In September, I had the privilege of attending my first Association of Premiere Nanny Agencies (APNA) conference.  35 reputable nanny agencies gathered in beautiful San Diego from all around the country to network, exchange useful information, gain insightful knowledge, and grow and develop their businesses.  It was a very educational experience for me and I walked away with a wealth of knowledge on the domestic staffing industry, a renewed excitement for being a part of this dynamic national association, and a new network of friends and colleagues. It is difficult for me to narrow in on only a couple core points that I retained from this 4 day APNA conference, since there were so many amazing speakers and topics shared.  The itinerary was jam- packed with so much valuable information such as: how to survive in an online world; how to build your brand with social media; how to meet and exceed expectations of employers; how to retain  your top

 talent in a competitive market; and how to survive and flourish in the nanny industry.  Plus there were several opportunities for me to network with other agencies to share ideas,  ask questions, and exchange business information, which was invaluable time spent.
Overall, the most important thing I learned is for us at Caring Nannies to lead with relationships and not tools. Relationship-building is everything to our families and our nannies. Those who deliver service and relationships will win.  Listening to our families’ and nannies’ needs, responding promptly, and communicating openly creates loyalty and builds lasting and trustworthy relationships.  That is our goal at Caring Nannies.
I was more than thrilled to represent Caring Nannies at this year’s APNA conference. Only the most professional Nanny Placement Agencies in the country belong to the Association of Premier Nanny Agencies.  They are a cut above the rest!  In order for a nanny agency to be a member of APNA, it must adhere to APNA’s Code of Ethics and Standards of Ethical Practices.  APNA promotes best business practices in all areas of the nanny placement and household staffing industries and their placement agencies have undergone extensive screening and scrutiny. Caring Nannies is proudly the ONLY nanny agency in the state of AZ that has the coveted seal of APNA and has been affiliated with APNA since….

So why choose an APNA agency instead of the others? They are the best of the best! It is highly beneficial to both nannies and parents to choose an APNA agency to represent them.  For nannies who consider themselves the best of the best in the childcare industry, they know that when parents want the highest caliber of nannies, they will look for an APNA agency nanny.  For parents, they can trust that a reputable APNA agency will be an honest, thorough, ethical business partner throughout this sensitive nanny placement process.  Both nannies and parents know that an APNA agency is going to be a constant source of comfort and support.

My 1st APNA conference was a huge success and I look forward to next year’s and many more to come.  Jenny Riojas, Placement Consultant.

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The difference between now and before the economic downturn is that instead of receiving 5-10 resumes for each position, today, we need to sort through dozens of resumes.  How do we go about matching the people who are best suited for your family?
How can personality testing help you in choosing the right nanny as well as securing an ongoing strong relationship with her?
Interestingly, many of our top tier nannies have their greatest strength in the “Supporter” or “Always there when you need them” Type “D” personality. The typical “D” personality doesn’t like change, and prefers to be given a set of guidelines to follow and they enjoy routine. They are very supportive of others and are the kind of person we turn to when we need advice. They are high in compassion and are happy and content with themselves and life in general. They are dependable, on time, adding balance and support in the home. We suspect that many of our clients are Type A personalities, described

as leaders, entrepreneurial, risk takers, independent, direct and to the point. They prefer to delegate routine tasks to others. Type “A” is often a business owner, manager, or in a position requiring a take charge, decisive, persistent person.
The “C” personality thrives on details, accuracy and takes life seriously. They dress impeccably, want to get the ‘facts’, are consistent, and predictable. They take a long time to make a decision, are deep, thoughtful and sensitive. They can get caught up in the details and not see the big picture.
“B” is the socializer, high energy one, who loves to be in a big group, and is the center of attention, and wants to have fun while working. They want to be liked, and can be sensitive. They are outgoing, persuasive, and talkative.

Although opposites attract, they can clash. Opposites can complement each other if they try to understand each other’s perspective. Opposite personalities often marry and it works since they make up for the other’s weaknesses. However, if a parent is expecting the nanny to do things in a way that is opposite her personality, there can be conflict.
If a neat, precise “C” personality is micro-managing a nanny who is creative, gets out the play-doh, or finger-paints, makes  tents in the living room, and shoots paper airplanes, this may not work out for long. Nothing is “wrong” with either person, they just need to have more insight into each other’s personalities and find middle ground. If the Mom is inflexible and demands perfection, it won’t surprise us to see turnover, especially if the nanny is a strong “B” personality.
Every family and company probably has all 4 personalities, and each one’s gift is needed to balance out the dynamics. The key is having the right understanding to identify these traits so you have the best chance of successfully working with each other.

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The INA (International Nanny Association) surveyed 667 in home child care providers, including nannies, Babysitters and Newborn Specialists, who work full and part time. The survey revealed that Nanny salaries range from $300 per week to $900.  Twenty-seven% made $4-600 per week, 33% made $6-800 per week and 20% made $800-$1000. The average full-time live out nanny is Arizona makes nearly $15 per hour, as compared to California staff averaging $18 and Nevada Nannies at $10 per hour.
Babysitters working hourly on short term assignments ranged from 54% earning $15-$20 per hour, 22% at $12-$15 and 17% at lower rates of $7-$11per hour.
What is the breakdown of live-in verses live out Nannies?
Personally, I have seen a sizable increase in the popularity of live-in nannies in Phoenix since the recession, but the trend seems to be decreasing overall from 16% in 2006 to 13% in 2008. Perhaps this increase I see is from families moving to the area from the East and West coast and Canada, where these arrangements are more standard.
How did most nannies find their jobs and who are their employers?
Professional couples employed 66% of the respondents, and 12% of the families had an at home parent. Another 12% was a couple with one or both parents working from a home office. 46% of the nannies found their current position through a local brick and mortar nanny agency.
How do most families deal with taxes and Health Insurance?
Families withholding both federal and state taxes were at 61%. Fewer families are offering health insurance, as 100% fully funded healthcare dropped from 20% in 2006 to 17% reported in 2009. However, another 12% of in home childcare providers received 50% paid health insurance.
Most families, 63%, pay for national and religious holidays, and 62% give paid sick days. Twenty-nine percent give paid personal days. Over 86% offer one to three week paid vacations. Sixty -four percent receive reimbursement for use of their vehicle or use of the employer’s car for errands.
How much should nannies ask when traveling with their families?
Out of the 37% that did travel with their families, 13% reported receiving no additional compensation, and 15% of others received additional payment ranging from $150 to $50 per day. Eight percent received other types of compensation.
Overnight Care
When staying overnight, 25% of nannies received $50-$75 additionally and 37% were given between $100 to $150 extra. Fifteen percent received no additional compensation and 25% received other types of compensation.
When your employer doesn’t need you to work, do they pay you for the time you have off?
Three-fourths of nannies reported that they are paid their normal salaries and 15% said that if they aren’t needed, they don’t get paid. Eight percent are asked to make up the childcare hours.
How much does the average nanny receive in year-end bonuses?
One to four weeks’ salary was reported by 29%   No bonus or gift was reported by 16%. Twenty-nine percent told us they received a generous gift or gift certificate between $100 and $500 or more and 4% received an extravagant gift in excess of $500. Only 18% of employers reported financial year-end gifts as income that was taxed.
How much education do nannies have?
Nearly half have been to college! Nineteen percent reported having two years of college and 28% reported having a BA.
Nannies interest in investing in their professions has increased, as nanny conference attendance grew from 22% in 2006 to 29% reported in 2009. That seems to be a nationwide trend as the unemployed in all fields are increasing their skill sets to become more valuable to their employers.
Nannies are also researching child care findings online or in books at the rate of 79%, and 29% attend community colleges or continuing education classes, and 25% attended meetings of local nanny groups and 22% attended professional conferences.
Eighty-three percent kept current with CPR and First Aid training.
Our staff at Caring Nannies works hard to recruit the most qualified Nannies in the Phoenix area. It is wise to be aware of current market conditions when planning your benefits package for your nanny when hiring and at annual reviews so as to be competitive. To see the entire survey, click here.

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