Employer guide

Support Worker Training & Competency Framework

A practical way for employers to decide what learning a worker needs, record the evidence, and identify tasks where an online course is not enough.

How to use it ↓Open Training Matrix →

Use this as a planning framework, not a universal mandatory-course list. Ngā Paerewa uses a service-relevant, outcome-focused approach, and WorkSafe says training and supervision should be suitable to the work, risks, controls and worker experience. Providers also need to consider contracts, policies, the people they support and any requirements that apply to their service.

How an employer can use it

Step 1

Define the role

List what the worker actually does, where they work, who they support and the equipment or tasks involved.

Step 2

Select learning

Start with relevant foundations, then add learning that matches the worker's role, risks, tasks and service.

Step 3

Check competence

Where practical skill matters, use supervised practice, observation or another suitable competency process — not the certificate alone.

Step 4

Keep evidence current

Record learning, evidence and competency checks, and review them when work, risks, procedures or the worker's duties change.

Four-layer framework

Layer 1

Core foundations

Rights, dignity, choice, consent, privacy, person-centred support, safeguarding, cultural safety and documentation.

Use when

Building the common foundation expected for workers providing support. Match the exact programme to the service and role.

Typical evidence

Course completion, assessment result, induction record, discussion or supervisor confirmation.

Layer 2

Safe everyday support

Infection prevention, nutrition and hydration, skin integrity, dementia awareness, recognising change and end-of-life awareness.

Use when

The topic is relevant to the people supported and the worker's everyday responsibilities.

Typical evidence

Learning record plus role-specific instruction or supervision where needed.

Layer 3

Role & risk based

Working alone, behaviour and de-escalation, transport, client money/property, mental distress and restrictive-practice awareness.

Use when

The work environment, identified risks or worker duties make the topic relevant.

Typical evidence

Course record, workplace procedure acknowledgement, risk-specific instruction and supervision.

Layer 4

Task & competency based

Medication support, personal care, moving and handling people, assistive equipment and medication incidents/changes.

Use when

The worker performs the task. Confirm the provider's required training, supervision, authorisation and competency process before independent practice.

Typical evidence

Knowledge learning plus practical observation/check, competency record and any task-specific authorisation required by the provider.

Knowledge is not the same as practical competency. A worker can pass an online knowledge assessment and still need practical instruction, supervised experience or observation before performing a task independently. WorkSafe specifically recommends considering how workers demonstrate understanding and competence, including practical tests or observation where appropriate.

What should the employer keep?

Learning evidence

Course or induction completed, date, provider, assessment result and certificate/reference where available.

Competency evidence

Task checked, outcome, assessor/supervisor, date and any restrictions, follow-up or re-check needed.

Review evidence

Changes in duties, procedures, equipment, risks or incidents that trigger review, retraining or additional supervision.

The NZQC Training Matrix includes fields for learning classification, evidence references, competency status, checker and check date so these records can be kept together.

Choose Support Worker learning →Use the free Training Matrix →Medication Competency Check →