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Selecting nannies

How to select a nanny agency?

thoroughly research an agency's nanny screening process and their policies regarding fees, replacement and guarantee. Understand the agency's role after placement. Are they available for consultation if a problem or question arises? Is there continued support for the nanny? find out exactly what service the agency provides. Do not expect all agencies to the the exact same thing, but understand their whole placement process. Does the agency interview all nanny candidates personally or over the telephone? What is the depth of the background search and reference check? Depending on your needs, you will want to know about accessibility of the agency staff. Will you get an answering machine or a person when you call during business hours? Each agency operates with their own philosophy about their role in the placement process. Ask them to articulate that.

Affiliation with a national trade association such as the International Nanny Association (INA) or Alliance of Professional Nanny Agencies (APNA)demonstrates the agency's commitment to the in-home child care industry. Although these organizations have no enforcement mechanism, their members sign on to abide by Standards of Conduct and Recommended Practices. There are now online resources, such as 4nannies.com which provide many of the resources of a full service nanny agency at a fraction of the cost. Make sure you understand exactly what is being offered for the price.

Hiring a nanny is a very personal process and you should feel comfortable with the firm you select to assist you.

See

What is the "Typical Salary" for a Nanny?

NannyNetwork.com consulted with Kathy Webb, President HomeWork Solutions, Inc., a leading payroll and tax service geared to nanny and other domestic employers. She advises "The first rule is that there are no rules when it comes to nanny salaries. Wages vary by geography, hours, experience and education of the nanny and local nanny placement agencies are the best resource for local job conditions. The nanny shortages of the late '90's and the resultant salary inflation have largely abated. With that said, a live-in nanny will expect a minimum of $275 gross per week for a HS grad (18-20 yrs.) with no previous nanny experience. Remember minimum wage rules apply. Live-in wages can range to $700 a week gross and sometimes higher for college graduates and the professional, experienced nanny. Recognizing the key role geography plays in live-out wages, a nanny will command $8-$12/hr. in less costly areas, upwards to $18/hour in major metro markets. Experienced caregivers for infants and for more than two children generally command a premium."

When discussing salary with your nanny, be VERY careful to distinguish between gross wage [before taxes are deducted] and net wage [the amount of the check or the amount you give her in cash]. It should be clearly understood whether you are withholding income taxes or not. Social Security and Medicare taxes ("the Payroll Taxes") are your responsibility to send to the IRS; be clear about whether you are deducting her portion from the gross or not.

A nanny compensation package today is not limited to her salary. Many nannies ask for and receive the following:

paid vacation (typically 2 weeks at family's scheduling discretion)
health insurance (typically 50% paid by family for first year, often fully paid after first year)
gym membership Another area which is often misunderstood involves payment for days not worked. A nanny should be able to expect that she will be paid for days she is prepared to work, even if you decide you do not need her services for a portion or all of any given week. If you are uncomfortable with this, however, let the nanny know in the Work Agreement how you will handle regularly scheduled days which are not worked due to no fault of the nanny, so that this does not come as an unexpected surprise, three months into the job.

Reviews and the opportunity for increases in compensation provide an incentive for a nanny to continue to strive to do his or her best. Families are advised to consider their ability to set a schedule for review and salary adjustment and let the employee know when he or she can expect to be considered for an increase in compensation.

Families go to considerable effort to secure a quality care giver - don't forget the need to make sure that the employee knows how much the family values him or her and want to keep them!

What does a "comprehensive nanny background check" consist of?

Background checks provide agencies and parents with extremely important tools. However, it is very important to be aware of the limitations inherent in background checks. Be aware that there is no such thing as a national criminal records check. There is one "nationwide" criminal database, the FBI database, which is known as the NCIC (National Crime Information Center). The FBI database is NOT public record and cannot be legally accessed by anyone other than criminal justice agencies. Aside from this limitation, it is important to be aware that the agency generally does not order any type of criminal records search until after you have extended the offer of employment and the candidate has accepted. Families should always insure that the employment offer is contingent on a clean background check, and not allow the nanny to start until the results have been obtained.

Families requesting a pre-employment background check on a nanny candidate are subject to the Fair Credit Reporting Act (FCRA). The family should only order these checks through a FCRA compliant provider, and must themselves adhere to the FCRA mandated documentation and candidate communication processes. Most important of these is the family is responsible to obtain a signed release from the candidate authorizing the search before the search is ordered. The pre-employment background checks run through this website are FCRA compliant.

SSN Trace

The first step in most background investigations is a Social Security Number Trace. A social security trace is a report that will return all current and reported addresses for the last 7 to 10 years on a specific individual based on his or her social security number. It is imperative to verity the information provided by a candidate concerning her identity and where she has lived. This is the foundation of a solid background investigation. By tracing the SSN history over 7 years, it is much more difficult for a candidate to hide her identity and possible criminal history. The SSN trace provides you the opportunity to cross check name and previous residence history as provided in the job application for possible inconsistencies. Additionally, the SSN trace validates the choice of which jurisdiction(s) should be searched for criminal records. Lastly, the SSN trace will uncover known aliases - other names the applicant may have gone by - another key part of a comprehensive background check.

This is NOT a check of the Social Security Administration’s records. It is a check of credit bureau databases by Social Security number. The verification will tell you where and when the Social Security number was issued and what name or names are associated with the use of the number. This is particularly useful when the applicant is originally from another part of the country.

Statewide Criminal Checks

It is possible to search statewide for criminal records in some states. Generally state-wide records repositories only record felony convictions, or convictions that resulted in jail time. While the nanny industry has an estimated 5% 'hit' rate on nanny candidates searched, the vast majority of these 'hits' are misdemeanor records. Misdemeanor records are not generally recorded in state record repositories, and do not generally result in jail time. Most often a criminal records search is done on a county by county basis.

>From a practical perspective, extremely slow response times on statewide criminal records searches and their inherent weaknesses make a county level checks a better option for most employers.

Please note that effective August 2003 New York ONLY makes statewide checks available, these do include misdemeanors, and the NYS fees make these considerably more expensive than single county checks.

County Level Criminal Checks

Conducting county level criminal checks is the methodology used in most parts of the country. In most places felony and misdemeanor records are maintained in a combined index. However, there are some parts of the country in which felonies and misdemeanor records must be checked separately. Also, in some counties online access to the criminal courts index is possible, in other counties researchers must physically go to the courthouse to "hand search" the records.

DMV Records

Driving records are an important element in any comprehensive background check. Even if the nanny will not be driving the children the DMV report is extremely important, as it can point to a substance abuse problem if the applicant has been convicted of DUIs. The DMV record can also speak to the candidate's judgement - excessive speeding or charged accidents may indicate a candidate who is impulsive or exercises poor judgement.

Personality Reports

Better agencies will either include or offer you the ability to request a psychological evaluation of the nanny candidate's personality. This doesn't mean you pay to have the nanny evaluated by a psychologist or psychiatrist. There are any number of competent evaluation tests, or assessments, that the nanny can take, routinely used in HR departments across the country, that provide tremendous insight into a candidates personality and likely strengths and weaknesses on the job. 4NannyTraining.com offers a Nanny Personality Inventory from their website for a nominal fee. This can be ordered by the hiring family or the agency itself.

Credit Reports

The primary reason for running a credit report on a nanny applicant is to make sure that the appropriate locations are being searched for criminal records. In addition, the credit report may list other names the nanny has used and may contain information regarding former employment. The report will also provide information about tax liens, judgments, bankruptcies, collection accounts, and other debts. This is the least often requested component of a pre-employment criminal screening.

What insurance issues are there when I hire a nanny?

There are many issues surrounding insurance and hiring a domestic. These include worker's compensation, health insurance, automobile insurance, disability insurance and more. May we suggest:

Nanny Insurance Issues: Health Insurance Rates and Information

PROTECT YOUR NANNY: 1-800-777-5765 Official Insurance Representatives of the INA [International Nanny Association]. Medical and Life Insurance Products.

4Nanny Taxes.com [HomeWork Solutions Inc.]: HomeWork Solutions Home Page for Unemployment Insurance information, as well as Payroll Tax assistance. 1-800-626-4829

Workers Compensation Insurance Please discuss you insurance needs with an agent licensed in your state. Be very sure the agent understands that you are employing a domestic worker in your private residence.

Automobile Insurance If your nanny drives your personal vehicle, you need to advise your insurance company. Additional coverages may be required, and your nanny's age may effect your rates. Please discuss your insurance needs with an agent licensed in your state

What is nanny sharing and how does it work?

Nanny sharing is a situation where two families engage the services of a single nanny to care for their children. The families literally share the nanny. "Share Nanny" is feasible in the following circumstances:

You and a neighbor have children approximately the same age.
Both parties are in agreement that having a nanny is the best option for childcare.
Work hours are compatible and child rearing philosophies are similar (pay attention to discipline methods and dietary habits). Nanny sharing can provide the family with the finest In-Home child care at minimum cost. For slightly more dollars than a Daycare, a "Share Nanny" will free up precious family time and offer you the flexibility and affordability you deserve.