OnePassport connects to independent verification services so a credential is checked against the body that issued it, then trusted everywhere it travels. An uploaded photograph is not evidence. A verification is.
Added through OnePassport Profile, or loaded by the employer in Comply.
Verified through an independent third party service against the issuing body, not against the image supplied.
The credential carries its verification status, method and date from that point forward.
Expiry dates tracked, renewals prompted, re-verification triggered where a credential requires it.
Confirms a worker is who they say they are, against trusted identity documents, before any other credential is attached to them.
Police and criminal history checks, captured with proof and tracked for currency rather than filed and forgotten.
Degrees, diplomas and certificates verified with the issuing institution, including the units behind the award.
Work entitlements and visa conditions confirmed against the source, with conditions and expiry recorded.
AHPRA and state registration currency, worker screening clearances and role licences, monitored for lapse.
An optional, consent based layer that goes beyond the statutory minimum for organisations that want a higher standard than a criminal history check can give them.
How the DDV Check worksOnePassport uses Precise Background Services for all of its background checks. They are recognised as industry leaders in background screening and the Nationally Coordinated Criminal History Check (NCCHC) in Australia, with the widest range of checks available in one place.
A police check and a working with children check are reactive. They rely on records that already exist, which means they can only tell you about somebody who has already been caught.
The Dynamic Digital Verification Check (DDV Check) is proactive. It matches a candidate's facial image against millions of digital sources and returns current, active and persistent risk signals, including in cases where no police or court record exists.
It is a higher standard sitting above the legal requirement. It does not replace a police check or a working with children check, and it is never bundled into the OnePassport Guardian credential.
Many people involved in concerning behaviour have no arrest, prosecution or conviction record. A check built on official records cannot see them at all.
Traditional methods miss behaviour that is current, active and persistent but has not yet resulted in legal action.
Standard checks overlook the millions of data points available through open source intelligence, across public sources, social media and warnings indexes.
Beyond what a police check covers. Every category below is a risk signal the check surfaces, not a finding it makes.
Paedophilic group affiliation, and the active sharing of that content.
Violence and assault, anti police violence and sentiment, and hooliganism.
Terror groups, faith based terrorism, militant extremism, white supremacy, neo-Nazism, ultranationalism, eco-terrorism and hate speech.
Criminal gangs, drug cartels, hard drugs, illegal prescription drugs and drug trading.
Counterfeit currency, falsified and digital fraud, fraudulent documentation, equipment or materials, and fraud group affiliation.
Interpol, FBI, Open Sanctions and UN Sanctions. Illegal immigration, migrant smuggling and illegal border crossing instruction are also covered.
The check returns a red flag alert for review. It does not reach a conclusion about a person, and it never decides anything about their employment.
Consent is asked of the whole workforce. The checks are then run on a small random sample, which is what makes the DDV Check affordable and what makes it work.
Every worker is asked to consent when they join. They can decline, and the provider decides what that means for the role.
Each month the provider selects two or three people at random. A check can also be run at any time where behaviour warrants it.
Nobody knows whose name will come up. The strongest effect is on the person who reads the policy and applies somewhere else instead.
Nothing runs until the candidate has consented. After that, all the check needs is a name and a passport style facial image.
The technology is verified as compliant with the GDPR and the Law Enforcement Directive.
Covered by a SOC 2 Type 2 Service Organisation Control Report on the design and operating effectiveness of its security controls.
An alert gives you the evidence to make a fully informed, independent assessment before someone enters your workforce.
A DDV Check account can be set up for any provider, including those running OnePassport Guardian without OnePassport Comply.
Care settings ask for two different things: evidence that a worker has been vaccinated, and evidence that they are actually immune. They are gathered different ways and they expire differently. OnePassport handles both, and the requirement is configured per sector, site and role.
The vaccination record itself, held against what your setting requires, with boosters and schedules tracked and alerts raised before a dose falls due.
Connected to the Australian Immunisation Register (AIR). If your organisation holds a Services Australia PRODA account, OnePassport can bulk upload your workforce's vaccination records to AIR and bulk download from it, instead of keying them one worker at a time.
Blood work proving immunity where a vaccination record alone does not demonstrate it. Common mandatory records include Hepatitis B, Measles, Mumps and Rubella, and Varicella. Includes a field for recording Mask Fit Tests.
Verified once, then it travels. A serology result verified at one health service flows to the next one with the worker's permission. The worker is not sent for another blood test to prove something they have already proved.
Rapid antigen testing has been retired from the verification suite, as has the pathology check, which was a direct connection into a third party pathology provider. Serology itself is unaffected. Collecting, managing and sharing serology results is a standard part of immunisation management, as above.
Any screening beyond the statutory minimum runs on explicit consent, and the worker is never the last to know. This is not a courtesy. It is how the process is built.
Nothing runs until the worker has given explicit, informed consent. They can decline.
If anything is returned, the worker is notified and given a right of response before it goes anywhere.
What is shared is intelligence to inform a decision, never a finding about a person.
The employment decision, and the reasoning behind it, belongs to the employer alone.
