(Parenting) In-Home Child Care - A Parent's Guide

In-Home Child Care
A Parents Guide
In-Home Child Care: A Parents Guide is a step-by-step handbook designed

to assist you through the entire process of finding and hiring an in-home
caregiver, from defining the job and interviewing candidates to signing a
work agreement and carrying out your first performance review. Whether
youre recruiting on your own or working with an agency, the guide will give
you tips and information on how to look for and hire a caregiver. Youll also
find samples of application forms, checklists, interview guides, ads, and other
useful tools. Please feel free to make copies and use these forms and guides
as is, or change them to suit your needs.
1992, 2004 Ceridian Corporation

All rights reserved.
Contents
Before You Begin 1
Is in-home child care for you? Common terms Important tips to keep in mind
What to Do, When to Do It Other optionsforeign au pairs, sharing a caregiver
Defining the Job 15
Putting together a job description H Job Responsibilities

Deciding on qualifications and salary Sample budget sheet
Recruiting on Your Own 25
Writing and placing an ad
Where to look H Sample ads and flyers
Using a Placement Agency 33
What placement agencies do

a Placement Agency
How to select an agency H Questions to Ask
Choosing a Caregiver 39
How to prescreen, interview, and check background and references

H Prescreening Questionnaires H Caregiver Application H Interview Guide
H Telephone Reference Check
Becoming an Employer 55
Understanding your role as an employer

Writing house rules and creating a
work agreement H Sample Work Agreement H Medical Release Form
Reviewing performance When your caregiver leaves
In the back flap . . .
At the back of this guide you will find current information on your legal responsibilities as an employer, taxes, au pair placement agencies, and various other items
referred to in the text.
indicates sample form
Throughout In-Home Child Care: A Parents Guide, the female pronoun is used
to refer to the in-home caregiver. We have used the words she and her
only because, in fact, most in-home caregivers are women. This in no way
implies that consideration should not be given to qualified men.
Is In-Home Child Care for You?

Although in-home care has many advantages, it is not appropriate for all families
and situations. The following checklist will help you decide whether in-home care
is right for you and your family.
Yes
l
l
l
No
l
l
I understand and am willing to take on the responsibilities of an employer.
My child would benefit from one-on-one care, as opposed to the group setting of a
center or family child care.
I am willing to devote time and effort to setting up and maintaining a relationship

with my caregiver.
I feel comfortable having someone watch my child without the supervision of
other adults or children.
I realize that my caregiver will be exposed to intimate details about my home
and family.
The flexibility in-home care provides in terms of hours and scheduling is important
for my family.
My school-age children have lessons and activities in the afternoons and I need a
caregiver to help with transportation.
Having someone commute to your home:
I can afford $250 to $600 per week for full-time child care.
Its realistic to expect I can find someone who can commute to my home.
(Consider what time you need to leave in the morning, how long your work day is,
and where your home is.)
1 Before You Begin
Before You Begin
Before You Begin
Yes
l
l
l
Having someone live in your home:
No
I can afford $250 to $600 per week for full-time child care.
I have an extra bedroom for the caregiver.
I feel comfortable sharing my home and my private time with my caregiver.

I feel comfortable sharing the following, or can make arrangements for my caregiver to have her own:
l
l
l
l
l
kitchen/meals
phone
television
car
bathroom
If you have any questions about whether in-home child care is the best choice for
you, this guide will provide an overview of the entire process of locating, selecting,
and working with a caregiver. If you have further questions or need more information about any of the material in this guide, call the program that sent you this
booklet.
Common Terms
In this guide the words in-home caregiver or in-home provider are used to
describe any person who cares for children in your home. As you search for in-home
child care, youll probably hear a variety of other terms as well. Many are used
interchangeably one familys nanny is another familys babysitter. The definitions
below are based on those used by the International Nanny Association for some of
the most common terms. Its useful to understand the distinctions, especially if you
decide to work with an in-home placement agency. (Please note: salaries mentioned below do not include other potential costs, such as health insurance and
other benefits, travel expenses for non-local caregivers, and so on. For more information on total costs, see page 24.)
Domestic au pair
Lives with the family and provides help with light housework and child care 40 to
60 hours per week. May or may not have previous child care experience.
Many American au pairs are young women from one part of the country often
the Midwest, Southwest, or Pacific Northwest who are willing to move to work
2 Before You Begin
Nanny
Employed by the family, on either a live-in or live-out basis to undertake all tasks
associated with the care of children. The nanny may be encouraged or expected to
plan developmental activities for the children. Duties are generally restricted to
child care and related domestic tasks. May or may not have had any formal nanny
training, but will generally have an advanced degree and/or a good deal of actual
child care-related experience. A nannys work schedule typically ranges from 40 to
60 hours per week. But nannies may also work part-time, possibly even as little as
one or two days a week.
About 30 private and public nanny schools now exist in the United States. Such
schools offer programs ranging from short 40-hour child care orientation classes
through three- to six-month vocational training programs emphasizing child development, nutrition, play activities, and child safety. Some are actually two- or
four-year early childhood college degree programs. In addition to the very small but
growing number of formally trained nannies graduating from these schools, there
are many individuals who rely on past experience as mothers, grandmothers,
babysitters, child care teachers, owners of family child care homes, nurses, and
nurses aides to qualify them as in-home child care specialists.
Depending on professional and personal backgrounds, nanny salaries vary widely,
usually starting in the range of $250 to $500 per week. Experienced nannies can
earn up to $400 to $1,000 per week.
Parents helper
Lives in or out of the familys home and provides full-time child care and domestic
help for families in which one parent is home most of the time. May be left in
charge of the children for brief periods. May or may not have previous child care
experience.
A parents helper assists parents in child care, without generally being left in
charge of the children for long periods of time. Salaries vary by the region the caregiver comes from and the region in which the family lives. In some cases, a parents
helper is a high school student.
3 Before You Begin
Before You Begin
for a family for one year. American au pairs are most often in their late teens and
early 20s. Often, they have worked as babysitters, enjoy children, and like the idea
of having a new experience before going on to college or starting a different career.
Salaries are not dependent upon where the caregiver is from, but do vary by the
region in which the family lives.
Babysitter
Provides supervisory care of children on an occasional, part-time, or full-time

basis. No special training or background is expected.
High school and college students are often available for part-time and summer
child care jobs, as are others who prefer to work occasionally rather than on a
steady basis. Be sure to talk with your neighbors or post flyers in local stores where
students shop. Babysitters are usually paid by the hour or day and usually earn at
least minimum wage when they work regular hours, but the national average is $6
to $10 per hour. Babysitters who work on an occasional basis may be shared with
other families. For this type of caregiver, chapters 3 and 5 and the Medical Release
Form on page 66 will be the most helpful parts of this guide.
Housekeeper
Lives in or out of the familys home on either a full- or part-time basis. Responsibilities primarily include housework, but may sometimes include providing adult
supervision for school-age children. Often has had little or no formal child care
training, but may have had experience raising her own family.
Housekeepers are often mature women whose principal role is managing the upkeep
of the house. Some housekeepers fulfill basic child care functions for school-age
children, including driving them to various activities, in addition to housework,
laundry, and/or meals. Housekeepers would not be expected to plan developmental
activities for children. Depending on where you live, experienced full-time housekeepers earn approximately $200 to $500 per week.
Au pair (foreign)
A foreign national who is in the United States for up to a year to experience

American life. Lives as part of the host family, receives from them an allowance
for living expenses, and helps with child care. Must have some previous child
care experience.
There are currently six federally approved cultural exchange programs that sponsor
young people between the ages of 18 and 26 from western European countries to
work as child care providers in the United States. Federally approved au pairs
travel on 13-month visas (with one month reserved for recreational travel) and
are expected to take an educational class of their choice during their stay.
Living expenses for foreign au pairs are set by the programs that sponsor them and
generally run about $140 to $170 per week for a maximum of 45 hours a week of
child care. (There are other costs involved, however; be sure to read Foreign Au
Pairs Myths and Facts on page 8 for more details.) Foreign au pair programs
4 Before You Begin
Important Tips to Keep in Mind

Families tell us that finding the right in-home caregiver often involves a long
search, usually six to eight weeks but sometimes longer. It is a process that will
probably be repeated several times before your children outgrow the need for care.
Do everything you can to ensure a good match between your family and the caregiver you choose. From the start there are a number of ways to improve your
chances of having your choice work out well.
Dont panic over timing.

Hire someone you like.
Hire someone your children like.
Trust your feelings!
Dont panic over timing

Take the time to hire the best possible person for the job, rather than settling out
of desperation for someone youre not sure about. This may mean arranging for a
temporary caregiver until youve found a satisfactory permanent provider.
However, once your family has grown accustomed to someone you expect to be
around for a while, a change in caregiver can be hard on everyone. So look for the
best fit, not the quickest fix.
Hire someone you like
Regardless of how qualified she may be and how highly recommended she may
come, do not hire someone you do not like. You can forgive a lot with someone
you enjoy and with whom you feel comfortable. With someone who irritates you,
problems will become magnified. Trust your feelings.
Hire someone your children like
Your children are the ones who will spend the most time with the caregiver.
If at all possible, see how they interact. Look for the warmth and spontaneity
that anyone who feels comfortable with children will have. Dont ignore your
childrens hesitations.
5 Before You Begin
Before You Begin
provide 32 hours of training and orientation for caregivers and include health
insurance for their participants.
What to Do, When to Do It

Recruiting on your own
Please note that these times are approximate. Everyones circumstances

are different. Your search may take a little less time, or a little more.
l
l
l
l
Consider the qualities of your ideal caregiver.

Develop your job description.
8 weeks
Develop ads and flyers.

Tell everyone you know that you are looking for a caregiver.
8 weeks
Place your flyers in various locations around your community.

Run an ad in your local newspaper.
8 weeks
Set up your answering machine with an outgoing message asking

the caller to leave her name and number and something about her
background in working with children.
8 weeks
Conduct initial phone screening and set up interviews.
6-8 weeks
Interview candidates.
4-6 weeks
Negotiate salary.
4-6 weeks
Check your candidates references.
Develop and sign a work agreement with your caregiver.
Have background checks conducted.
Your caregiver begins!
6 Before You Begin
3 weeks
1 week
2 weeks
Congratulations!
What to Do, When to Do It
Please note that these times are approximate. Everyones circumstances are
different. Your search may take a little less time, or a little more.
l
l
l
l
Consider the qualities of your ideal caregiver.

Develop your job description.
8 weeks
Contact agencies, request and review their literature.

Request names and phone numbers of families theyve matched
with caregivers.
8 weeks
Call agencys references, if given.
8 weeks
Thoroughly discuss your needs and your job description with agency.
Pay registration fee and fill out application.
Receive and review files on nanny candidates.

Arrange interviews.
7-8 weeks
6 weeks
Interview candidates.
4-6 weeks
Negotiate salary.
4-6 weeks
Develop and sign work agreement with your nanny.
1-2 weeks
Check your candidates references.
Clarify agencys refund/replacement period.

Sign contract, pay placement fee.
Your nanny begins!
7 Before You Begin
3 weeks
1-2 weeks
Congratulations!
Working with a placement agency
Other Options
Foreign au pairs myths and facts
Most of the suggestions in this publication are more applicable to the process of
selecting an American than a foreign in-home caregiver. If you are interested in
hiring a caregiver from out of the country, contact one of the federally approved
agencies that specialize in this type of care. You will find names and addresses of a
few of these agencies at the back of this guide.
Foreign au pairs offer an excellent child care option for many parents. Many families
choose to hire an au pair because of the wonderful opportunity for cultural exchange.
They like the idea of exposing their school-age children (and themselves) to someone who has different customs and speaks a different language. They may also find a
foreign au pair to be a less expensive option than many others. But it is important to
understand what you are getting and what you arent when you agree to host an
au pair.
The myths
Many parents assume, incorrectly, that au pairs offer most of the benefits of trained,
domestic nannies at a fraction of the cost. They assume, again incorrectly, that
young people volunteer for this experience primarily because they love working
with children, and that candidates are all carefully screened before placement.
The facts
Most au pairs sign up with an overseas program as a way to spend time in another
country and experience a foreign culture, not because they have any special interest
in working with children. This approach is a fundamental part of the au pair program, which was authorized by Congress in 1986 as a form of cultural exchange,
rather than a work program.
When the au pair program was authorized in 1986, eight au pair agencies were
given clearance to operate in the United States. This clearance had nothing to
do with quality, and does not guarantee quality in any way.
Au pairs offer families relatively short-term assistance, with some strict limitations. They are issued 13-month visas and are allowed to provide no more than
45 hours of child care each week. The final month of the visa is reserved for
recreational travel.
Au pair programs do not serve all areas of the country. Foreign au pairs are
generally placed in or around metropolitan areas, where they can work near
other au pairs.
8 Before You Begin
The six au pair agencies authorized to operate in the U.S. recruit candidates only
from Western European countries. Most families do not have a choice of where
their au pair comes from (though some agencies do offer a limited choice).
Screening procedures vary greatly and are extremely difficult to verify. Most agencies
check references for some candidates, but it is often hard to find out if any screening
has been done for a particular candidate. One disadvantage in engaging a foreign
au pair is that you wont be able to meet her in advance. On the other hand, most
agencies guarantee that they will supply you with an au pair for one year, so if an
arrangement does not seem to be working out, a replacement will be found. Even
so, as can happen with any form of child care, you may be left without care for a
while, while arrangements for this replacement are being made.
Families are assigned individual au pairs by the agencies with little or no opportunity to choose between candidates. Families are generally not given a chance to meet
or interview candidates even by phone before the au pairs arrive for their stay. (If you
decide to use an au pair, be sure to ask the agency whether youll have a choice of
candidates, and how much information youll get about them in advance.)
Hosting an au pair can be expensive. Application fees range from $250 to $350,
placement fees from $3,000 to $4,000. In most cases the agencies require that the
au pair have her own room and access to a car during the day. Host families must
also pay $500 per year toward the au pairs education expenses at an accredited
institution. Other hidden costs can include airfare from New York to the airport
nearest your home. Including living expenses, health insurance, travel expenses,
application and administrative fees, orientation, and ongoing support services for
the au pair by the placement agency, the total annual cost of hosting a foreign au
pair can be about $15,000.
What to think about
Do your expectations match what the au pair program delivers? Forty-five hours
of child care may be fine if one of you works part time or doesnt work at all, but
it may not be enough for a couple with two full-time work schedules or for a single
parent who works. The 13-month visa is another important factor to consider.
Are you prepared to repeat the process of breaking in a new au pair at the end
of 12 months?
Does your child need a higher level of care than an untrained person can provide?
Are you comfortable leaving an infant with a person who may have no training or
experience in the care of infants? Does your child have special needs that might
require a caregiver with special training or experience?
Are you comfortable with the limited screening process? Because candidates are
not screened in any thorough or comprehensive way, you must act as the final
9 Before You Begin
Before You Begin
screen when the au pair arrives at your home. Will you be able to spend enough
time with the au pair to decide if this person is a good choice for your family?
Are you prepared for the responsibility of hosting an au pair? You will need to help
the au pair meet other young people in the community. You may have to comfort
her if she is homesick. (This may be her first extended time away from home.)
While the agencys coordinator will take on part of this role, you may find yourself
acting as the parent to your au pair.
Sharing a caregiver
One way to cut down on the expense of hiring an in-home caregiver is to hire
someone jointly with another family. Sometimes called nanny sharing, this
arrangement can greatly reduce your costs.
Sharing a caregiver can be complicated, however. Instead of simply working things
out between your family and the caregiver, you have to consider the needs, schedule, and style of a second family. It becomes even more important for everyone
involved to know whats expected of them and what the boundaries are. Clear and
frequent communication is essential.
Advantages of sharing a caregiver
More cost effective

Still offers many of the advantages of in-home child care
Allows you to afford a more qualified candidate than you might be able
to on your own
Disadvantages of sharing a caregiver
Caregiver may not always be in your home

Schedules might differ between the families
Locating a family whose childrearing ideas and images of a perfect
caregiver match your own can be difficult
In some states this type of caregiving arrangement needs to be licensed by the

state. You should check with your local child care licensing agency before
proceeding with shared care.
10 Before You Begin
If you dont know another family who might want to share child care, you can use
many of the same ideas and suggestions in this guide for recruiting a caregiver to
help find another family. You might also want to look in:
pediatricians or doctors offices

childbirth classes
community centers
gyms, YMCAs or YWCAs
small play groups or library story hours
childrens stores and grocery stores or food co-ops
parents papers
parks
Here are some questions to ask yourself and the other family to help all of you
decide if sharing a caregiver will work.
Ages of the children. Are you looking for playmates who are the same age as your
children? Would you consider sharing a caregiver with another family whose children are different ages than yours?
Schedules and fees. What if the other familys schedule is different from yours? How
will you divide the hours and split the salary? (For example, what if you need care
for only 20 hours, and the other family needs care for 40 hours?) Does one family
pay more since the other family is providing the house and, probably, the food?
Salary, raises, and bonuses. What can each family afford? Timing for performance
reviews and increases for raises should also be discussed before you hire a caregiver.
Will you offer sick and vacation days? What about health insurance?
Geographic area and location. Although you might want care in your home,
would you be willing to have it in another familys home? Would you be willing to
switch on and off (for example, one month at your home and one month at the
other familys)? If you are considering care in another persons home, you may be
able to broaden your search to include the area near your work.
Number of children in care. How many children would you like in care? Will
salaries and fees be divided differently between the families depending on who has
more children? What are the state regulations for this type of care?
11 Before You Begin
Before You Begin
How to find another family
Communication. Working with a caregiver and another family requires putting a

lot of effort into communication. Are you willing to take the time to make sure
this works? If not, you may risk losing the caregiver and your relationship with the
other family.
Group meetings. When will you set time aside to talk about the situation and the
performance of the caregiver? Will everyone meet at the same time? Or will each
family meet separately with the caregiver? What about the families meeting
together without the caregiver?
Contact person. Who will the caregiver go to with problems? It is generally advisable for the caregiver to speak with one person, instead of several. This also allows
both families to discuss the issue and agree on one response.
Caregiver qualities. What kind of caregiver do you want? Are you looking for
someone with a background similar to yours? Or someone who has some diversity
to offer? Does the other family share your preferences? Will you be flexible and
bend to meet another familys set of requirements?
Job responsibilities. What does each family expect from the caregiver? (For
instance, what if you want her to do some light housecleaning and the other family
prefers that she does child care only?) What tasks need to be accomplished? How
does the other family feel about defining duties? One good way to decide on job
responsibilities is to have one adult from each family spend a day caring for the
combined group of children. Having a realistic picture of the caregivers day will
help both families set reasonable expectations for the job. The checklist on page
18 can be starting point for discussing what responsibilities should be part of the
job and how they might be divided between households.
Sick care. Will one parent stay home from work if the caregiver is ill? If one child
is sick and not there, will the family still need to pay their share for that day?
Where does the nanny go if one child is sick (to the sick childs home or the well
childs)?
Liability. What if someone gets hurt? How would you handle damage in the home
(for example, crayons on the wall, broken vases), especially when it could be difficult to determine who actually was responsible for the damage? What areas of the
home are off-limits?
Environment. Visit each others homes before deciding on sharing a caregiver. This
will help you and the other family set limits and boundaries in both homes.
Meals and activities. How will the costs be divided? What will the lunch schedule
be like? Will the child who does not live there bring his lunch, or pay for it?
12 Before You Begin
Childrearing issues. You and the other family will want to discuss what is acceptable behavior at both homes. This might include discussions about toilet training,
age-appropriate activities (such as how much TV, if any), meals (do the children
clean their plates?), and disciplinary issues (limit setting, biting, etc.).
Equipment. Be sure to discuss the equipment needed in the homes (cribs, highchair,
etc.). This can be especially important when a nanny is caring for two infants. (For
instance, you and the other family may want to invest in a double stroller.)
Youll find a sample nanny-sharing ad on page 28 of this guide. If youd like help
working out a job description or writing an ad, or if you need information on
agencies in your area that may place caregivers in shared situations call the
program that sent you this booklet.
13 Before You Begin
Before You Begin
Transportation issues. Will the nanny be responsible for any transportation? If so,
whose car will she use? Does the other family feel comfortable with this? Will the
nanny need to use her own car? Who will reimburse her?
Putting Together a Job Description

Once youve made the decision that in-home care is right for your family, its time
to think more exactly about what the job will include and what type of employee
you want. Knowing what you expect of your caregiver will help you zero in on who
may be available to accept your job, what her salary should be, and where to look
for her. A placement agency may be able to guide you in these considerations. But
whether you use an agency or not, it can help to make some basic decisions before
you begin your search.
The basics
When do you want your caregiver to start?

Allow yourself plenty of time to find a caregiver. The recruiting, screening, and
interviewing process can take several weeks, whether youre looking on your own
or working with an agency. On the other hand, a caregiver who is available to
work when you first start looking may not be able to wait for several weeks until
you need her. If you find someone you feel is right, be prepared to hire her earlier
than you expected. You might even appreciate the extra time this gives you, your
children, and the caregiver to get used to each other. Flexibility on your part can
be a great asset in attracting the right candidate.
If you are considering hiring a foreign au pair, plan early. Recruiting foreign au
pairs can take four to six months. Also, depending on the agency, au pairs may
arrive only at certain times of the year (for example, January or September).
Do you want a live-in or live-out caregiver?
Many families are initially interested in having a live-in caregiver because of convenience and slightly greater flexibility. Although you will need to arrange
specific, limited hours and duties for your live-in caregiver, the very fact that she
does live in your home may make her more available for emergency child care
(when you unexpectedly have to work late, for example) or occasional additional
15 Defining the Job
Defining the job
Defining the Job
care (perhaps on a Saturday night). Parents who frequently need care for late or
overnight hours may benefit from live-in care. Of course, families negotiate in
advance how they will reimburse the caregiver for such extras.
In some cases, finances may dictate hiring a live-in caregiver. Live-in caregivers
generally receive a lower salary because they are also receiving room and board.
However, in many parts of the country, live-in and live-out care is equally expensive. Live-out caregivers might also be very difficult to find in rural and suburban
areas where public transportation is unavailable.
Its worth thinking carefully, however, before making a commitment to employ
live-in help. Are you prepared to have another person living in your home? Do you
have room to accommodate another adult? (A private room is essential and a private bath is preferred.) Will your family and the caregiver be able to have the
privacy that you will all need? When the caregiver is off duty, will she be welcome
in your kitchen and den and other areas in your home? Will you be bothered if she
doesnt have plans for her weekends off and stays at your home? Will you mind if
she has friends over? Will it bother you if she stays out late at night? Do you want a
caregiver who will be essentially another member of your family sharing meals,
attending family outings, asking for advice, and so on?
Put together a description of the job.
Consider the qualifications of your ideal caregiver.
Decide on salary and benefits.
Do you need full-time or part-time help?

How many days and hours will you actually need a caregiver? Will your schedule be
consistent, or will it change from day to day or week to week? Will you need help
evenings and weekends, too? Keep in mind that full-time caregivers usually work
40 to 60 hours a week; if you find your child care requirements exceed this range,
consider hiring a second caregiver or exploring a combination of child care
options. Otherwise you run the risk of burning-out your caregiver and losing her.
Defining job responsibilities
Now is the time to make up your list of all the tasks that you want your caregiver
to perform. Think about the typical day you envision for your children in the care
of the person you hire. What do you want them to do together? Play? Read? Go on
outings? Work on projects?
16 Defining the Job
Try to be realistic. A caregiver may not be able to do a good job of taking care of
your children and cleaning your house. Set priorities for any work to be done that
is outside the realm of child care.
Use the Job Responsibilities checklist that follows to help define your position. Choose appropriate duties from the list and add any extra duties. Later,
when you hire a caregiver, you can attach this list to the work agreement the
two of you will sign together.
17 Defining the Job
Defining the job
Be clear about whether you are looking for someone solely to take care of your
children or someone who will do child care and housekeeping, too. If housekeeping
is a priority for your family, do you mean light housekeeping tasks (straightening
up, loading the dishwasher, etc.) or more serious chores such as vacuuming and
dusting, cleaning the bathrooms and floors, laundry, cooking, and errands?
Job Responsibilities
Child care duties:
Direct supervision
Planning activities
Daily
Twice/Week
Weekly Occasionally
Food preparation (children only)

breakfast
lunch
dinner
snacks
Feeding
Bathing
Dressing
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
Transportation
l
to/from doctors appointments, etc. l
to/from school
to/from activities and friends
Within defined limits, caring for

visiting friends
Helping children with homework
Other (specify) _____________
__________________________
__________________________
__________________________
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
Child-related housekeeping duties:
Straightening up childrens
rooms and toys
Making childrens beds and
changing linens
Vacuuming/cleaning floors in
childrens rooms
Cleaning childrens bathroom
18 Defining the Job
Shopping for children

(food, diapers, etc.)
__________________________
__________________________
__________________________
l
l
l
l
l
l
l
l
Other housekeeping duties:
Tidying up
Meal preparation
breakfast
lunch
snacks
dinner
Vacuuming and dusting
Grocery shopping
Other errands
(cleaners, post office, etc.)
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
Caring for pets:

feeding
walking dog
Caring for plants
__________________________
__________________________
__________________________
19 Defining the Job
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
l
Childrens laundry
Your Caregivers Qualifications

Before you begin looking for a caregiver, you should consider what qualifications
youd ideally like her to have for the job. Nobody is perfect, and when you begin
screening candidates youll want to have a clear idea of where you are willing
to compromise. In order to do this, it is helpful to identify your highest priorities
in advance.
Deciding on your priorities
What matters most to you in a caregiver? Think about the following:

Age
Does the age of your caregiver matter? Do you want an older, more mature caregiver (who perhaps has raised a family of her own) or would you be happy with a
young woman?
Education
Is a caregivers formal education important to you? Are child development courses
and a high school or college degree criteria you will look for? Some families have
found loving and experienced caregivers who may lack formal educational credentials. Would you consider hiring a caregiver such as this?
Experience
Do you want a caregiver who has had experience with children, especially with
children who are the same age(s) as yours? What kind of experience is acceptable
and what is essential? Babysitting during high school? Rearing a family or helping
with an extended family or siblings? Teaching? Supervised training in a classroom
or child care center?
Skills
Do you need a caregiver who can drive? Cook? Play sports? Do housework? Iron?
Help your children with school homework? Do you want your caregiver to have
training in CPR or first aid?
Preferences
Do you want a non-smoking caregiver? If you are a vegetarian or have other strong
dietary preferences, will it bother you if your caregiver doesnt share them, or the
other way around? Do you need a caregiver who likes pets (or at least who isnt
allergic to them)?
20 Defining the Job
Think about the kind of person you want to have in your home taking care of your
children. What attributes are most important? A good sense of humor? A quiet
demeanor? Someone who is outgoing? Takes initiative? Flexible? Creative? If your
caregiver lives in, do you mind if shes a morning person or a night person? Neat or
messy? Do you prefer a person who keeps to herself or someone who wants constant companionship? Do you want someone who is comfortable with supervision
and direction or someone who prefers to make her own decisions?
Values and culture
Would your child benefit from a caregiver who speaks a different language? What
if her English is limited? If her religion is different from yours? Does a caregiver
with a very different cultural background appeal to you?
Family background
Are you interested in a caregiver who comes from a large family or small family?
Do you prefer someone with an urban or rural upbringing?
Remember that in addition to having special child care skills, the person who
cares for your children must be able to tolerate long hours in the company only of
children. You must be able to trust her. She will be alone with your children in
your home, and she may share with your family some of its most intimate
moments. Many skills can be learned, but temperament, attitude, and compatibility with your family are innate qualities you must feel confident about, or the
caregiving arrangement is not likely to work out.
What Is the Job Worth?

Since you may be competing with many other families for a very short supply of
in-home caregivers, it is in your best interest to develop a compensation package
that makes your position attractive to prospective employees.
Salary
Your caregivers salary will, of course, be tied to her job responsibilities, working
hours, and qualifications. The more you expect her to do and the more time she is
expected to be on duty, the more you can expect to pay. If she is an experienced or
trained caregiver, she will expect a higher salary. Caregiver salaries can vary from
region to region in the United States. Generally, salaries are higher in metropolitan areas, especially along the East Coast.
21 Defining the Job
Defining the job
Personality
Live-in caregivers salaries usually start at a minimum of $300 per week; for an
experienced caregiver, salaries generally begin at $400 to $500 per week. Youll
want to take into consideration whether you have a newborn or more than one
child, and whether the caregiver regularly works 40 or 60 hours a week when
deciding on a salary.
Salaries for live-out caregivers are likely to be in the $8 to $15 per hour range
(which would mean $400 to $750 for a 50-hour week), again depending on experience, qualifications, and region of the country. Rates generally increase $1.00 to
$3.00 per hour for every additional child. Many families also pay overtime (time
and a half) or provide extra time off when the caregivers hours exceed
the agreed-upon schedule.
While not included in the formal work agreement, families may offer a bonus during the winter holidays and incentives throughout the year if they are pleased with
the caregivers performance. A bonus at the completion of a years fulfilled contract
is also effective. See the information about performance reviews on page 69.
For more information about taxes and your legal responsibilities
as an employer, see the Hiring a Caregiver tip sheet at the back of
this guide.
Benefits
It is customary for most families to offer paid major holidays (New Years Day,
Memorial Day, Fourth of July, Labor Day, Thanksgiving, Christmas) and two weeks
paid vacation within a year of service. You might also consider providing five days
of sick leave and two days of personal leave.
One important and attractive benefit may be health insurance for your caregiver.
Most large health insurance companies offer plans for individuals. You can contact
such a company directly or talk to an insurance agent in your area.
In addition to more standard benefits, weigh the value of other aspects of your total
compensation package. For example, if you are hiring a live-in caregiver and can
provide separate quarters for her (rather than just a room and bath down the hall
from family members), she will undoubtedly recognize the value of having such privacy. Likewise, it is an additional benefit if the caregiver has access to a car for her
own use as well as for family-related errands. If the caregiver is using her own car to
transport your children, you should consider paying a car allowance of a certain
amount per week or reimbursing her on a per-mile basis. You may also want to
make sure her auto insurance coverage includes transporting your children. If not,
you may want to provide that coverage for her.
22 Defining the Job
How much will all this cost? Your total costs for employing a nanny will depend on
a variety of different factors, including the experience and qualities you require,
the base salary you pay your nanny, the tax requirements of the specific area you
live in, and any additional benefits you might decide to offer.
The budget sheet on the following page will give you rough estimates of the
expenses you might expect to take on when you hire an in-home caregiver.
23 Defining the Job
Defining the job
You can also enhance a live-in arrangement by providing a private phone line
(with the caregiver expected to pay for her long distance calls), a television, or similar amenities. You will quickly discover that a good caregiver is worth a great deal.
Youll want to be as creative and generous as possible to keep her in your employ.
Sample Budget Sheet

Estimated costs for employing an in-home caregiver for one year.
Estimate A is based on the salary of a full-time caregiver who earns $300/week
and works an average of 50 hours/week.
Estimate B is based on the salary of a part-time, hourly caregiver who earns
$7.50/hour and works 25 hours/week ($187.50/week).
Type of cost
Estimate A
Full-time
Estimate B
Part-time
$15,600
$9,350
Federal taxes
$1,300
$790
State taxes H
$800
$400
Workers Compensation H
$600
$600
Health insurance HH
$1,200
$1,200
Room/board (if live-in) H
$2,800
$2,800
Auto insurance H
$1,000
$1,000
Travel expenses H
$500
$23,800
$16,140
$1,300
$700
Background check services H
$100
$100
Payroll service H
$125
$125
$25,325
$17,065
Salary
Total
Optional costs:
Placement agency fees H
Total
HH
Estimates given. Actual tax costs will vary by state; service and fee costs by type
of service used.
Based on estimate of $100/month long-term nanny health insurance premium.
24 Defining the Job
Now that you have defined the job and decided what qualifications are important to you,
the next step is to find someone who is suitable. Searching for a caregiver without the help
of an agency involves advertising, networking, making calls, hanging flyers, and screening responses. You can find more about this last step later on in Choosing a Caregiver
on page 39.
Writing and Placing an Ad

One of your best bets is to advertise in your local newspaper. Experience demonstrates that the smaller and more local the paper, the more likely it is that you will
be contacted by appropriate candidates. This is especially true when youre seeking
a caregiver who can commute to your home each day.
Here are some ideas that may help when youre writing and placing your ad.
Check the Situations Wanted section in your local newspaper or parents paper
to see if anyone who meets your needs is advertising for a position.
Look for ads others may have placed for an in-home caregiver. If you find a paper
with many such ads, you will know it is probably a good place to advertise.
Reading other caregiver ads can help you phrase your own and, even though you
wont be including your salary in your ad, may give you some idea of salaries in
your area.
When you write your ad, be sure to include information about:

ages and number of children
hours and days needed
live-in or live-out
area you live in
any special perks or benefits that may attract applicants (such as health
insurance, a car, travel, a family pool, health club or YWCA membership,
or video store account)
25 Recruiting on Your Own
Recruiting on Your Own
Be sure to mention anything special you require, such as:

driving own car or yours
English-speaking and/or U.S. visa
child care experience and references
non-smoker
Do not include:
specific salary
minimum age
race, sex, or religion
Parents who include specific salaries in ads often find they have limited their pool
of candidates. Many prospective caregivers simply dont respond to ads when the
information does not seem negotiable. Also, remember that the law generally prohibits discriminating against potential employees because of age, race, sex, or
religion. Many newspapers will not accept ads that include words that might be
interpreted to be discriminatory. If you have a specific preference, try to think of
descriptive words that personify the kind of person youre looking for. For instance,
if you prefer a younger caregiver because you think shell be more likely to play
actively with your child, instead of saying, Looking for nanny in early 20s . . . try
something like, Seeking energetic caregiver who wants to get down on floor and
play with adorable toddler!
Most newspapers charge by the number of words or lines in your ad, so eliminate
any unnecessary words such as articles (a, an, the) or prepositions (by, to, with, etc.).
It is worth adding a few adjectives to describe your children (adorable, energetic,
etc.) to give the ad some personality. Words describing the candidate (experienced,
stimulating, and so on) can also help eliminate unwanted responses.
If the newspaper arranges ads alphabetically, start your ad with words like A
nanny needed, Child care. . . , or Adorable infant . . . .
Ads located at the top of a section or page seem to generate the greatest response.
Ask the paper how they arrange the ads and adjust your ad accordingly.
If you dont want applicants to call you directly, some larger papers use post office
boxes or voice mail as screening tools. You may also want to consider using an
answering service and listing their number in your ad.
Look at local newspapers for ideas.

Develop ads and flyers.
Tell everyone you are looking for a caregiver.
Use local resources: schools, community programs, places of
worship, local colleges, etc.
Sample ads
Nanny Needed: Enthusiastic, loving, and experienced person to provide care in

our home for two girls, ages 13 months and 3 years. Must be a non-smoker and be
able to provide own transportation. Competitive salary and health insurance plus
other perks. Hours: Mon-Fri, 7am-6pm, with occ. overnight when parents travel.
References required. Call Ann weekdays from 3-6, 818-555-1111.
Infant Care Needed: Professional couple, mom and dad travel, seek loving person
experienced with infants to live in and care for newborn beginning Dec. 1. Hours
are 8am-6pm, Monday-Friday, and Saturday evenings. Spacious basement quarters,
including own bath and phone line, plus use of a car. Must like cats, and be a nonsmoker. Call weekends, 419-555-1111 with references and salary requirements.
Housekeeper/Child Care: Experienced and reliable person wanted to clean our

home in the mornings, and care for our 6- and 8-year-old sons after school. Hours:
9am-6:30pm, Monday-Friday. Must have drivers license and be willing to take
CPR. Competitive salary and benefits for right person. Call Susan or Tom weekdays 713-555-1111.
Teacher Wanted: Current or former teacher to provide care in our home for
7-year-old girl. Warm, caring individual to provide stimulating environment after
school, 3-7, Monday-Friday. No weekends. Must have own car and be interested in
providing art and music activities. References required. Call evenings after 7:00
404-555-1111.
Adorable Child Needs Nanny: Energetic person to provide care for an active toddler in our home. Live in/out. Requirements include minimum 1 year child care
experience, references, and willingness to make at least a 1 year commitment.
Hours: 7am-7pm, Monday-Friday. Generous salary, two weeks paid vacation, occ.
travel, extras. Call Bob and Sharon evenings 7-9, 501-555-1111.
The style and wording of the ads below are typical. You might adapt one of these
models to your own requirements.
Live-Out Caregiver Needed: Two families interested in sharing a nanny are looking
for a loving, experienced, trustworthy person to provide care for 2 infants in our
homes (alternating houses each week). Must have own transportation, references,
and be a non-smoker. Salary negotiable, generous vacation/benefit package. Call
Katie 617-555-1111 or Emily 617-666-2222.
Other Ways to Look for a Caregiver

While classified ads are an excellent way to begin your search, many families
have found caregivers through other means. The wording you chose for your ad
can be turned into an inexpensive flyer, which you can distribute to some of
the following resources.
You can also use one of the flyers at the end of this section. Fill it in with the
appropriate information and photocopy it. Use colored paper to attract greater
attention. You may also want to make rip-off tabs with your phone number at the
bottom of the flyer. If you have children who like to draw, ask them to color in
the flyer or draw a picture on it. School-age children may want to design their
own flyer.
Friends and associates
Word-of-mouth can turn up surprising leads. Let your friends and associates know
that you are looking for in-home help. They (or their caregivers) may know of an
appropriate and available caregiver. Mention your search to your pediatrician, the
parents of your childrens friends, and anyone else you trust. Dont rule out your
contacts in other areas of the country caregivers may be willing to help pay their
own moving expenses for the experience of living in a new place.
Nanny training schools
There are approximately 30 nanny training programs currently operating in the
United States. Some programs provide training and placement while others only
provide training. Some programs are privately owned; a larger number are affiliated
with community colleges. Some may have waiting lists youll want to get on. Some
private nanny schools seek local families to serve as host families while students are
in training or serving internships. You may be able to secure a caregiver by volunteering to fill this role. To find out about nanny training programs, visit the Web
site of The Nanny Association, www.nannyassociation.com.
Community colleges and universities

Local colleges and universities often have students who are enrolled in early
childhood education, family studies, psychology, nursing, or similar programs.
College placement offices or financial aid offices usually post opportunities for students or graduates looking for employment. A student may offer a less expensive
option, especially if you are able to offer room and board in exchange for parttime child care.
A reliable high school student often appeals to families who need part-time, afterschool care for elementary-school-age children, or a parents helper. If you are
willing to consider an older teenager as a caregiver, check with high schools in
your area. Many high school curriculums now include early childhood courses and
some schools also have vocational educational programs. It is best to contact
schools directly through their guidance departments.
Religious organizations
Local religious organizations such as churches and synagogues often know of
members who are actively looking for work, or may be willing to post job
announcements on their bulletin boards. Contact secretaries and youth directors at
religious organizations in your community.
State and local employment offices and job programs
These are the first places many job applicants go to look for work. Information
about your in-home caregiver opportunity will reach large numbers of people
who are job-hunting. Contact your states Department of Labor or Employment
Commission.
Local school district personnel office
A good candidate for your caregiver position might be a certified teacher who
isnt currently working in the classroom full time. Call the school districts in your
area and check on the availability of their substitute teacher list. Many districts
also have bulletin boards where you can post your job notice.
Senior citizen centers
You may be able to find a retired person who would like to earn a little extra
money by taking care of children, either on a full- or part-time basis. Contact the
center coordinator at your local senior citizen center and ask if you can post your
job notice at the center. Or call your countys Office on Aging and check on a
senior employment program.
High school programs
Womens centers
In many metropolitan areas, non-profit womens centers provide support and jobfinding services. You may want to contact such programs and ask about their job
bank or other employment services. A displaced homemaker who is entering the
work force may be just the person youre looking for.
The Internet
Many parents look for information about nanny agencies, associations, and training programs on the Internet. Many of the nanny-related businesses that have Web
sites are legitimate services. However, its always important to check the references
of any organization you find online before entering into a contract or agreement,
particularly when it comes to child care. One good place to start your online
research is the International Nanny Association, www.nanny.org. The INA site has
articles, resources, and lists of affiliated agencies.
Other public bulletin boards
Look around your community for other places to hang a flyer. Public libraries, childrens stores, self-service laundries, YWCAs, and health clubs are just a few of the
spots likely to have public bulletin boards. As the information highway becomes
more and more of a reality, even electronic bulletin boards may offer a way to
recruit a caregiver.
I need child care

in my home
call
at
for more details
Using a Placement
Agency
Some families choose to use the services of a company that specializes in finding in-home
caregivers. As the demand for in-home child care grows, more and more specialized
businesses are emerging. The International Nanny Association estimates that there are
more than 600 such companies now operating throughout the United States.
Some agencies specialize in child care placements, while others offer child care as
one of a number of domestic services, such as housekeeping or elder care. Agencies
may recruit caregivers for live-in positions only, live-out positions only, or both.
Agencies specializing in live-in caregivers may recruit from all over the country.
Those that specialize in live-out placements will generally recruit locally.
Whatever the case, an in-home placement agencys main task is to match families
with appropriate caregivers. In trying to accomplish this, a good agency will guide
you through each phase of your search.
What an in-home placement agency does
First, the agency staff members will help you clarify your child care needs. Theyll
assist you in defining your expectations and preparing a job description that accurately reflects what your position involves and the type of individual you think will
be most suitable for your family. They will advise you on caregiver qualifications,
appropriate pay, and benefits.
Then, they will either review their pool of applicants or recruit specifically for you.
After screening applicants by phone or in person, a reliable agency will not only
collect references, but verify them all, by calling and speaking directly to the person who gave each reference. Generally, the agency will select one or two
candidates for you to interview. If you are looking for a live-in caregiver, most
agencies will provide you with a written portfolio on each applicant, summarizing
her background, training, experience, and references.
33 Using a Placement Agency
Using a Placement Agency
About Placement Agencies
At your request, some agencies will conduct background checks on potential

caregivers.
Once youve hired a caregiver referred by the agency, the agency should be in
regular contact with you and the caregiver during a specified refund/replacement
period, to make sure both of you are satisfied with the placement. The agency
should have a written policy stating whether the caregiver is to be replaced and
whether you will get all or part of your money back in the event that you or the
caregiver are not satisfied. Be sure to familiarize yourself with its refund policy
before you begin to work with an agency.
Some agencies that specialize in live-in placements also provide ongoing services
like social opportunities, caregiver support groups, telephone warm lines, and
caregiver training. These services can be very important to caregivers who are
young and far from their families. Be sure to inquire which of these types of services
are provided by any agency with which you are considering working.
Decide if an agency is right for you.

Contact agencies; request and review their literature.
Call agency references.
Thoroughly discuss your needs and job description with each agency.
Ask questions before you select an agency.
Advantages of working with a placement agency

Finding an in-home caregiver on your own can be difficult and very time-consuming.
A good agency can provide short cuts by helping you decide whats best for your
family and what is realistic to expect from a caregiver. An agency can relieve you
of the burden of placing ads, responding to inquiries, and dealing with people
whom you may find inappropriate for your needs. An agency may be particularly
helpful to families who are new in an area and who may be unfamiliar with local
resources for advertising. A reliable agency also has experience in screening applicants and may be able to recognize appropriate candidates for your position.
If your employee proves unsatisfactory, an agency should get you started on a new
arrangement by providing additional referrals within the specified replacement
period. And if you have hired a live-in caregiver from another part of the country,
a reliable agency will assist you in easing her transition to a new home.
Disadvantages of working with a placement agency
Using a placement agency costs more than locating a caregiver on your own. While
agencies can save you time and legwork, they dont necessarily do anything you
cant do on your own, if you have the time. Also, while many agencies are reliable,
parents occasionally find that some do not fully consider the needs of the family or
caregiver when arranging placements. An agencys applicant screening process may
be misrepresented or unreliable. Be cautious with agencies that are more oriented
toward locating household help than child care providers. Their focus in screening
caregivers may not emphasize child care abilities and skills.
Costs of placement agency services
Fees for child care placement services vary widely, depending on the type of services
the agency provides. Agencies specializing in placements of live-in caregivers usually
charge fees of between $500 and $3,000, based on a percentage of the caregivers
annual salary. Some charge 20%, for example, or ask for the equivalent of the caregivers first two to four weeks pay. Agencies that provide emergency or sick-care
services employ caregivers and charge you a daily placement fee plus an hourly
salary for the caregiver ranging from $10 to $18 per hour.
If the caregiver doesnt work out

A reliable agency will have a written replacement/refund policy that spells out its
obligations to you if either you or the caregiver decide to end your working relationship. Usually agencies specify replacement/refund periods ranging from 30 to
90 days. (Sixty days seems to be most common, although occasionally an agency
will honor its guarantee for as long as one year.) Some agencies will only provide a
replacement caregiver, while others will refund all or part of your money. Its
important to read such policies carefully before you begin to work with an agency.
Finding a placement agency
A consultant at the program that sent you this booklet can help you find a
placement agency. In addition, the International Nanny Association (INA) also
publishes a directory of in-home placement agencies and nanny training programs.
191 Clarksville Road
The phone number is:
Princeton Junction, NJ 08550
888-878-1477
Web site: www.nanny.org
Your friends and associates can be useful sources of information as well. Be sure to
ask if their experiences with any agencies they mention have been satisfactory or
unsatisfactory.
Using a Placement Agency
A growing number of agencies (especially those making out-of-state placements)

expect clients to pay a non-refundable deposit at the time a contract is signed. The
amounts tend to range from $25 to $250. Some agencies adjust this deposit for
returning customers those parents who have used the agency previously.
How to select a placement agency
Even if an agency has an excellent reputation, its services may not meet your specific
needs. As in any business transaction, it is wise to find out as much as you can
about the company youre dealing with and to evaluate its methods of operation
as they relate to your own preferences or style.
You can use the following questionnaire to help gather information about the
different agencies you are considering. As you talk with people at the agency, pay
attention to how they respond to you. Are they asking you a lot of pertinent questions about your children and your job requirements? Are they making suggestions
to help you clarify your expectations? An agency that doesnt have information
about your preferences and family needs will require sheer luck to make a good
match. And always remember, even when working with an agency you trust, your
own screening and interviewing of applicants are your best safeguards.
Keep in mind, too, that some in-home placement agencies are not large or sophisticated organizations. Many operate out of the owners home with just two or three
part-time employees. Because of this, you are likely to get an answering machine or
an answering service when you call. To get the best service, be sure to leave a clear
message, including the reason for your call. If you want a brochure or need to speak
with someone, state that in your message, along with your name, address, telephone number, the best time to reach you, and when you need a caregiver to
begin.
Questions to Ask a Placement Agency
1.
What types of caregivers do you place (full-time, part-time, live-in or live-out,

temporary, etc.)?
2.
How do you gather information about families? Do you make home visits? Is a
written application part of the process? Do you ask for references for the families
with whom you work?
3.
How long does it usually take to make a placement? Do you think you will be able
to locate a caregiver for me within the time I have?
4.
Will you assign one person to be my contact at the agency throughout my search?
(Note: If you are assigned one person at the agency to work with, make sure he or
she has a thorough understanding of your needs, listens attentively to what you say,
and seems to care about your familys particular situation.)
5.
How long has your agency been in business?
6.
How long have the staff members been in the placement business?
7.
How many placements have you made during your years in business? In the
past year? In my geographic area? What percentage of these have lasted for at least
one year?
8.
Do you have names of some families who have used your agency that I could call
for references? (Note: You might want to ask these families how their search went,
how appropriate the applicants referred to them were, and whether they found any
inaccuracies in the stated cost and refund policies.)
9.
What is the minimum age requirement to be listed as a caregiver with your agency?
10.
What kind of education or training must the applicants have? High school? First
aid? CPR? Other? What kind of training does your agency provide?
11.
How much and what kind of child care experience do you require of applicants?
12.
Do you work only with people who can legally work in the United States?
13.
Do you interview all the candidates in person? How many people at the agency
interview them? How long do these interviews usually last?
14.
How many references do you require from the applicants? Are these written or
phone references? If written, do you verify all of the references with a phone call?
What types of questions do you usually ask the references?
15.
Will you give me a copy of the written references, and the names and phone numbers of the phone references so that I can call and check them?
16.
What background checks do you conduct? Driving record? Criminal record? Credit
history? Others? In your state, what do these records include? (In other words, will
they reveal convictions only? Do they include information from out-of-state?

How far back do they go?) Do you do these background checks before or after I
interview candidates?
17.
Do you conduct any other types of screening? Do you ask for a physical examination? A TB test? A psychological or personality profile?
18.
How do you recruit your candidates? Do you recruit just in the local area or from
other areas as well? Do you use recruiters in other parts of the country? If so, have
those people been trained by the agency?
19.
Will I be able to interview all of the candidates in person? If the candidates have to
travel for these interviews, who pays the travel expenses?
20.
Will I have to pay a registration fee to begin the process? If so, will this fee be
applied toward the placement fee if I hire one of your candidates?
21.
Is the placement fee billed as a lump sum, or can the payments be spread out
over time?
22.
What is your refund or replacement policy? Do you have any exceptions to this policy?
23.
What support services do you provide for the nanny and/or the family after a placement is made? Do you have a nanny network or support group organized in my
geographic area? Do you have regular social or educational events for the nannies
or families? Do you have a newsletter? Do you provide telephone support? (Note:
Support is especially important for nannies coming from outside the local area.
Beware of agencies that do not look out for the welfare of their applicants. You
dont want to end up with a lonely or homesick nanny who leaves your family after
a short time.)
24.
What does my fee pay for? How much of it does your agency devote to assuring the
quality of the candidates? How much to your support services? How much to your
thoroughness of screening?
25.
Where do you make most of your placements? (Note: You may be tempted to
choose an agency that is far from you, because its fees are lower. Make sure such an
agency is accustomed to working long distance, and will provide the same amount
of loyalty and support to your family as it does to families that live nearby.)
Choosing a Caregiver
Whether or not you have decided to search independently for a caregiver or to employ the
services of an agency, sooner or later you will have lined up one or more candidates for
the job. The way you screen, interview, and hire a candidate will be pretty much the
same no matter which method you have used to get to this point. This section of the guide
and the next will take you through the steps of choosing and hiring a caregiver.
Not everyone who applies for your child care position will be qualified or appropriate. Most placement agencies will prescreen potential candidates for your position,
but if you are looking for a caregiver on your own, youll save a great deal of time
by prescreening candidates before you interview them. Try to set aside a few blocks
of uninterrupted time to talk on the telephone with potential caregivers. If you are
busy when an applicant first calls, take her phone number and ask for a good time
to reach her. If you have an answering machine, you might want to put a special
message on it for a while just after you have placed an ad. Ask people who respond
to your ad to leave their names and telephone numbers, a good time to contact
them, and some information about their child care experience. You may also want
to consider getting a voice mailbox from your telephone system or using an
answering service.
Even if you are hiring a caregiver for the first time, you will quickly get a feel for
the applicants who seem appropriate. Some may impress you with their credentials, background, confidence, and maturity. Others may appear to have a total
lack of qualifications. Trust your instincts. Its your home, your family, your children,
and your money. Always remember, youre in charge and you make the final decisions about whom to interview and whom to hire. You are the person who is best
qualified to make these decisions.
39 Choosing a Caregiver
Prescreening Candidates
Telephone information
You can obtain a great deal of information when an applicant phones you about
the position. Here are some areas to cover:
Ask if the individual is available to work the hours you need. Find out when she is
free to start work.
State the basic responsibilities of your position and ask if she is comfortable with
all the duties that go with it. (If the candidate seems interesting, you can discuss
job responsibilities in more detail later.)
Continue with the prescreening by asking her to tell you a little about herself: her
background, her experience with children, her reasons for wanting to be an inhome caregiver, her long-term plans, and so on.
Unless salary is negotiable, make sure the applicant is willing to work for the
amount you are prepared to pay.
Ask her if, on the basis of this first conversation, she is still interested in your
position.
The Prescreening Questionnaires on pages 42-43 will help guide you through this
stage of the search. If youre prescreening yourself, use the first questionnaire. Make
some photocopies to keep by the phone. Have one available for each applicant
who calls, so that you can jot down notes and impressions. If someone else, such as
an answering service, is prescreening for you, give them copies of the second questionnaire along with a short paragraph that summarizes your job description.
Use an answering machine or answering service to take calls,

if possible.
Prescreen candidates.
Ask likely candidates to complete an application.
Interview.
Check references and background information.
Resume/application
If you are working through an agency, it will send you information about candidates experience, work history, and references. If you are searching for a caregiver
independently, ask likely candidates to send you a resume, or to complete the
application you send them. You can use the application form in this section. (If you
are short on time, you can gather the information over the telephone.)
Look at the work history of each candidate who interests you. You may want to
check references at this point, or you may want to wait until after the interview,
when you have a better idea if you are seriously considering the candidate. If you
do call references at this point, mention to them that you might want to call back
after your personal interview. Youll find a form to guide you through reference
checks on page 53.
Prescreening Questionnaire
When prescreening applicants yourself
Date
Name
Address
City
State
Phone day
evening
Zip
Best time to reach

How did you hear about the position?
Review specific duties, and salary. Determine interest in job.
Does this sound like the type of position you are looking for?
Discuss background, experience, and training related to child care.
What experience have you had with children? With what ages?
Do you have training or education in child care?
Where was your last job? How long were you there? Why did you leave?
What other kinds of work have you done?
Why are you looking for child care work?
What are your plans for the future?
Decide if you would like a personal interview. Obtain references.
I am interested in the possibility of a personal interview. Can you supply me with

the names and phone numbers of two people who have observed your work with
children, as well as the name and number of your last employer?
Will you send me a resume or fill out and return the application I send you?
Would you be willing to undergo a background investigation before being hired?
Record your first impressions of this caller. ________________________________
To complete after call:
l Received resume/application
l Checked references
l Scheduled interview:
date
time
l Confirmed first interview 24 hours in advance.
place
Prescreening Questionnaire
When someone else is prescreening for you
Please use the following form to ensure that we have complete information about
each caller:
Date and time call received
Name
Address
City
State
Phone day
evening
Zip
Best time to reach

How did you hear about the position?
Job Description
(Substitute your own information here.) We are looking for a full-time nanny to provide child care for two children. The position would involve arriving at our house
by 7:30 a.m. and helping to get the children off to school (supervising dressing and
toileting, packing school bags, making breakfast, packing lunch, etc.). During the
morning you would be asked to perform housekeeping tasks (vacuuming, dusting,
laundry, etc.). In the afternoon, one of the children will be returning home, and at
this point the focus would be on child care (reading, playing, making lunch, planning activities, etc.). The second child will be home later in the afternoon, and the
position would end around 6:30 p.m.
What experience have you had with children? With what ages? (This could
include care for younger siblings; raising own children; working in a school, child
care, or camp setting; babysitting, etc.)___________________________________
__________________________________________________________________
__________________________________________________________________
Are you currently or have you ever worked as a full-time nanny? How long were
you/have you been in this position? Why did you leave or why are you leaving this
position? ___________________________________________________________
__________________________________________________________________
__________________________________________________________________
What training or education have you had in the field of child care? ____________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
Does this sound like the type of position you are looking for? _________________
Are you currently employed? If so, where? If not, where was your last position?
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
Why are you interested in working with children? __________________________
__________________________________________________________________
__________________________________________________________________
Do you ever smoke? _________________________________________________
Do you have a valid drivers license? _____________________________________
Have you had CPR and/or first-aid training?_______________________________
Do you have any health problems that might affect your job performance? ______
__________________________________________________________________
__________________________________________________________________
Thank you for calling. If we are interested in a personal interview, we will call you.
Would you be able to supply the names of three to six references (at least two of
which have seen you work with children), as well as the name and number of your
most recent employer?
References
Name
Name
Address
Address
Phone
Phone
Name
Name
Address
Address
Phone
Phone
Name
Name
Address
Address
Phone
Phone
In-Home Caregiver Application
Personal Information
Please print or type
Name
Date
Address
City
State
Phone day
evening
Zip
Permanent address (if different from above)

Social Security number
Person to call in case of an emergency
Yes
l
l
l
l
Name
Relationship
Phone day
evening
No
Do you smoke?
Are you allergic to pets?
Are you willing to be involved in the care of a pet?
Do you have a valid drivers license?

License number and state
Have you ever had your license revoked?

If yes, explain
Can you swim?
Do you have first-aid training?

Last date updated
Do you have CPR training?

Last date updated
Do you have any health problems that might affect your job performance?
If yes, explain
Have you ever been convicted of a felony?

If yes, please explain
On a scale of 1 to 10 (10 being highest), please rate yourself on the following as

accurately as possible:
___ Ability to be a self-starter
___ Ability to relate to children
___ Ability to follow directions
___ Control of temper
___ Patience
___ Sense of humor
___ Common sense
___ Honesty
___ Ability to make friends
___ Neatness
___ Ability to speak up when

something bothers you
___ Maturity
___ Ability to relate to adults
Child-related experience
Please list the child care positions youve held in the last 5 years (include in-home
positions, child care centers, family child care, summer camp, babysitting, etc.):
Family or program name
Dates from-to
# Hours/wk
(give month and year)
Childrens ages Reason ended
Have you had any other child-related experiences you would like us to know
about? Please explain.
What do you enjoy the most about working with children?
What do you enjoy the least?
How do you handle discipline and limit-setting with children?
Educational background
Please list names of schools attended and year graduated or grade completed:
Other
Please check the following and sign below:

I attest that I have never been judged by the courts to be the parent of a child in
need of protection, nor have I been convicted of abuse or neglect, or been the subject of a substantiated claim of abuse or neglect.
I attest that while caring for children I will not take any alcohol or narcotics or any
other substance that may impair my ability to care for children.
I attest that all of the above information is true to the best of my knowledge.
Signature
Date
Interviewing
If at all possible, youll want to meet face to face with the person who may be sharing
your home. Its always best if you can conduct an interview in person, although it
may not be possible when the applicant lives a great distance away. One possibility
in such a case is to travel to a city near several candidates in order to interview
them personally. Another possibility to consider, if its within your budget, is to
pay the travel expenses for a distant applicant to spend a short trial period with
your family before you hire her. This may be money well spent. However, if you
cannot arrange for a personal interview, use the interview guide on the following
page to interview the candidate over the phone. Feel free to call a candidate more
than once if you want more information or just want to test your first impression a
second time.
For candidates who live nearby, it may be a good idea to try conducting your first
round of interviews in some neutral area a restaurant or a playground, for
instance rather than inviting every stranger who answers your ad into your
home. If youre interested in a candidate, youll probably want to conduct a second
interview in your home, so your children can meet her, too. This can be a good
way to get a sense of how a candidate deals with children in general, and how she
interacts with your children in particular. If you are seriously considering an applicant, give her a chance to spend some time alone with your children. (You will
want to be no further away than the next room.) School-age children may want to
be included in the interview process. Have them come up with a few questions of
their own to ask.
Before you begin interviewing, make a list of the questions you intend to ask every
applicant. (See the Interview Guide on page 49.) If you obtain the same type of
information from all the candidates, youll have a better basis for comparison and
you wont overlook any essential facts. It is also a good idea to take notes during
the interview. And always invite the caregiver to ask any questions she may have
about the position or about your family.
In interviewing, as in every stage of the process, the most important thing to
remember is to trust your instincts. Be cautious, however. You may be so impressed
with an applicant during the interview that you want to offer her the job on the
spot. Dont do it, unless you have already checked her work history and references,
or unless you temper your offer with this simple statement: We are interested in
having you be our caregiver, but I must check your references first. I will call you
back by (specify a time).
1.
Why do you want to take care of children? What do you enjoy most about children?
2.
What do children like best about you?
3.
What appeals to you about taking care of children in their own home?
4.
What do you hope to gain from this experience?
5.
What was your last child care experience? Why did it end? What other experiences
have you had caring for children? What other kinds of jobs have you had? What
did you like most about each job/experience? What did you like least? (From references received, relate candidates answers to her length of stay and reasons for
leaving.)
6.
How long do you think you would be willing to stay in this position? What do you
plan to do when this contract is completed?
7.
Do you have any health-related problems that would prevent you from doing
this job?
8.
Can you cook? What foods do you think are good for children?
9.
Have you ever lived in your own apartment?
10.
Do you consider yourself a good housekeeper?
11.
Sometimes if we have to work late/go out of town/be away over a weekend/etc.,

would you be able to adjust your schedule to take care of the children?
12.
Have you ever had to handle an emergency of any kind? What happened and what
did you do?
13.
What do you think makes for a happy childhood?
14.
What was your own childhood like? Tell me about your family, what is important
to them (and you), how you all got along, good experiences, problems, any crises,
and how they were handled. What did you do together as a family? Describe the
community in which you grew up.
15.
What is your relationship with your family like now? How do they feel about you
taking this job?
16.
Do you know any other people who work as caregivers?
17.
What do you like to do to have fun or relax?
18.
Do you watch TV? What shows do you watch regularly?
19.
What do you like most about yourself? What would you most like to improve
about yourself?
Interview Guide
If your child is an infant

1.
Do you think the baby should be held when fed?
2.
Would you pick up the baby whenever she or he cries? What would you do if the
baby didnt stop crying?
3.
How would you soothe the baby for a nap?
4.
Where might you take the baby for outdoor time?
If your child is a toddler

1.
How do you think toilet training should be handled?
2.
How would you respond to a child having a temper tantrum?
3.
What activities would you try on a rainy day?
4.
What would you do if my child had a serious accident?
5.
What are some of your favorite nursery rhymes and childrens songs?
6.
How would you respond if my child refused to eat a wonderful meal you had prepared for her or him?
If your child is a preschooler

1.
What TV shows (if any) do you think are appropriate?
2.
What indoor/outdoor activities would you plan?
3.
What would you do if my child misbehaved?
If your child is school-age

1.
How would you feel about being responsible for my childs friends when they come
over to play?
2.
Would you be able to drive my child to and from lessons, clubs, and other activities?
3.
What are some activities you enjoy doing with older children?
4.
How do you handle sibling rivalry?
5.
How do you feel about helping with homework?
References and Background Checks

Never hire a caregiver without checking her job history and personally calling
her references. Most experts agree that you can never talk to too many references, and many say you should always talk with at least three. The form on
page 53 will help you make telephone reference checks.
If a candidate provides written references, ask for telephone numbers and call the
references to confirm the information given in the interview and resume. If you are
working with an agency that claims to screen candidates, you still need to check
references yourself. Ask the agency for copies of all the references they have
received for any applicant you are seriously considering, and call them.
If you are calling a reference who is a previous employer of the applicant, ask specific
questions that you have asked the candidate as well. For example, how many children did the applicant care for, of what ages, and on what schedule? This is a good
way to verify that the information youve received is valid. Ask about the candidates performance, too. Listen carefully: a persons tone of voice will often tell you
more than what he or she actually says about the applicant.
If a candidate does not have verifiable references, or if any information from one
of her references makes you uncomfortable, do not hire her. Trust your feelings;
theyre important!
If youre considering hiring a complete stranger or someone from a different area,

you may also choose to have an in-depth background check done on a candidates
criminal records, job history, driving record, and credit history. Specific companies
called background-check agencies typically contract with placement agencies to
offer these services but will also work with families who have found a candidate on
their own.
With the caregivers permission, a background-check agency can conduct a search
to locate information from government agencies in areas of the United States
where the caregiver says she has lived. Depending on the type of check you would
like conducted, the background-check agency fees can range from $45 to $300.
A background check can usually be completed in 3 to 14 days. The information
youll receive will reflect the caregivers background for the past seven years or
from her eighteenth birthday, whichever time period is shorter. The reports may
reveal certain information which a potential caregiver did not give you during
other parts of the screening process.
Conducting a background check
If you are using a placement agency, it is important to know that the agencies vary
in their background-checking procedures. Most placement agencies generally
have two ways of checking the background of a caregiver. Some agencies will contract with the same background-check agencies that you can hire independently
and will include the fee for the check in the placement fee. The second way a
majority of placement agencies check backgrounds is through extensive reference
checking accompanied by a letter of good conduct. A letter of good conduct generally comes from the local police department in the place(s) the caregiver has
lived and certifies that her criminal record in that jurisdiction is clear of any convicted misdemeanors and/or felonies.
If you are interested in conducting a background check, a consultant at the
program that sent you this booklet can provide additional information and a list of
background-check agencies.
When you interview caregivers:
Ask questions that will give you information about their

motivation, work history, work habits, and personality.
Use the following list only as a guide. Dont feel you need to ask
all the questions listed.
Think about what is important to you, as well as what is
appropriate to the person you are interviewing. Feel free to

add questions of your own.
Remember, open-ended questions will give you more information

about the caregiver than questions that can be answered with a
yes or no.
Telephone Reference Check
Date
Name of applicant
Reference provided by
Address
State
Phone day
evening
Zip
1.
How long have you known the applicant? _________________________________
2.
In what capacity do you know the applicant (friend, neighbor, employer, etc.)?
___________________________________________________________________
3.
Is the applicant currently taking care of your child? _________________________
4.
If yes, how long has the applicant been doing so? ___________________________
5.
Has the applicant taken care of your child in the past? _______________________
6.
If yes, what were the approximate starting and ending dates? __________________
7.
If the applicant has cared for your child, was/is this work steady or occasional?
__________________________________________________________________
8.
On average, how many hours per week did the applicant work for you? If steady,
what was the applicants schedule? ______________________________________
9.
How old were your children at the time the applicant cared for them? Are they
girls or boys? ________________________________________________________
10.
What were the applicants responsibilities while in your employ?_______________

___________________________________________________________________
___________________________________________________________________
11.
Why did (or will) the applicant stop working for you? _______________________
___________________________________________________________________
___________________________________________________________________
12.
Do you know of any physical or psychological limitation that would interfere

with the applicants ability to do a good job, including an eating disorder or family
conflict? ___________________________________________________________
___________________________________________________________________
13.
Are you aware of any drug or alcohol abuse on the part of the applicant? ________
___________________________________________________________________
___________________________________________________________________
City
14.
Was the applicant usually on time? Was she sick often? ______________________
___________________________________________________________________
___________________________________________________________________
15.
Describe the applicants maturity, reliability, and ability to handle emergencies.

___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
16.
Describe how the applicant relates to children. (Is she playful, warm, etc.?)
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
17.
How does the applicant discipline children? _______________________________

___________________________________________________________________
___________________________________________________________________
18.
What are the applicants strengths? ______________________________________

___________________________________________________________________
___________________________________________________________________
19.
What are the applicants weaknesses? ____________________________________

___________________________________________________________________
___________________________________________________________________
20.
Is the applicant willing to listen to your ideas about child care? ________________
___________________________________________________________________
___________________________________________________________________
21.
If you needed a caregiver now, would you hire the applicant? _________________
22.
If no, why not? ______________________________________________________

___________________________________________________________________
23.
Overall, would you recommend the applicant as a child care provider? __________
24.
Why or why not? ____________________________________________________

___________________________________________________________________
___________________________________________________________________
25.
Other comments: ____________________________________________________

___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
Becoming an Employer
Youve interviewed and checked references, and youre prepared to make someone an offer.
If she accepts, you can now add employer to the list of roles you already play.
Hiring a caregiver is just the beginning of the process. Keeping your caregiver
requires just as much effort!
Starting Off on the Right Foot
Prepare house rules in advance, particularly in the case of live-in caregivers. In

some cases, you may want to include house rules in your work agreement.
Dont hire a caregiver without a written work agreement. After the two of you
have both agreed on job responsibilities, hours, salary, benefits, etc., summarize the
results of your negotiations on paper. (See page 63 for a sample work agreement.)
Set a probationary or trial period so you and your caregiver have a chance to see if
your relationship will work out. Arrange opportunities to talk informally about
how things seem to be going. If you are working with an agency, youll probably tie
your probationary period to the agencys refund/replacement policy. If youve hired
a caregiver on your own, consider a 30- or 60-day trial period.
Plan regular, informal monthly meetings to talk about how things are going, share
information about your children, and communicate about job responsibilities.
Schedule regular performance reviews. It will help both of you to know you can
count on a formal, scheduled time to sit down and discuss how your arrangement
is working.
55 Becoming an Employer
In addition to fulfilling your legal obligations as an employer, your ability to manage your caregiver is an important ingredient in the success of your arrangement.
Consider the following points:
Always pay your caregiver according to your agreement, even if you need her to
work fewer hours than usual for some reason. Although you may occasionally have
to ask her to work extra hours, it is not reasonable to expect her to regularly put in
more time than your original agreement specifies, even if she is compensated. If
your schedule or needs change, it is best to sit down and re-negotiate your written
work agreement.
Your legal role as an employer
Sometimes employers or caregivers want to treat their wage relationship informally

by not reporting it to the Internal Revenue Service, and not following federal
employment regulations. This is illegal. It also leaves parents unable to claim the
child care tax credit or make use of any child care benefits (such as Dependent
Care Assistance Programs) offered by their employers.
As an employer, you have certain legal obligations relating to payment, taxation,
and so on. Youll find current details of these obligations in the tip sheet at the
back of this guide.
House rules for caregivers
Every family has its own stated or unstated rules and no one knows the rules of
your household better than you do. When you have a caregiver, particularly one
who lives with you, you may have to spell out some rules you have always taken for
granted. Dont assume anything. If you expect a certain behavior, be clear about
what it is. Its better to err on the side of being too specific, rather than too vague.
Discuss house rules before your caregiver starts to work, even on a trial basis. Some
families find that it is best to include their house rules as part of the work agreement
that they negotiate with their caregiver at the beginning of the family/caregiver
relationship.
Avoid the temptation to postpone worrying about house rules until a problem
comes up. If you handle the situation in advance you can spare yourself and your
caregiver future misunderstandings and possibly hard feelings.
Absolute, non-negotiable rules
Most families have certain rules that take precedence above all others. Any violation of these absolute rules would probably cause irreparable damage to the
family/caregiver relationship. In fact, the family might decide a violation of these
rules is cause to dismiss the caregiver.
Such absolute rules typically pertain to unauthorized use of the familys property,
lying, and excessive tardiness or time off from work.
Its very important that you make it absolutely clear to the caregiver what you will
not tolerate. Youll feel better for having set the rules and for explaining to your
caregiver where you stand. Shell appreciate knowing whats expected of her.
Know your legal responsibilities as an employer.

Prepare house rules.
Sign a written work agreement.
Plan to spend some time helping your caregiver get started.
Communicate!
Schedule regular performance reviews.
Other rules to consider
Below are some other issues that might be addressed in your set of house rules.
Television
If you have rules about television viewing, let your caregiver know how much is
acceptable for the children and her to watch when she is on duty. If you have a
VCR or subscribe to cable TV, let her know your policy on these.
Personal use of the telephone
Tell your caregiver how you feel about her making or receiving personal phone
calls on the job. Do you mind if her family or friends call her at your home? Until
what hours? If personal calls are acceptable to you, do you want her to limit her
phone conversations to when your children may be napping or otherwise occupied?
Make sure you talk to your caregiver about how you feel about her having guests
during work hours. What are the rules about guests if she is staying with your children while you are gone for any extended length of time (overnight in particular)?
Household calls and visitors
Let your caregiver know how you want your home phone answered during the day.
How much information is the caregiver to disclose to unknown callers? For exam-
Personal visitors
ple, is the caregiver to give out your work number, when you are expected to
return, etc.? Let her know also how you want her to handle answering the door
during the day for service calls or salespeople, etc. It is helpful to give your caregiver a list of anyone expected during the day.
Use of your things and off-limits areas
There is a fine line between having someone live in your home to perform a job
and having your privacy invaded. If there are areas in your house perhaps the
master bedroom or your personal office to which you would prefer that your caregiver not have access, tell her. The same is true of your possessions. If you dont
want the caregiver to have anything to do with your stereo equipment, jewelry, or
other items, make this clear.
By the same token, if you have a live-in caregiver, respect her privacy, too. Short of
an emergency, for instance, there is probably no reason for you to enter her room.
Transportation
If your caregivers responsibilities include driving, some guidelines should be established concerning on-duty rules and off-duty rules. An example might be that any
gas used or accident incurred while the caregiver is on duty will be paid for by the
employer (unless drinking or reckless behavior is involved), while the caregiver
will bear the costs if off duty. How do you feel about the caregiver taking your children on public transportation?
Music
Musical tastes vary. If there is a type of music you have an aversion to, or dont
want your children to be exposed to, let your caregiver know. If you are concerned
about volume, tell her.
Special instructions
Every household has its quirks: the door that wont open unless you turn the knob a
certain way, the temperamental washing machine, strange noises, and so on. Brief
your caregiver on such items and make sure she understands how to operate all
other appliances in your house, especially the security system, if you have one. Your
caregiver should also have on hand your childs health insurance policy information;
written directions to your house, including cross streets; and information on your
childs blood type and any allergies he or she may have. On page 66 youll find a
medical release form to copy for your provider to carry at all times.
Curfew (live-in caregivers)

If you feel strongly about the hour you want your caregiver in for the evening,
establish a curfew. If youre the kind who worries until everyone in the household
is safely home, youll resent having your sleep interrupted while waiting for your
caregiver to return, or being disturbed when she does come home. You might have
later curfews on weekends or when she doesnt have to care for the children the
next day; you might arrange that she call you if she will be home later than usual.
You may or may not encounter caregiver resistance on this point, but remember,
its your home and your job. Set it up the way it feels right for you.
Kitchen privileges
Let your caregiver know the rules of the kitchen. Can she use it to cook for herself? Can she eat anything in the refrigerator? Would you prefer that she not cook
while you are preparing dinner or would you enjoy her company? Does your family
have any dietary restrictions (such as vegetarian, kosher, etc.)?
Other considerations
Naturally, there may be other things that you want to call to the caregivers attention. There is a great deal of truth to the old adage that an ounce of prevention is
worth a pound of cure. Try to anticipate any use of the house that might upset you
and discuss it in advance with your caregiver.
Work Agreement
One of the easiest ways to develop a smooth professional relationship is to spell
out the details of your arrangement in writing.
A written document is a smart, unemotional way to make sure you both have the
same understanding of the job. Remember, however, that it is just a starting point.
There is no substitute for flexibility and ongoing communication between families
and caregivers to keep their working relationship harmonious and productive.
A written work agreement is a tool to help you and the caregiver initiate and
maintain clear communication about your mutual expectations. Families working
with an in-home placement agency often find that an agency will not honor its
guarantee of a successful placement until it receives a completed work agreement
between the family and the caregiver.
When should you finalize your work agreement?
It is wise to draw up a simple work agreement before the caregiver starts to work for
the family and certainly no later than after her first few days on the job.
Avoid the temptation to do without a work agreement entirely because things
went so well during the interview. The best time to complete any agreement is
when you are all on good terms, not when there are problems. Keep in mind that
the work agreement represents the results of your employer/employee negotiations;
it is for the protection of both you and the caregiver.
What should a work agreement include?
At a minimum, the work agreement should include:
details about the caregivers working hours and time off

her compensation, including salary, overtime, and benefits
basic job responsibilities
evaluation period and termination agreement
any other agreements made between the family and caregiver
The agreement should cover a specific period of time (six months or one year is
customary) and should include a date when the agreement will be formally
reviewed so both parties know when to anticipate any changes in the agreement
(a raise for the caregiver, or changes in the hours of care, for example).
How detailed should the work agreement be?
Even the simplest work agreement should summarize the major and minor points
you and the caregiver have agreed to, especially relating to time, money, benefits,
and duties.
Work schedule
When possible, it is best to specify the caregivers working hours, such as Monday
through Friday, 7 a.m. to 5 p.m., or whatever schedule she is expected to work. If
her schedule does not involve set hours, it is important to note the expected number of hours per week and perhaps an approximate schedule for example, ten
hours per day, five days per week, and two evenings (approximately four hours each)
per week. If you are planning a flexible schedule like this, write down when you will
set the exact schedule for a given week for example, seven days in advance.
Live-in caregivers will also appreciate your specifying in the agreement what their
days off will be, including at what time of day time off begins and ends.
It is also important to note if you intend to guarantee the caregiver a set number of
hours per week and pay her whether she is needed or not. For example, if your parents come to visit for two weeks and want to take care of the baby, or if your family
decides to take a two-week vacation, will the caregiver lose two weeks salary? (It is
fairly customary to guarantee pay in such situations.)
Compensation
Be sure to specify the caregivers salary and indicate whether she is to be paid
hourly, weekly, or monthly, and on what day. Make sure you also include pay (or
provision for extra time off) for hours worked beyond her regular schedule.
Taxes
The work agreement should specify how you are planning to handle the matter of
taxes. See the tip sheet in the back pocket of this guide for information on taxes
and other employer responsibilities.
Benefits
Your ability to attract and keep a qualified caregiver is likely to depend in part
upon the extras you offer her. The work agreement should indicate what your benefits package includes, such as holidays, vacation, sick leave, and personal leave. It
should specify whether the caregiver may take vacation at times of her choice or
only when the family takes a vacation. The document might also describe the caregivers access to and use of your car, whether for child-related errands only or for
personal use; details of any health insurance coverage you are providing; and
details of any perks, such as a private phone line, cable television, etc.
Since part-time employees in other professions often receive fewer benefits than
their full-time colleagues, or none at all, you may be tempted to think the same
should hold true for part-time caregivers. However, finding and keeping a good
part-time caregiver is sometimes even more difficult than finding a caregiver to
work full time, and many families decide it makes good economic sense to offer
almost the same benefits to a part-time caregiver as full-time caregivers receive.
Problems that arise between families and caregivers often occur as a result of misunderstandings about the caregivers duties. From the familys perspective, the
caregiver may not be doing all she was hired to do. From the caregivers perspective, duties she never agreed to take on are being added without an increase in her
compensation.
Job responsibilities
The importance of being clear about your expectations cant be overemphasized.

While it is not possible to anticipate every little task that may be called for by the
time you have hired a caregiver you should have a pretty good idea of what her
responsibilities will include. After all, you already were aware of your basic requirements when you started your search for a caregiver. In preparing for your search,
you probably made a preliminary list of her daily and weekly responsibilities.
During the interview, you discussed with her what her duties would be. Now you
simply need to write these job responsibilities down as part of the work agreement.
Other conditions
When hiring a live-in caregiver, families often find it helpful to summarize details
about living accommodations. At the very least, use the work agreement to note
the caregiver is to be provided separate quarters, a private room, private or shared
bath, etc. Some families also note such arrangements as a food allowance for the
caregiver, if she or the family prefers that she eat separately from the family;
whether the caregiver is allowed to have friends visit her in the household during
her off hours; whether she has a curfew, etc.
A responsible family does not abuse or take advantage of a caregivers willingness
to be helpful (nor does a responsible caregiver abuse a familys flexibility and willingness to accommodate her needs). If you find that you are constantly having to
ask the caregiver to work extra hours or do extra chores, your needs are obviously
different from what you had anticipated, and it is time to re-negotiate the work
agreement. Dont wait until the caregiver feels overwhelmed to restructure your arrangement; the odds are great that if she feels overloaded or gets burned out, shell simply leave.
On the following page youll find a simply worded, sample work agreement that
might be particularly useful for a live-out caregiver, but could be used for any inhome caregiver. The words you choose to use in your agreement will depend on
your relationship with your caregiver and your own personal style. Some families
who are employing a caregiver to live in their homes prefer a more formally worded
document that details the specifics of their arrangement.
Sample Work Agreement

for a live-out caregiver
Angela Ford, the caregiver of Michael and Colleen Douglas, agrees to the following:
Hours
a. Child care will be provided Tuesday through Friday from 7 a.m. to 5 p.m.
b. Care will be provided one Saturday per month (five hours maximum) on a date
mutually agreed upon a minimum of two weeks in advance.
Salary and benefits
a. Ms. Ford will be paid $250 per week for child care provided Tuesday through
Friday, and will receive $7.50 per hour for care provided on Saturday. (She will
receive $7.50 per hour for extra hours, to be negotiated in advance, except in
an emergency.)
b. A portion of Ms. Fords wages will be withheld and sent to the federal, state, and
city governments, in accordance with tax laws.
c. Ms. Fords salary will be paid by check, each Friday, even if for some reason Ms.
Ford is not needed during her regularly scheduled hours.
d. Two weeks paid vacation will be provided each year. This time does not have to
coincide with family vacations. Up to five paid sick days may be taken each year.
e. Health insurance will be paid for by the Douglas family. (Ms. Ford will be given a
copy of insurance coverage information.)
Job responsibilities
a. The primary responsibility of Ms. Ford will be to attend to the two Douglas children.
b. Other responsibilities include keeping the childrens rooms tidy, preparing breakfast and lunch for the children, and the childrens laundry (detailed job description
attached).
Other
b. After one year, this work agreement will be reviewed. Ms. Ford will receive an
increase in salary to be negotiated at that time.
c. Tuesdays and Thursdays Ms. Ford will have access to the family car for transporting
the children as needed.
a. Hours and job responsibilities will be reviewed jointly by the Douglases and Ms.
Ford after three months.
d. Ms. Ford will abide by the attached house rules.
Signature
Date
Signature
Date
Building a Partnership with Your Caregiver

Congratulations! Youve completed the difficult task of finding someone you feel
good about to care for your children. Youre paving the way for a productive
ongoing relationship between your new caregiver and your family. But no matter
how good you feel about your choice, minor conflicts are inevitable in a relationship as intimate and important as the one you will develop with your caregiver.
Communication, fairness, respect, flexibility, and cooperation are key ingredients
for keeping even the most compatible situation going smoothly. Here are some tips
for making the relationship work:
Before your caregiver begins
If your caregiver is from another area, collect maps of your town or city showing
surrounding areas and public transportation routes. Your local Chamber of
Commerce or Visitors Bureau may be able to provide a new resident packet that
contains brochures and maps of the local area, information about interesting
places to visit, and, if you request it, information about religious organizations and
local recreation areas. This information will be very useful for a caregiver who is
relocating to work with your family.
No matter where she lives now, send your caregiver a letter about and a picture of
your family, house, and other people or places relevant to your life. Many families
make family videos to send to their future caregivers. If your children like to draw,
you may also want to encourage them to create drawings to send to the caregiver
or to decorate her room with them. Encourage your caregiver to send a picture of
herself which you can put up where the children can see it. This will help your
children feel more familiar with and comfortable about the caregiver, even before
she begins her job.
Create a list of emergency and important phone numbers and post it by all the
telephones. Make an extra copy for the caregiver to carry with her at all times.
You may also want to create a list of places the children like to go. Include information about the activities they enjoy that are provided at these places for
instance, the library and the times and days of the story hours.
Prepare a medical release form for each of your children so your caregiver can also
have emergency medical information with her at all times. Youll find a sample
medical release form on page 66.
Medical Release Form
As of __________________________ (date), we hereby consent to allow our

caregiver, __________________________________________ (name), to make
any medical decisions regarding our child(ren) _____________________________
____________________________ (name(s)), in the event of a medical emergency
where I or neither of us, _______________________________________________
_____________________________________ (parents name(s)) can be reached.
Health Insurance Company ____________________________________________
Group Number ______________________________________________________

Policy Number ______________________________________________________
_________________________________________
_____________________
Signed
Dated
_________________________________________
_____________________
_________________________________________
_____________________
Helping your new caregiver get started
If you possibly can, stay at home with your caregiver during her first few days on
the job. If you are asking a previous provider to orient your new caregiver, plan to
have them spend anywhere from three or four days to one week together. Take the
new caregiver around your neighborhood, go to the park, introduce her to your
neighbors. Be sure to show her where the closest medical facility is for emergency
purposes. The time you are able to spend together with your new caregiver will
give you a feel for each other and for your respective styles of dealing with your
children and setting up their day. It will also give the caregiver and your children
time to get acquainted without the stress of an abrupt transition.
Building your relationship
Plan for regular communication

Busy schedules will often squeeze out opportunities to talk with your caregiver, so
dont leave them to chance. You may want your caregiver to keep a written journal of
your childrens day. Or you might try using a wipe-off memo board or the memo function on your answering machine, if you have one, to leave messages for each other.
Try to schedule a time to get together every month, perhaps over coffee, so you and
your caregiver can assess how your arrangement is working. Use the occasion to
discuss questions or concerns either of you may not have thought to bring up earlier, as well as to talk about the childrens changing needs.
Treat your caregiver with respect
Your caregiver is entrusted with your most vulnerable family members your children. Youll want to show her how important her role is to you. Introduce her to
your friends and family. (Ask her first how she would like to be introduced: babysitter? nanny? by her first name? as Ms., Mrs., or Miss?) Give your caregiver and your
children the room to develop a caring relationship. Listen to what she has to say
about them. Never undermine her authority in front of them. If you find you cant
treat your caregiver respectfully, she is not right for your family.
Dont make your caregiver the heavy by asking her to impose rules that you
dont impose as a parent. By the same token, make it clear that she cant let your
children break rules you have established. If you work together in this way, you
will be creating a more stable environment for your children and preventing
unnecessary conflict.
Work together
Be fair and reasonable

Always pay your caregiver according to your agreement, even if for some reason
you need her to work fewer hours than usual. Although occasionally you may have
to ask her to work extra hours, it is not reasonable to expect her regularly to put in
more time than your original agreement specifies, even if she is compensated. If
your schedule or needs change, it is best to sit down and renegotiate your arrangement with her.
Encourage flexibility
While a clear understanding of roles, duties, and expectations is essential from the
start, you and your caregiver will also want to have a mutual commitment to meeting unexpected needs. For example, if you are late coming home one day, you
might really appreciate your caregiver taking the initiative to start dinner or bathe
the children, even though these tasks fall outside of her usual responsibilities. By
the same token, if she has had a particularly tough week with a cranky three-yearold, you might be able to arrange to get home a little earlier on Friday afternoon,
to give the caregiver a few extra hours of free time.
Express appreciation and praise often
Well-deserved praise makes everyone feel good. Be generous with raises and benefits as well. A surprise plane ticket for Christmas or her birthday can say a lot.
Positive reinforcement goes a long way. Creative perks and benefits for example,
movie passes, health club memberships, or subscriptions to parenting magazines
can also show your appreciation.
Be thoughtful and sensitive
You will want to have a warm relationship with anyone who plays such an important role in your family. You are hiring a person, not a robot. You may want to
remember her family as well as her with small gifts for the holidays. Be willing to
contribute positively to the relationship. Provide adequate time off, and encourage
your caregiver to do things that are important to her for example, make friends,
take classes, have hobbies, and exercise. In-home industry professional organizations, such as the International Nanny Association (INA) and the National
Association of Nannies (NAN), provide support and networking for interested
caregivers on a national, regional, and local level. Homesickness and loneliness are
the two major reasons caregivers leave their positions.
Keep appropriate boundaries
Although over time your relationship with your caregiver could develop into a
friendship, remember that your roles in relation to each other are primarily professional. She may not want to hear about certain aspects of your personal life, and
you may prefer not to be her confidante, either. You will have to work out a level of
relationship that is comfortable for both of you, but the best relationship will probably balance warmth and caring with professional distance.
In the final analysis, good communication can head off or solve many of the problems that may arise. If you and your children are generally pleased with your
caregiver, it will be well worth the time and effort to straighten out relatively
minor difficulties.
The situation you now find yourself in will vary, depending on the sort of caregiver
you have chosen. But whether your caregiver is an older woman who goes home to
her family every night, a local college student, a young man or woman from
another part of the country, or an au pair from Europe, you have chosen her carefully, and you deserve to sit back, comfortable in the knowledge that your children
are in good hands. With mutual respect, hard work, and communication, having
an in-home child caregiver can make your life as a working parent a little easier.
Reviewing your caregivers performance
A caregivers job is basically unsupervised, so its especially important to make time

to communicate your approval and expectations. Be sure to schedule regular performance and salary reviews, and remember to include the terms and approximate
dates of these reviews in your work agreement. If you and your caregiver have been
having regular informal monthly meetings, there should be no surprises at review
time. Think of the review as an opportunity for you to talk with your caregiver
about her accomplishments, challenges, and goals for the future. This is also a good
time for your caregiver to honestly discuss with you how she thinks the job is going.
At the end of six months, you might want to conduct your second review. Evaluate
your caregivers performance, and set clear, realistic objectives together. These
objectives should be as specific as possible. (For example, John is learning to read.
Please work with him on vocabulary words for four afternoons each week during
the summer.) If theres anything about your caregivers performance that you dont
like, talk about the changes you would like to see in a positive way that will guide
your caregivers development. There may or may not be a salary adjustment or
bonus at this time.
The review at the end of the first year is important, especially if your caregiver agrees
to stay a second year. This is the customary time to make any significant changes in
Its a good idea to schedule your first review after three months. This is usually just
a time to share feedback, with no adjustment in salary. At this time you may want
to make some changes in your caregivers schedule, or add or subtract a few duties
or job responsibilities. Be sure to document any revisions from your original work
agreement in writing.
your caregivers job description and pay. Most caregivers will expect a salary increase
after one year. A typical raise is generally between five and ten percent.
Some of the points you might want to discuss with the caregiver as you assess her
performance could include:
Child care skills
creativity
quality of relationship with the children
discipline methods
meal preparation
attention to childrens hygiene (clothes, room, play area)
education of the children (if appropriate or as defined by you)
patience
Work habits
organizational abilities
quality of the relationship between caregiver and parent
dependability/reliability
common sense
initiative
flexibility
ability to communicate
attitude
job knowledge
When your caregiver leaves
When your caregiver leaves her job, it is an emotional experience for your children, the provider, and you. There may be reasons, both positive and negative, for
why she is leaving. Be sure to reassure your children often that the emotions they
are feeling (sad, angry, relieved) are OK, and that you are there to help them
remember the caregiver in the most appropriate way. Know that it is OK for you to
have these feelings about the situation as well.
70 Defining the job
Depending on the relationship your family and caregiver have had, it is best to be
as positive as possible about this transition and to prepare your children several
weeks (if possible) in advance of the change.
If the experience has been positive, you may want to plan with your children a
going-away party or favorite dinner for the caregiver. Some caregivers and children
have created Good-bye Books for each other. These books are scrapbooks which
include photographs, drawings, favorite sayings, or stories about their time together.
A caregiver can make an orientation packet for the new provider. This packet
could include the childrens favorite recipes, tips about certain household appliances, pets, or furniture in the providers room, interesting or amusing stories about
the children that reveal their personalities, and fun places in the area for the new
provider to explore. Some parents have enlisted the assistance of their departing
caregivers to help them review applications or speak with potential new providers.
If your caregiver is leaving abruptly or under less than positive circumstances,
avoid upsetting your children by pointing out all of the reasons why the caregiver
is going. Focus on the positive, happy times the children had with the caregiver
and reassure them with specifics about who will be caring for them now and what is
going to happen next.
The sudden departure of a caregiver can be especially stressful for you and
your family. Please remember you can call the program that sent you this
booklet and speak with a consultant at any time for help finding agencies in
your area that may be able to provide a temporary caregiver while you decide
on your options for care.
T Printed on recycled paper

11062-0104

(Parenting) In-Home Child Care - A Parent's Guide

Diunggah oleh

Informasi Dokumen

Judul Asli

Hak Cipta

Format Tersedia

Bagikan dokumen Ini

Bagikan atau Tanam Dokumen

Opsi Berbagi

Apakah menurut Anda dokumen ini bermanfaat?

Apakah konten ini tidak pantas?

Hak Cipta:

Format Tersedia

(Parenting) In-Home Child Care - A Parent's Guide

Diunggah oleh

Hak Cipta:

Format Tersedia

In-Home Child Care

In-Home Child Care: A Parents Guide is a step-by-step handbook designed

1992, 2004 Ceridian Corporation

Defining the Job 15

Putting together a job description H Job Responsibilities

Recruiting on Your Own 25

Writing and placing an ad

Where to look H Sample ads and flyers

Using a Placement Agency 33

What placement agencies do

How to select an agency H Questions to Ask

How to prescreen, interview, and check background and references

Understanding your role as an employer

In the back flap . . .

indicates sample form

Is In-Home Child Care for You?

I understand and am willing to take on the responsibilities of an employer.

I am willing to devote time and effort to setting up and maintaining a relationship

1 Before You Begin

Before You Begin

Before You Begin

Having someone live in your home:

I have an extra bedroom for the caregiver.

I feel comfortable sharing my home and my private time with my caregiver.

2 Before You Begin

3 Before You Begin

Before You Begin

Provides supervisory care of children on an occasional, part-time, or full-time

A foreign national who is in the United States for up to a year to experience

4 Before You Begin

Important Tips to Keep in Mind

Dont panic over timing.

Dont panic over timing

5 Before You Begin

Before You Begin

What to Do, When to Do It

Please note that these times are approximate. Everyones circumstances

Consider the qualities of your ideal caregiver.

Develop ads and flyers.

Place your flyers in various locations around your community.

Set up your answering machine with an outgoing message asking

Conduct initial phone screening and set up interviews.

Check your candidates references.

Develop and sign a work agreement with your caregiver.

Have background checks conducted.

Your caregiver begins!

6 Before You Begin

What to Do, When to Do It

Consider the qualities of your ideal caregiver.

Contact agencies, request and review their literature.

Call agencys references, if given.

Receive and review files on nanny candidates.

Develop and sign work agreement with your nanny.

Check your candidates references.

Clarify agencys refund/replacement period.

Your nanny begins!

7 Before You Begin

Working with a placement agency

Foreign au pairs myths and facts

8 Before You Begin

9 Before You Begin

Before You Begin

More cost effective