Tag Archives: job

How to Best Approach Giving Your Nanny a Pay Increase

Employees feel better about a pay increase when they know it is due to their hard work and efforts. Your family can practice the following guidelines when giving your nanny a raise:

  1. Tie the raise in a written performance evaluation. Relating a pay increase to a performance evaluation displays your attention and appreciation to the nanny’s hard work. This review also gives both of you the opportunity to sit down and go over performance, give recognition and feedback.
  2. If additional duties or responsibilities are added as part of the review, a pay increase should be associated with the expanded job description. The pay increase acknowledges both the trust in your nanny to handle added duties, and that the added duties deserve a higher wage. Be sure to provide your nanny details of the increase in writing for his/her records.

Questioning what to give for a raise? Typically, $1 to $2 per hour is what we see for the first year. If there is a change in the nanny’s job description (i.e., baby #2, additional duties) be sure to think about what their job description will look like going forward, and propose any changes along with what pay is associated with the changes.

Another example of how to implement a pay increase: on my nanny’s 2-year anniversary we’ll give him/her an extra $XX per week. Then, when baby #2 comes they’ll get another $XX per week, totaling $XX.

If you have any additional questions or need advice on how to best approach compensation increases, reach out and we’ll try our best to help!

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Five Key Findings in Recruiting and Retaining Nannies

If you haven’t read it somewhere else before, then read it here first; hiring a nanny through an agency is the route you should always take.

In a recent article posted by GTM Payroll Services, they go on to support the fact that when a person hires a nanny through an agency, rather than an online job site, they’re going to get a better quality nanny. One they’ll keep for longer, and spend less time finding the right match.

Here are five key findings from the article:

1. Families and Nannies Both Want a Good Fit
Employers cited “demonstrated responsibility and trustworthiness” as the top quality they look for when hiring a nanny. Employers were asked to rank 14 qualities on a scale from one to 10 with one being not important and 10 being very important. Responsibility and trustworthiness scored ahead of personality fit, passion for childcare, references, and experience.

2. Good Communication Practices Will Help Retention
Forty-three percent of families hired more than one nanny in the past five years. That means retention can be an issue for families who like and want to keep their nanny. Some of the top reasons reported for why nannies leave the jobs are 1) the family no longer needs the nanny, 2) schedule/number of hours, and 3) bad pay.

3. Hiring through an Agency Can Shorten Hiring Process
Seventy-four percent of employers who hired through an agency cited “time savings/hassle-free process” and “quality of candidates” as the top reasons they chose to work with an agency. Fifty-nine percent of agency users spent less than 20 hours on the hiring process, compared to only 24% of online job site users.

4. Benefits Can Help Attract, Retain Top Candidates
Most nannies receive paid holidays (88%), paid vacations (89%), and paid sick days (76%). This is the starting point for families when offering household employee benefits to a potential hire. To separate themselves from other employers, families may want to consider offering annual bonuses and flexible hours. Only 47% of nannies have schedule flexibility and just 44% get a bonus. Of the nannies that receive an annual bonus, 55% receive at least $750.

5. Paying Legally Expands Number of Candidates
By not legally paying an employee, a family cuts in half the number of available candidates for their position. Forty-six percent of nannies say it’s not likely they would take a job that paid “off the books.”

Read more details about the survey findings from GTM Payroll here.