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[quote=Anonymous]Hi OP, Great package so far and its inspiring to see more parents wanting to learn how to create a good nanny compensation package.

I would personally drop the requirement for parents to choose vacation. When parents vacation, this is where guaranteed hours come in I think. I find its helpful to think about it this way: if you currently work or have worked a position before, how does it feel for your employer to tell you have vacation days but don't get to have full control over when you use 2 weeks of the vacation days. Essentially its almost like only having 1 week vacation which is kind of below standard for a full time position, yet its advertised as 3 weeks vacation.

I think to solve this you could consider just giving the standard FT 2 weeks vacation for nanny which would be for hers to use or the 3 weeks vacation and for all vacation time (2 hers and 1 of yours) or ideally 3 week vacation hers if you're able. Id you are worried about the timing, perhaps make an agreement in the contract that states that the nanny will need to put in a vacation request eg 2 weeks or 3 weeks in advance? or whatever seems like a reasonable amount of notice. Though its not a must, i find it helpful to consider that extra week of vacation to make 3 weeks fully at her choice or 1 where you can negotiate, for positions with a lot of hours and it could mean a happier/well rested nanny which goes a long way especially if you're looking to keep her long term.

As others have suggested, drop the meal prep..as you want a nanny who's responsible for child related tasks. Adding in non child related items sometimes can turn away otherwise good candidates. If this is an absolute must/deal breaker then perhaps make the position Nanny/House Keeper or Home Manager.I think its totally reasonable to have child's meal prep and child's laundry in the nanny's job description.

And just to remember to pay overtime for hours over 40/week.

For the live in part-- it could be a grey area that can lead to confusion if not clarified from the beginning. Are you looking for a live in/live out? This is good to determine now because candidates who apply may be in different situations and apply to jobs that fit their lifestyle/living arrangements too. So for example if you get a candidate who is married and/or has children, she likely has her own home. So if the position suddenly changed to requiring live in, that could be a problem on both ends. Also, you wouldn't want to deduct from her salary for housing, if she already has a home that she's financial responsible. So from my understanding, if you required her to live in and she has a home, her rate is not meant to change.

These are just thoughts and ultimately, you would do what makes sense for you & your family, bearing that nanny would also bring up what does/doesn't work for her. I hope this is helpful, best wishes for you and family! Excuse any typos![/quote]

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