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If you could post your ad here (leaving out any specific details about location), we might be able to give you some other ideas.
As the PP said, the cost of a nanny is directly related not only to the "market rate" but also to what you are looking for IN a candidate.
If you will be happy with someone who speaks little english, doesn't drive, hasn't had any formal childcare education, is possibly illegal, and is willing to focus as much on cleaning your home as she is on caring for your children, you will likely be able to pay less than "market rate".
If you want someone who speaks english, has some childcare education, can drive, has references and recent experience, is probably legal, and is not willing to spend 50% of her time cleaning since she prefers to focus on childcare, you will pay about average "market rate".
If you want a native english speaker, who drives, has more extensive childcare education, has extensive experience and references, is legal, and spends her time caring for/educating/nurturing children and doing housekeeping essential to their well-being ONLY, you will pay more than "market rate".
If you will be happy with someone who speaks little english, doesn't drive, hasn't had any formal childcare education, is possibly illegal, and is willing to focus as much on cleaning your home as she is on caring for your children, you will likely be able to pay less than "market rate".
If you want someone who speaks english, has some childcare education, can drive, has references and recent experience, is probably legal, and is not willing to spend 50% of her time cleaning since she prefers to focus on childcare, you will pay about average "market rate".
If you want a native english speaker, who drives, has more extensive childcare education, has extensive experience and references, is legal, and spends her time caring for/educating/nurturing children and doing housekeeping essential to their well-being ONLY, you will pay more than "market rate".
A newborn care specialist (cares for baby and helps new parents get used to their new responsibilities) or a postpartum doula ("mothers" the new mom and helps out with duties around the house and with infant care) might be good fits for you. Experienced NCS or PD are more costly than a sitter, but they might bridge the gap for you while you seek out someone more long term.
As far as a sitter or nanny are concerned, you might have better luck finding someone if you've found a fellow parent who needs care at opposite times from you, making the job more like a FT position. Are there any families from your pre-baby classes that you are friendly with? Parents in your Pediatricians practice?
You might also look into hiring a "grandma" type, as long as she has current childcare experience. A retiree wanting to supplement her income would be a good fit if she was up-to-speed on the changes in infant care since her day.
As far as a sitter or nanny are concerned, you might have better luck finding someone if you've found a fellow parent who needs care at opposite times from you, making the job more like a FT position. Are there any families from your pre-baby classes that you are friendly with? Parents in your Pediatricians practice?
You might also look into hiring a "grandma" type, as long as she has current childcare experience. A retiree wanting to supplement her income would be a good fit if she was up-to-speed on the changes in infant care since her day.
If allowed to do so (some schools have a "parents only" policy), she could volunteer at your children's schools 1 or 2 days a week.
I think asking her what additional work she will be looking to take on when both kids are in school is your best bet. Have some ideas of your own ready, and see what she's willing to do to keep working for you.
I think asking her what additional work she will be looking to take on when both kids are in school is your best bet. Have some ideas of your own ready, and see what she's willing to do to keep working for you.
If they fire you, file for unemployment, and offer copies of the OT check and your itemized charges list as evidence that they let you go after you didn't let them use you.
If you can, quit, and if anyone asks why, you can say there was an issue with the parents demanding last minute OT that you were forced to fulfill (despite having your own plans) because they refused to come home.
If you can, quit, and if anyone asks why, you can say there was an issue with the parents demanding last minute OT that you were forced to fulfill (despite having your own plans) because they refused to come home.
I do not understand lying to kids. Why not be honest? "Yes, sweetie, you will get a shot /shots today. It will hurt for a minute, then you will feel better."
Do this from the very start, and maybe you wouldn't have kids freaking the heck out about doctor visits.
Would these parents like to be lied to when they are going to experience some discomfort?
(Sorry for the rant OP. Hope the Dr visit goes well.)
Do this from the very start, and maybe you wouldn't have kids freaking the heck out about doctor visits.
Would these parents like to be lied to when they are going to experience some discomfort?
(Sorry for the rant OP. Hope the Dr visit goes well.)
Anonymous wrote:My budget is around $30,000/ year and I'd be looking for someone for 4 days/week. I have 2 kids (4 months and 22 months) and live in Northern Virginia. I'm just wondering if it's even an option for me. Thanks!
If 30K needs to cover both nanny wages and your share of nanny taxes and such, your true nanny wage budget is 27K or so. Nanny taxes add about 10% to the nanny's wages.
So, just to make the math easier, 26K per year = $500/week for 36 hours = $13.88/hour.
You'd likely be able to find someone with less than 3-5 years of nanny experience for this much money. My concern would be whether the person you hire would be able to live fairly well on 26K a year in your area.
A nanny friend of mine worked until she was 38 weeks and 3 days pregnant. The next day she had her baby, and she'll be back to work after 5 weeks paid leave.
Sounds like this place is playing CYA by diverting attention away from their crappy security (How the HELL did a toddler get out of their space unnoticed? Do they not have check-in and check-out procedures, along with manned doors? Even the raunchiest Chuck-E-Cheese has that set up!) by playing "nanny police".
Anonymous wrote:I would suggest doing 5% for each event. This is actually pretty generous and even though it puts her over market as her ability to command an extra 10% on the market isn't likely in one year, it doesn't put her way over market.
This is insane.
So is your follow up, OP. $15/hr is high for a nanny in Bethesda. It is not remotely a lower rate. Also, your bonuses are very high. You might be pleased enough to give that much, but it is way out of market line in this area.
Since the annual review and new baby are happening at the same time, either combine them into one ($16/hr...very well paid for the area...or split them and offer $17/hr...high, but not crazy high.)
You are overpaying from the outset.
So 5% for an annual raise and 5% for a new baby raise is insane.
I just can't keep from mentioning here that $15 + 5% = $15.75. And $15.75 + 5% = $16.54
So I guess YOUR suggestions are completely freaking absurdly psychotic, right?
OP, is the $15/hour her "average" rate, or does she make $15 for the first 40 and then $22.5 for the rest of the hours she works?
I'm going to assume that she makes $15/hour **average**. if that's not correct, then my answer would change a bit.
I think a 3% raise of her gross now, and then a 10% raise of her gross when baby comes would be adequate. Yes, that will put her hourly at $15.45 now, then at $17 after the baby comes.
But if you are then done having kids, and you give her 3% per year thereafter, you won't hit that $19/hour average wage for several years. (2014, $17.51. 2015, $18.03. 2016, $18.59. 2017, $19.17.) At that point, both your kids may be in some sort of preschool program half days for several days or more per week, and you can re-evaluate.
I'm going to assume that she makes $15/hour **average**. if that's not correct, then my answer would change a bit.
I think a 3% raise of her gross now, and then a 10% raise of her gross when baby comes would be adequate. Yes, that will put her hourly at $15.45 now, then at $17 after the baby comes.
But if you are then done having kids, and you give her 3% per year thereafter, you won't hit that $19/hour average wage for several years. (2014, $17.51. 2015, $18.03. 2016, $18.59. 2017, $19.17.) At that point, both your kids may be in some sort of preschool program half days for several days or more per week, and you can re-evaluate.
OP, is the former nanny threatening legal action or filing for unemployment due to unjust firing? If not, I don't quite understand why you care what she is claiming. You fired her for not coming to work.
If you're regretting firing her and considering re-hiring her, then you need to ask her for a letter from her doctor(s) confirming that her hospital stay was due to vaccine reaction. You may also want to speak with her doctor(s), but with HIPPA I don't know how that would work.
If you're regretting firing her and considering re-hiring her, then you need to ask her for a letter from her doctor(s) confirming that her hospital stay was due to vaccine reaction. You may also want to speak with her doctor(s), but with HIPPA I don't know how that would work.
OP, since you'll be assuming some risk if you drive your charges around, you might want to research car seat age standards and safety standards before making your pitch. The Car Seat Lady has good info.
You want the safest seats that are the most appropriate for your charges ages, heights, and weights, especially if you'll be driving a smaller car instead of a minivan or SUV.
And adding a business rider to your insurance policy should be done as well. These riders don't need to cost hundreds of dollars if you do some research and are willing to consider switching insurance companies if you find a good deal.
As far as the craft materials are concerned, use the conversation a PP suggested. Do NOT continue to pay for supplies yourself.
You want the safest seats that are the most appropriate for your charges ages, heights, and weights, especially if you'll be driving a smaller car instead of a minivan or SUV.
And adding a business rider to your insurance policy should be done as well. These riders don't need to cost hundreds of dollars if you do some research and are willing to consider switching insurance companies if you find a good deal.
As far as the craft materials are concerned, use the conversation a PP suggested. Do NOT continue to pay for supplies yourself.
OP, this nanny is definitely double dipping, and it's not ok for her to do that! In addition to the scripts a PP offered you above, I would say something about the car seat issue.
Now, one thing that might happen is this nanny might choose to leave you to go FT with the other family. In that case, IMO, you'll be better off finding a new nanny who won't try to take advantage of you.
I would approach this as a situation you are not comfortable with continuing, and tell nanny that from now on she'll get X/hour share rate if she brings along the other child. If you want to talk to the other family, you should, but my impression is that they don't care, or that they have already adjusted her rate and assumed you would do the same.
Now, one thing that might happen is this nanny might choose to leave you to go FT with the other family. In that case, IMO, you'll be better off finding a new nanny who won't try to take advantage of you.
I would approach this as a situation you are not comfortable with continuing, and tell nanny that from now on she'll get X/hour share rate if she brings along the other child. If you want to talk to the other family, you should, but my impression is that they don't care, or that they have already adjusted her rate and assumed you would do the same.
Anonymous wrote:7:55, you seem to be unaware that OP needs only one expert nanny who can do the job. The fact that "not many nannies" would be able to manage two families, is true, but irrelevant.
We all know that the exceptional nannies, are "one in a million". Parents who want one of these top nannies, offer a top compensation package, to the best of their ability. Smart nannies recognize when parents are doing their best, and sadly, when they are not.
The professional nanny who is highly respected and well compensated, is a happy nanny. When nanny is happy, so are the children. Isn't that the ultimate goal of caring parents?
Yes, but we aren't talking about parents who offer a top compensation package that attracts an exceptional nanny. We are discussing parents who are seeking a nanny share, and most parents who do that do so because they cannot afford to pay a nanny on their own.
Many times on the old forum, it was "explained" that parents who nanny share expect to pay daycare rates to their nanny. And where I live, "daycare rates" for an infant are about $275/week for around 60 hours of care. So 2 families, 2 infants, $550 per week? That doesn't attract anyone but a starter nanny or a daycare worker, who would see that much money as a significant raise and work load reduction.
And starter nannies/ex-daycare workers are NOT going to be able to effectively "manage" 2 sets of parents, unless they are so amazingly intelligent and savvy that they will leave in a year for better pay and eventually become a "one in a million" nanny earning 2 - 3 times their starter rate.
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