Assessment compares written policies with workers' actual conditions. Certification scope and transition edition are essential inputs to preparation.
Compare new requirements with actual processes. Changed worker-rights, system and participation requirements need implementation evidence. Update training, responsibilities and monitoring. Plan the transition audit against official programme arrangements and the current certificate cycle; a new date on a document is not implementation.
Compare bank payments, cash deductions, intermediary fees and worker accounts. Investigate practices absent from contracts. Do not close the review from payroll totals alone; assess actual available pay and the reasons for deductions. Monitor remedies and preventive controls in subsequent periods.
List groups, employer relationships, duration, roles and site connections clearly. Variable staffing affects audit planning and records. Contractor agreements do not remove assessment of site conditions. Check access to recruitment, pay information and complaint mechanisms for different groups.
Examine how representation was formed, workers' ability to contribute and its effect on decisions. Signed meeting lists alone are insufficient. Consider relevant organising rights and programme requirements. Assess roles, feedback channels and retaliation risks through concrete evidence.
Review workers, activities, labour providers and local conditions. Agree scope extension, auditing and implementation requirements with the body. Sending headquarters policy alone is insufficient. Timing and budget should include evidence development and improvement at the new site.
Preparation identifies gaps and operating needs. The authorised body's assessment process produces the programme decision. State who provides each output in quotations and reports. Verify SAAS status before claiming accredited certification; a consultancy contract does not guarantee the result.
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