Training ✦ Compliance ✦ Dedicated
Compliance &
evidence officer
Evidence gathered and indexed against the standards as it is created, trainer qualifications and currency tracked with rolling expiry lists, and validation records maintained — so audit preparation is a review rather than an excavation.
Looking for this kind of work yourself? Apply at staffingsolutions.ph — this page is written for businesses hiring.
$14/hrFrom, + GST · full-time
Up to 70%Vs. a local hire
ContinuousEvidence, not a scramble
~2 wksBrief → first day
Every provider knows what the audit will ask for
Audit requirements are published. There is no mystery about what will be requested — student files, assessment evidence, trainer qualifications and currency, validation records, industry consultation.
Yet almost every provider gathers it reactively, in a compressed few weeks, reconstructing records that should have been accumulating all along. The delivery can be excellent and the audit can still go badly.
A dedicated compliance officer makes evidence collection a continuous process. The audit becomes a matter of producing an index rather than building one.
What they maintain
- Evidence mapping — Evidence gathered and indexed against each standard continuously, so you can see coverage and gaps at any time.
- Trainer qualifications — Qualifications, TAE currency, industry currency and professional development tracked per trainer with rolling expiry alerts.
- Validation administration — Validation schedules maintained, sessions arranged, records completed and filed.
- Student file auditing — Files sampled against your checklist, gaps identified and chased while still recoverable.
- Industry consultation records — Consultation evidence collected and documented — one of the most commonly missing items.
- Policy and version control — Policies and procedures versioned, review dates tracked, and superseded versions retained properly.
- Reporting obligations — AVETMISS and funding reporting prepared to schedule.
- Pre-audit self-check — A full internal check run against the standards before any external audit, so you find the gaps first.
What stays with your qualified staff
Gathering, indexing and tracking travel. Every professional judgement about adequacy does not.
- Assessment adequacyWhether assessment evidence demonstrates competence is a qualified assessor's judgement.
- Validation judgementsAdministering validation is delegable; the professional judgement in it is not.
- Trainer currency determinationThey track and evidence currency; deciding whether a trainer may deliver is yours.
- Audit responsesAssembling the evidence is administration. The response to a finding is your compliance manager's.
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Questions
Frequently asked
Can they get us ready for audit?
They can assemble and index the evidence, run a pre-audit self-check against the standards and chase every gap — which is most of the work and all of the tedium. The professional responses to findings stay with your compliance manager and qualified staff.
What if our records are already behind?
That is the usual starting point, and it makes a good first project because it is finite and measurable. Expect the first month to surface uncomfortable gaps — that is the role working, not failing.
Do they need to understand the standards?
Enough to map evidence against them, which is learnable and rule-bound. Give them your existing mapping if you have one; if you do not, building it is the first task and it is worth having regardless.
How much does it cost?
From $14/hr + GST full-time — up to 70% less than a local hire, with no placement fee. Run your numbers →
Full-time, part-time or fewer hours?
Forty hours a week is our standard engagement and twenty is common. Below that we look at fifteen, ten or even five hours to get a role started, priced accordingly — a smaller engagement costs a little more per hour because the recruiting and management effort is the same. Plenty of clients begin at ten hours and grow the role once they see what comes off their desk.
Is there a minimum term?
Three months, then month to month. It's the same runway you'd give a new local hire to learn your systems, your clients and your standards — and the team members who get a fair run are the ones who stay for years. There are no exit penalties at any point, and if the issue is the person rather than the role, the first-week refund and free replacement cover that separately.
How do you handle confidentiality?
The same way you'd treat any remote team member. Every placement signs an NDA and a confidentiality clause before day one, and they work inside your systems — your email, your CRM, your file storage — so you control what they can see and can revoke access instantly. No client data is stored on our side.