Often daycare placements are difficult to find and not workable when you are a parent of a children with a disability. So, arranging in-home care on a fill-or part time basis may be a good option. But, you can never be too careful. Recognizing that this is a big decision experts with requirements that may be unique or require specialty training, take time to do your homework and watch carefully for red flags. Let’s take a look at a few of the things to consider and questions to ask during your search to ensure a better match.
The job posting. Be honest, positive and clear about your child’s needs. It’s important that candidates have an accurate understanding of the job description, any extra attention or training, or special skills as well as your expectations. Is the position live in or out. Is it Monday to Friday, weekend work or flexible. Do you need a driver and a non-smoker? Should the person have a first aid course. Are they comfortable with pet?
1) Screening
It’s okay to do a pre-screen on-line to develop a short list. However, its strongly advised that you meet in person to develop a feel for the person and a connection. This will also give you a chance to understand more about the applicant’s personality, ask questions about their likes and dislikes etc. Final candidates should also have the chance to visit your home, meet you and your child/children and get a feel for the environment where they’ll be working.
2) Qualifications and training
Will you be looking for any certificates or formal education? If so it’s important to ask for copies of certificates and verify authenticity with the school. Ask for character and work references and check them. And, think about whether you will need to or be prepared to pay for or facilitate additional training.
3) Detailed instructions
Create a simple job description that outlines daily routines, any special healthcare and equipment requirements, medications schedules and sensitivities, behaviour management strategies, special diets or allergies. It’s sometimes a juggling act for a caregiver who being asked to care for a special needs child and handle tidying, laundry and any housekeeping requests. Be sure to be realistic about what’s possible, priorities and how you’d like time spent.
4) General questions
Asking about hobbies, interests, personality type, family connections etc will give you a better idea of a person’s character, likes/dislikes, attitude, flexibility etc.
5) Compensation
Be upfront about hours, pay periods, hourly wages, overtime, holidays and any expenses you are willing to cover. Some families pay extra if the position if more challenging, requires specific qualifications and longer hours. Make sure you know the provincial labour laws re: hours/overtime, time off etc. If room and board is included outline the terms.
6) Emergencies
Provide and idea of the ways you can be contacted on a regular basis and then outline what you want done in case of an emergency. Include backup contacts and what you consider an emergency and provide instructions for a caregiver to follow. What has your applicant done in the past to stay in touch with parents or guardians?
7) Second opinion
When you’re under pressure to find a good fit for your family and worried about making the wrong choice, it’s wise to ask someone you trust who knows your child/chilren to weigh in. They might have a different perspective, ask new questions and even point out things you hadn’t noticed.
8) Communication style
Be sure your new nanny/babysitter is ready, willing and able to keep track during her time on the job. It’s recommended that a shared daily log is kept of key activities related to toileting, eating, outings, activities, challenges etc. The log should be either electronic (what’s app is used by some families) or, if you prefer, an exercise book that’s kept in the kitchen or family room. Using a system like this allows for communication/messages/reminders and tracking of important updates/news.
9) Nanny or babysitter?
It’s a grey area but a nanny is usually treated as an employee, has more qualifications and has a regular annual salary that is higher than that of an hourly babysitter. When interviewing and checking references, look for CPR and first aid certificates, advanced childcare education and specialized training and/or years of experience.
Nanny’s often become part of the famlly and are trained to be fully invested in a child’s development and well-being. They can live in if you can provide a furnished room with a private bathroom or suite, or can live out. They usually work 5 days a week, 40 – 50 hours.
Practice makes perfect when it comes to recruiting, interviewing and hiring the best possible candidate. Don’t be afraid to re-start the process if you aren’t comfortable in the end with your first choice. After all, a well nurtured, happy child is what we’re all hoping for and a caregiver that provides that is worth their weight in gold.
Kylie MacKenzie works as a Canadian Abilities foundation intern.
