messages reinforced through the Commission’s video is the importance of responding to “near misses” and early warning signs — not simply reacting once serious harm has already occurred.

Why Early Action Matters

One of the biggest risks for providers is assuming workers will naturally know when concerns need to be escalated.

In reality, workers may:

• Be unsure what constitutes a safeguarding concern
• Minimise risks because the participant appears “okay” at the time
• Delay reporting while waiting for more information
• Lack confidence escalating concerns to management
• Be unclear about internal reporting pathways

Without strong systems, supervision, and workforce capability, important warning signs can easily be missed.

The earlier concerns are identified and addressed, the greater the opportunity to reduce risk, prevent harm, and improve participant outcomes.

Quick Provider Checklist: Are Your Systems Working in Practice?

Providers should consider:

☐ Do workers understand that subtle changes or “near misses” may still require escalation?

☐ Are staff encouraged to report concerns early, even where no harm has yet occurred?

☐ Do workers understand their duty of care to document and escalate concerns appropriately?

☐ Are escalation pathways clear, documented, and understood across all shifts and teams?

☐ Are safeguarding discussions embedded into supervision, team meetings, and training?

☐ Do workers feel confident raising concerns without fear of blame or repercussions?

☐ Are incidents, risks, and safeguarding concerns documented consistently and factually?

☐ Is management actively reviewing incidents, near misses, and recurring risks to identify trends?

☐ Can the organisation demonstrate evidence that concerns are acted on promptly in practice — not just referenced in policy?

Building a Strong Safeguarding Culture

Strong safeguarding cultures are built when workers feel confident identifying concerns early, escalating issues appropriately, and understanding that participant safety is everyone’s responsibility.

This requires more than policies and procedures. It requires:

• Ongoing workforce  training
• Clear reporting pathways
• Active supervision and oversight
• Practical guidance for workers
• Organisational cultures that encourage early escalation and open communication

The NDIS Commission’s new video provides a valuable practical reminder that safeguarding often starts with recognising and responding to small concerns before they become major incidents.

Ultimately, promptly acting on concerns is not just a compliance obligation — it is one of the clearest indicators of a provider’s safeguarding culture, workforce capability, and operational maturity.

Ask the Experts

“What Are the Real  Benefits of an NDIS Audit?”. With Patty Wassenaar, Technical Manager – Engels  Floyd Quality Consulting

When many NDIS providers hear the word “audit,” they immediately think:

Stress. Pressure. Compliance. Non-conformances.

But according to Patty Wassenaar from Engels Floyd Quality Consulting (EFQC), audits can be one of the most valuable tools an organisation has to improve quality, strengthen systems, and build confidence.

And Patty knows audits.

With over 25 years of lead auditing experience across the Quality, Disability, Human Service and Mental Health sectors, Patty brings extensive expertise in Quality Management Systems, auditing, mentoring, and compliance.

Or as the EFQC team says:

“Patty is her name — and quality is definitely her game!”

Known for translating complex standards into plain, practical language, Patty helps providers understand that audits are not just about “passing” — they are about improving.

Q: Are NDIS audits just about compliance?

Not at all.

“A good audit should do much more than simply identify whether a provider meets a standard. It should help organisations understand how effective their systems really are.”

The NDIS audit process assesses whether providers are meeting the NDIS Practice Standards and delivering safe, quality services to participants.

Depending on the supports delivered, providers may undergo:

• Verification audits for lower-risk supports
• Certification audits for higher-risk or more complex supports

For certification providers, this includes:

• Stage 1 — review of system documentation
• Stage 2 — assessment of implementation and effectiveness in       practice

But Patty says the real value lies in what organisations learn from the process.

Q: What are the biggest benefits of an NDIS audit?

Patty says there are several major benefits.

Independent insight

“Sometimes organisations become too close to their own systems to easily identify gaps or risks.”

An audit provides an independent review of:

• Governance systems
• Operational practices
• Risk management
• Incident and complaint handling
• Workforce capability
• Participant safeguards

Importantly, audits also identify strengths — not just weaknesses.

They also provide staff across all organisational levels with the opportunity to understand what they are doing well, in addition to those areas where further improvements are needed.

Continuous improvement

“Strong organisations use audits as part of an ongoing improvement journey, not just a compliance requirement every few years.”

Audits often uncover opportunities to:

• Improve consistency
• Strengthen documentation
• Clarify responsibilities
• Improve communication
• Reduce organisational risk
• Strengthen oversight and accountability

Patty says many providers are surprised by how much they learn about their organisation during the process.

As participant and staff interviews form part of the audit process, their discussions and feedback can help identify areas for improvement as well as organisational strengths.

Better participant outcomes

At the heart of the NDIS Practice Standards is participant safety and quality.

“Good systems are not just about compliance — they directly impact participant experience, safety, dignity, and outcomes.”

Effective audit processes can help providers:

• Improve service consistency
• Better manage incidents and complaints
• Strengthen safeguarding practices
• Improve staff competency and accountability
• Identify risks earlier

By speaking to participants, there is opportunity to find out what is working well for them, and those areas that could be improved. 

It is great for support staff to understand what participants believe they are doing well, as well as those areas that could be enhanced.

Q: Why do so many providers fear audits?

“Because many providers see audits as something done ‘to’ them, rather than something that can help them improve. They fear non-conformities rather than seeing these as areas of organisational risk and useful to aid with risk mitigation.

Audits are not about ‘individuals’ but are to ensure organisations are well structured, and competently staffed to safely and effectively meet participant support requirements”

Patty says fear often comes from uncertainty:

• Not knowing what auditors will look for
• Not understanding evidence requirements
• Worrying about gaps
• Confusing documentation with implementation

One of the biggest misconceptions she sees is providers believing that having policies automatically means they are compliant.

“Auditors don’t just assess whether policies exist — they assess whether systems are actually implemented and effective in practice.”

Q: What are the biggest mistakes providers make before an audit?

“One of the biggest mistakes is focussing on preparing for audits.  Good systems should be working effectively all the time – so providers should always be audit ready.  There should be continual reviews conducted to make sure providers are always ready – and being audit ready means a strong focus on providing quality and safe services, and supporting participants effectively”

Providers often focus heavily on policies and procedures just before audit, but forget that auditors are also assessing implementation and effectiveness in practice.  This approach poses risks to the organisation, as the documents and systems should always be monitored to make sure they are working well.

Common issues include:

• Policies that don’t reflect actual service delivery
• Staff not understanding organisational procedures
• Incomplete participant records or inconsistencies within       participant files/records
• Inconsistent incident and complaint management
• Missing evidence of training or competency
• Lack of continuous improvement activities

“Auditors are looking for evidence that systems are effectively implemented and operating within the organisation — not sitting untouched in a folder.”

Q: How important is staff understanding during an audit?

According to Patty — extremely important.

“Staff interviews are one of the most valuable parts of the audit process because they provide insight into whether systems are genuinely embedded.”

Auditors may ask workers about:

• Incident reporting
• Complaints handling
• Participant rights
• Restrictive practices
• Emergency procedures
• Medication management
• Privacy and confidentiality
• Escalation processes
• How they access participant information
• How they are made aware of participant changes, or what they do if       they notice changes in participants

Patty says providers should not “prepare” staff.

Instead:

• Ensure workers understand how policies/procedures operate in       practice
• Provide regular training and refreshers
• Encourage staff to ask questions
• Create a culture where compliance is part of everyday practice
• Promote a ‘speak up’ environment where staff are not afraid to ask       questions or suggest improvements

“Staff should feel confident discussing what they do and why they do it — and should not fearful of being interviewed.”

Q: What systems should providers focus on most before audit?

Patty says providers should focus on the systems that directly impact participant safety and service quality, as well as the Governance processes that keep the organisation operating effectively and managing risks.

These commonly include:

• Incident Management
• Complaints Management
• Risk Management
• Worker screening and training
• Participant records and support plans
• Medication management
• Emergency and disaster preparedness
• Governance and oversight systems
• Continuous improvement processes – including internal audits and       addressing system gaps

“Often the issue is not that systems don’t exist — it’s that they are inconsistent, poorly monitored, or not well understood across the organisation.”

Q: How important is evidence during an NDIS audit?

“Evidence is everything.”

Patty explains that providers may believe they are doing the right thing operationally, but if they cannot demonstrate it through records or implementation evidence, auditors cannot verify conformity.

Examples of evidence may include:

• Training records
• Meeting minutes
• Incident reports and investigations
• Risk assessments
• Participant feedback
• Internal audits
• Improvement registers or records that show improvements
• Supervision records
• Action plans and follow-up activities

“Good organisations don’t just do the work — they capture evidence that demonstrates the work has occurred. Good organisations also adapt and change processes to address weaknesses – so the system is regularly updated as needed, not just checked at audit time”

Q: What role does leadership play in audit success?

Patty says leadership is critical.

“Strong compliance cultures always start at leadership level.”

Auditors will often assess whether leaders:

• Understand organisational risks
• Monitor incidents and complaints
• Review trends and data
• Drive continuous improvement
• Support workforce capability
• Promote participant-centred practice
• Supervise staff and support their development

“When leadership treats quality and safeguarding seriously, that culture usually flows throughout the organisation.”

Q: Can a good audit process actually strengthen workplace culture?

Patty believes absolutely.

“When approached properly, audits can create stronger accountability, better communication, and clearer expectations across teams.”

Providers often report benefits such as:

• Improved staff confidence
• Greater role clarity
• Better consistency in practice – particularly across different       service locations or teams
• Improved documentation – creating good habits
• Increased focus on participant outcomes
• Stronger governance oversight

“The best organisations use audit findings as opportunities to grow — not as criticism. Gaps identified in audits are ‘organisational risks’ so are there to assist with improvement”

Q: Can providers prepare before their formal audit?

Absolutely — and Patty strongly encourages it – although having good ‘audit ready systems’ all the time is, of course, equally important.

At EFQC, providers often undertake preparatory audits or internal audits before their formal NDIS audit.

These reviews help organisations:

• Identify gaps early
• Understand audit expectations
• Test implementation of systems
• Build staff confidence
• Reduce surprises during formal audit

One EFQC client, Guy Turnbull from Viva Mutual, reflected on the value of their preparatory audit experience:

“The Engels Floyd trial audit response gave us a great checklist of what still needed to be addressed, but also gave us the confidence to know that our systems and processes, our policies were fit for purpose and we could enter the formal audit process with a level of confidence.”

Patty says this confidence is incredibly important.

“Preparation helps providers move into audit feeling informed, organised, and clearer about where they stand.

Sometimes providers and staff lack confidence, so a preparatory audit can help them to ‘be confident’ in providing evidence as part of audit processes”

Q: What advice would you give providers approaching audit?

Patty’s advice is simple:

“Don’t view audit as a test you either pass or fail. View it as an opportunity to strengthen your organisation.”

She encourages providers to:

• Engage openly in the process
• Focus on implementation, not just paperwork
• Involve staff in quality improvement
• Learn from findings
• Treat compliance as ongoing, not one-off

And perhaps most importantly: PLAN– Remember the 5P’s – proper planning prevents poor performance.  Formal audits require engagement with appropriate staff, review of records and interviews with participants.  Ensure you work with the external auditor on the plan, so you have the right people in the right place at the right time – do demonstrate evidence.  This includes scheduling participant interviews too!

“The strongest organisations are usually not the ones pretending to be perfect — they’re the ones willing to reflect, improve, and continuously strengthen their systems.

Well prepared organisations and well planned audits run smoothly.  Try to make everyone’s work easier by being prepared and having the right people available to demonstrate how the organisation meets requirements.”

Final Thoughts

NDIS audits should not simply be viewed as regulatory requirements.

When approached properly, they can provide enormous value by helping organisations:

• Strengthen systems and governance
• Improve participant safeguards
• Build workforce capability
• Reduce organisational risk
• Improve consistency and accountability
• Promote continuous improvement across the organisation

At EFQC, we believe good auditing is not just about compliance.

It is about building safer, stronger organisations that deliver quality outcomes for participants every day.

If your organisation would like support preparing for an upcoming NDIS audit, understanding your current level of compliance maturity, or strengthening your systems and governance frameworks, our team can help.

EFQC provides:

• Preparatory audits
• Internal audits
• Governance and quality reviews
• Gap analyses
• Corrective action support
• Ongoing compliance mentoring and coaching
• Staff training to enhance understanding of requirements