Professional nannies or babysitters????

As you have probably noticed, I have increasingly been using the term 'professional nanny' in my writing.  This reflects my view that in our modern world, the demands of home-based care of children require workers who are:

• suitably qualified, preferably degree or diploma level;
• experienced in the care of children, preferably at least 2 years post qualification;
• practise their role at an advanced level, with evidence of planning in accordance with the Early Years Learning Framework, and references detailing this and indicating satisfaction with the developmental activities of children in their care;
• enthusiastic approach to their work with children and their families, good communication skills and an understanding of the complex needs of many families;
• evidence of a Victorian Government Working With Children Check, Police Check and current first aid certificate, preferably with epi-pen training.

This is a very demanding list, but reflects my belief that as parents are paying a considerable amount of money to employ a nanny, they are entitled to the best possible standard of care for their children.

At the same time, as an Agency, Susan Rogan Family Care:

• negotiates with client families and potential workers to achieve the best possible rates of pay, and working conditions, including annual leave and superannuation;
• supports the placement with visits from consultants and regular contact between the agency, the family and the nanny to ensure all parties are happy with the way the placement is working;
• is available to help negotiate any difficulties in the placement;
• provides regular opportunities for in-service training for their nannies.

It is my belief that this offers far better support to families and to nannies than is available to people responding to internet, newspaper and local advertisements.

While sometimes those employed in this way may be excellent workers, more often they tend:

• to have no qualifications;
• little knowledge of child development, behaviour or age appropriate activities;
• limited awareness of safety and hygiene requirements;
• limited responses to different, sometimes challenging, behaviours.

From the point of view of these workers, often:

• wages and conditions are poor: long hours for low rates of pay and often no superannuation;
• there is no support and encouragement in their work;
• there are no opportunities for in-service training to develop skills and understanding;
• there is no one to advocate on their behalf with their employers. 

Which would you prefer to be: a professional nanny or a baby sitter?

Who would you prefer to care for your children: a professional nanny or a babysitter?

Developing Professional Nannies

Today might be Moomba, but to oldies like me, it's Labor Day and began as a celebration of the world's first agreement to the slogan '8 hours work, 8 hours recreation and 8 hours rest'.

Today many people have much longer working days, while others are fortunate enough to have a 35 or 37 hours week.

When I first became involved with nannies, I was determined to see workers who were well trained, and adequately paid.

There were various images of home based child care.

• Mary Poppins, coming in and magically 'fixing up' children
• the old family retainer who was employed when the first baby was born and lived with the family for years, until all the children were well grown, and probably acting as nanny for their children as well
• the 'au pair' who lived with family, helping out with the children while learning English, and probably flirting with the father along the way
• the little old lady from down the street who sat in a corner knitting while the children played

I wanted to help produce a new breed of nannies: professionally trained, working for families for a set number of hours, and living independently, not in a room of the family home where there is no real possibility of 'down time'.

I believe that looking after other people's children is important, and needs to be done by those who care about children, and who have a good knowledge of child development and appropriate activities (play, creativity, learning, rest, cleanliness etc etc..).

But looking after children in someone's home is even more specialised.  When I started a nanny school in 1992, I focussed on the areas of competence that nannies would need to do this work.  This is not the same as working in a child care centre where there are other staff to give support and help with the role.

Being a nanny is a very responsible role and as I moved into the employment area I thought it only right that nannies should be paid a wage commensurate with their skills and responsibilities. I am however a realist, and one of the realities is that the money to pay a nanny comes from a family's income so a balance needs to be struck.

At the Agency, one of our roles is to match families and nannies, to help them to work out the details of contracts, and usually to take on the employment role which means that nannies are taxed, superannuation is paid on their behalf, leave is organised, and of course families are invoiced.  In the matching and negotiating process it is our role to ensure both parties have realistic expectations of themselves and each other.  It is not easy for a parent to leave a child in someone else's care, nor is it easy nannies who are often not experienced in dealing with people whose working life is all high powered decision making.  The agency is also there to help resolve any issues that arise during the course of employment.

I'm also committed to nannies receiving on-going training to enhance their skills.  Unlike many workers whose training takes place during working hours, training for home based workers has to be on Saturdays and is not paid, so it is always pleasing to see such good attendance and high level of commitment from those who come. Our next training day is Saturday May 5 and will focus on safety and security. Training is free of charge to all Susan Rogan nannies.