2014 Nanny Salary Survey Findings

nanny salary surveyThe International Nanny Association (INA) just released the results of their most recent nanny salary survey (2014 Nanny Salary and Benefits Survey), which are summarized below. An interesting note about the 2014 survey is that it was the first time that international respondents were included. Nearly 1,000 complete responses and over 250 partially completed responses were received. Professional research firm Survey Design & Analysis conducted the survey and provided analysis of the results.

More information about the survey from Nanny.org:

Respondents were 99 % female, 92% live outside the employer’s home, 85% have some college education and 77% work full time, up from 70% in 2012. 53% report that their current employment fits the nanny job description, and 38% are nanny/house managers. 72% have more than 5 years of experience in the field.

Key findings include:

  • Average hourly rate USD$18.66, $1/hour increase from 2012
  • 49% have had a salary increase in prior 12 months, up from 38% in 2012
  • Education and experience correlate with higher hourly wage
  • 60% received an annual bonus in 2013, up from 53% in 2011
  • INA Credentialed nannies average $19.96 per hour
  • 64% are paid legally

Regarding nanny benefits:

  • 62% receive paid vacation 57% receive paid holidays, down from 66% in 2012
  • 71% receive “guaranteed pay” when the family does not need them
  • 10% receive full health insurance; 12% receive partial health insurance, unchanged from 2012. This was surprising given generous employer tax breaks that became available in 2012 for employer provided health insurance.

39% of respondents found their current job through a traditional, brick and mortar nanny referral agency, while 34% found their job online, a 10% increase from 2012. 67% have a written work agreement in place with their family. It is important to note that 80% of respondents who were placed by a nanny agency have a written work agreement. A written work agreement is a key predictor of long term retention in the position.

Survey Design and Analysis’ concluded that improved economic conditions are evident in the nanny industry; with higher hourly rate, more bonuses, more full time work. They noted that technology trends are contributing to changes in the nanny industry; evidenced by the increased use of online classes, online listing services in job search, and more employers using a payroll service. Lastly, education level and experience of nannies and most aspects of the nanny job have remained stable over the last 3 years.

View the full summary of the 2014_INA_Salary and Benefits Survey, and contact us at (518) 348-0400 for more information.

Nanny Injured on the Job – Now What?

nanny injured on the jobWas your nanny injured on the job? In New York State, you are required to have workers’ compensation insurance if you employ a nanny for at least 40 hours per week, or if you employ a live-in nanny. Workers’ compensation policies cover you and your employee in case he or she is injured while working in your home or traveling with you as part of the job. Your workers’ compensation policy contains a posting notice providing the insurance company name, policy number, and contact information.

Should an injury or illness occur, here are the steps to take:

  1. Contact your workers’ compensation carrier if there is an on the job injury or illness as a result of the employment.  The seriousness of the injury does not necessarily matter.  If the employee requires medical care or will be missing work due to the injury or work related illness, the employer should report the incident. Sometimes nothing further comes of the incident except a medical bill. However, there may be complications unknown at the time of the initial incident and reporting the claim can help to keep future bills in check.
  2. Be prepared to provide the claim adjuster with some pertinent information:
  • Date of incident
  • Name of employee
  • Brief description of the injury and how it happened
  • Your workers’ compensation policy number
  • Phone number or email address on how the adjuster can contact the employee
  1. The adjuster will contact the employee directly for further details.
  2. A form will be sent to the employee to complete.  There will be a section for the employer to fill in their information and employment information, a section for the employee, and a section for the doctor to complete.  The form is then returned to the insurance company.
  3. The adjuster will continue to correspond with the employee and possibly the medical provider until the claim is complete.

Our partner GTM Payroll Services can provide workers’ compensation policies for household employers. Contact us at (518) 348-0400 for more information.

Home Office Tax Deductions

home office tax deductionsSetting up an office in your home? Generally, in order to claim any home office tax deductions, you must use the space exclusively as your principal place of business, or as a place to meet with patients, clients, or customers. If you’re self-employed as a sole proprietor, partner, or LLC member, you may be able to deduct the costs of maintaining an office at home.

In fact, current tax law gives you several ways to qualify for a home office write-off. Assuming you’re eligible, here’s the payoff:

  • You can deduct 100 percent of any expenses that are directly related to your home office, such as an additional phone line.
  •  You can deduct a percentage of indirect expenses that relate to your entire residence, such as mortgage interest and property taxes.

There are special rules for qualified daycare providers and taxpayers storing business inventory or product samples.

The great thing about home office deductions is they go on Schedule C (if you are a sole proprietor or single-member LLC owner) or Schedule E (if you are a partner or member of a multi-member LLC). Write-offs that appear on these business schedules are double tax savers, because they reduce both your income and self-employment tax bills.

Of course, there are some restrictions on home offices, along with rules on recordkeeping requirements. And if you are an employee, different rules apply.

Contact us for more information at (518) 348-0400.

Work Agreement for Nannies

work agreement for nanniesThe work agreement is an essential document for both the household employer and nanny. A comprehensive work agreement goes a long way in establishing a successful working relationship. Not only will it prevent problems from occurring, it will set the tone of the working relationship with open and clear communications. The most effective work agreement for nannies and other household employees is in writing and covers all aspects of working in your home—including the nanny’s work schedule, required daily duties, compensation, benefits, termination, and a confidentiality clause. Work agreements can be considered an important step in building a long-lasting relationship in which all parties clearly understand their responsibilities and expectations.

The work agreement also helps safeguard the cost of recruiting and obtaining a nanny. Turnover expenses can be high, especially considering the cost of time spent to interview, placement agency fees, training costs, and employer time lost from work or other activities.

Why create a work agreement?

  • A written work agreement helps to ensure the employment of a highly skilled nanny. It protects your confidential information. If a candidate does not want to join you in developing a work agreement, or does not wish to sign one that has been developed, red flags should appear immediately. Why does this nanny not want to enter into an agreement that details his or her job? The actual existence of a work agreement acts as a tool for you to target the best candidates—and discount those who are disagreeable.
  • The work agreement is a cooperative endeavor, ideally to be developed (and revised) together with your nanny.  It details the nanny’s job, including establishing a term of employment (e.g., the nanny job may be for a one-year term, with a date to review the nanny’s performance, the work agreement, and the possible extension of the employment to another year); your expectations (spell out the nanny’s duties—be specific and include important considerations to your household, such as protecting the personal and private information contained within the home); the employee’s expectations; your household procedures and instructions your nanny will use daily in the job; and the nanny’s compensation and benefits.

As a household employer, clear expectations are paramount. This is why the work agreement is so critical to the beginning of the employer-nanny relationship, even for a relationship on the best of terms. With it, both the employer and nanny are reducing the likelihood that problems will occur.

For more information, contact us at (518) 348-0400.

Kidz Expo Was a Success!

This was our first time at this event, and it won’t be the last! We had such a great time meeting hundreds of people, seeing a few familiar faces of our families and nannies, and giving out over 200 purple A New England Nanny balloons. Special thanks to nannies Britney and Ariel for their awesome assistance!




Preparing for Nanny’s First Day

nanny's first dayYou’ve just hired a nanny! You are now a household employer, and as such, you need to prepare for nanny’s first day on the job. He or she needs to become acquainted with your household, its operations, its environment—even your household’s culture. Be ready to spend some time with your new nanny during his or her first several days, perhaps spending the entire day with him or her the first day, and reducing the number of hours on the following day. You want to be there to help the nanny become accustomed to the nuances of your household, the children, and their schedules. It is also an opportunity for you both to get to know each other, to treat one another with respect and professionalism, and begin to establish trust.

To help, prepare a list of activities and information you need to cover with your new nanny during his or her first few days.

Some ideas to make the transition proceed smoothly include the following:

  • Introduce your new employee to the members of the household. In particular, take whatever time is necessary for you to encourage your children to become familiar with the new nanny.
  • Introduce your new nanny to your neighbors.
  • If applicable, make sure the nanny’s name is on the list of authorized persons to pick up the children from school or other facilities and that proper documentation is submitted.
  • If the nanny will be using your vehicle, spend some time reviewing the vehicle with the new employee. Make sure he or she is comfortable driving the vehicle prior to transporting the children. Also, be certain the nanny can properly install a child safety seat, if applicable. (Local fire departments often provide free training regarding proper child safety seat installation and usage.)
  • Review all household policies and procedures listed in the employee handbook. (Remember, now is a good opportunity to discuss household rules on visitors, as well as phone and computer use.) Be sure the new employee understands these policies, procedures, and rules.
  • Address all emergency contact information and post it in a designated area for the nanny.
  • Review all safety procedures and appliances for the household. (Alarm system, washer, dryer, and any other household equipment that the employee is expected to use.)
  • During the first workweek, review job responsibilities detailed in the job description, and take the time to sit down and discuss with the employee how the first week went.
  • After the first few days, drop by unannounced for a quick visit to see how things are progressing, or telephone at different times during the day to check in.

To help you prepare for your new nanny, think about the following:

  • What information, tools, and instruction does the nanny need to know to successfully do his or her job?
  • What are the priority tasks and what are the secondary tasks?
  • What support or assistance do you need to provide to your new nanny to make his or her adjustment to your household as quick and easy as possible?

Schedule a meeting for one week after the start date for a discussion on how the job is going, issues that have arisen or may arise, questions that need to be answered, and so forth. This will help ensure that any uncertainty is resolved, and will establish the relationship with open and clear communication. An employer’s efforts to be available to nannies for reviews and discussions of the job, expectations, work environment, and the like will go a long way to foster a respectful and trusting relationship.

Please contact us at (518) 348-0400 if you have any questions or need more information.

Come See Us at the Kidz Expo!

hannaford kidz expoThe 2015 Hannaford Kidz Expo is this Saturday, March 7th from 10am-5pm at the Empire State Plaza concourse in Albany, and this year, A New England Nanny will be there too!

Among the usual entertainment and fun activities for kids this event offers, a new feature has been added for this year – the Toddler Zone! This will be an area for the smaller kids to run around and play in a contained environment. We will have an information table set up in the Toddler Zone, and some of our caregivers will be on  hand to provide supervision for the kids.

So come meet us, come meet our child care professionals, and make it a fun day in downtown Albany with the kids! For more information about the event, click here. Hope to see you there!

Child Care for Weddings

child care for weddingsMany couples today hope to find a balance between what they want for their wedding day, while staying considerate to the needs of their families and friends. One issue that may arise is whether or not children should be invited. While some couples may wish to avoid any screaming tantrums or general disruptiveness that young children may provide, they also know that friends or family members may find it difficult to attend the wedding if they cannot bring their kids. This can make for an awkward and uncomfortable situation.

With A New England Nanny, the happy couple doesn’t have to make that choice! As the only fully licensed and insured child care agency in the Capital Region, A New England Nanny has been providing loving, thoroughly screened caregivers to local families for over 23 years. We work with wedding planners, brides, and hotels to ensure that their guests’ child care is covered by our experts. Now you can let your guests bring their children to your wedding, comfortable in the knowledge that they are being well-cared for away from your ceremony!

Contact us at (518) 348-0400 and tell us how we can help make planning your big day a little easier.

Senior Care Interview Questions

senior care interview questionsHiring senior care workers mirrors that of hiring nannies and other household help. In fact, it is much of the same thing—entrusting the care of your loved one and home to another. In the end, you want a safe, happy, and comfortable home for all who live there, and, as with all household employees, the senior caregiver wants to be in a happy workplace. That means doing it right.

While we at A New England Nanny pre-screen and interview candidates before passing them along to our families, we also encourage conducting your own interviews for the candidates we suggest. After all, it’s your home and family! Please see the list below for a sampling of interview questions you might want to ask a senior caregiver.

Questions to ask a Senior Caregiver Candidate

  • Why are you interested in at-home senior care/what attracts you to the job?
  • How long have you been working with the elderly?
  • What are your hobbies and interests?
  • What caregiving practices are you trained in, who trained you and when? (Does your training include special dementia or Alzheimer’s training? If so, by whom and what did the training cover?  Do you recognize the signs of stroke, heart attack and the onset of many illnesses?)
  • What did your past at-home care experiences entail—what kind of care did you provide and what type of experiences did you have? What was the most difficult experience with senior care that you’ve dealt with and how did you resolve it? What is your average day like when caring for an elderly loved one in-home?
  • Are you currently caring for a senior? Why did you leave your last position?
  • Have you ever been fired from a job—explain? Have you ever been convicted of a crime, or is there a felony charge pending against you? (Please take care in how you ask the applicant certain questions – you must adhere to EEOC law, see chapter 13.)
  • Can I check at least three references? (How recent are these references?)
  • What is your schedule like/how flexible is it—what hours are you available to care for my loved one? How much time can you commit to this position?
  • What is your hourly fee/what do you charge? Are charges more for night or weekend care?
  • Do you know CPR? (When were you certified? Last re-certified?)
  • Are there duties described in this position that are difficult for you to do or that you will not do? Along with caring for my elderly loved one, are you willing to perform household tasks such as meal preparation and light housekeeping?
  • The home is a non-smoking environment—are you okay with this?
  • Would you be available to provide care in an emergency? Have you handled emergencies in the past—if so, what did you do then and what would you do in an emergency now? What would you do if my loved one fell, choked on food or stopped breathing?
  • How do you handle a situation in which a senior resists your care/what would you do if my loved one became hard to manage?
  • What will you do if you are ill and cannot care for my loved one that day?
  • How do you report what occurs—is there a daily log, report or other documentation that must be completed?

Remember to allow the candidate to do most of the talking—you are trying to learn whether he or she is right for the job, your family, and household. It is important for you and your loved ones to feel comfortable with the caregiver, so don’t be afraid to move on to another candidate if it’s not the right fit.

For more information, contact us at (518) 348-0400.

Hiring a Nanny on Your Own: The Real Cost

hiring a nanny on your ownIf you have considered using an agency like ours to hire a nanny but you also want to see about doing it on your own, know what you are getting into and budget your time and money accordingly.

The worksheet below, provided by our affiliate company GTM Payroll Services, will help you figure out the real cost of hiring a nanny or other employee on your own.

The Real Cost of Hiring on Your Own (click for printable version)

Do It Yourself Hiring Task COLUMN A: Hours it would take (suggested hours) COLUMN B: Value of your time*, per hour Total cost of your time, multiplied by number of hours to complete task (column A x column B)
Time invested in preparing job  description and advertisement. __________ hours (e.g. 3 hours) $_________ per hour $_________
Time taken to perform background checking. __________ hours (e.g. 10 hours) $_________ per hour $_________
Time to select 10 candidates for phone interview. __________ hours (e.g. 2 hours) $_________ per hour $_________
Time to prepare interview questions. __________ hours (e.g. 2 hours) $_________ per hour $_________
Time to schedule and phone interview best candidates. __________ hours (e.g. 5-10 hours) $_________ per hour $_________
Time to arrange and conduct home interviews of 3 most desirable candidates. __________ hours (e.g. 5-10 hours) $_________ per hour $_________
Time to schedule and phone previous employment and educational references. __________ hours (e.g. 3 hours) $_________ per hour $_________
Time taken to make job offer and prepare rejection letters for unsuccessful candidates. __________ hours (e.g. 1 hour) $_________ per hour $_________
Time to prepare work agreement. __________ hours (e.g. 5 hours) $_________ per hour $_________
Time to research salary, tax, insurance compliance information. __________ hours (e.g. 5 hours) $_________ per hour $_________
Time to research employment laws relevant to location and type of work. __________ hours (e.g. 3 hours) $_________ per hour $_________
Time to investigate human resources information and personnel policies. __________ hours (e.g. 2 hours) $_________ per hour $_________
Time to research all necessary legal, tax, insurance, and payroll forms for hire. __________ hours (e.g. 5 hours) $_________ per hour $_________
TOTAL __________ hours (e.g. 61 hours) $_________ per hour $_________


*To calculate the value of a stay-at-home spouse when using this worksheet, salary.com estimates that a stay-at-home parent with two preschool children has a national median salary of $115,431 per year. Divided by 52 weeks, divided by 40 hours, this is approximately $55 per hour.

Please note that if a household employer does not want to invest all the time calculated above, working with an agency like A New England Nanny to hire an employee will save a lot of time, as will working with a household payroll company like GTM when it comes to knowing the relevant tax and labor laws and handling the complicated payroll and tax process.

For more information, contact us at (518) 348-0400.