Nanny Screening

Finding a nanny can be a time-consuming process. Rather than doing all the legwork yourself, a nanny agency can do the work for you. In addition to a personal interview, we also provide background screening using the following criteria.

Southeast Iowa Nanny Agency Recommended Practices for Background Screening:

Verify and authenticate a nanny candidate’s identity
Verify employment and educational history and applicable credentials and licenses
Perform state and county criminal record check
Perform a sex offender registry search
Review the candidate’s driving record
Comply with the Fair Credit Reporting Act (FCRA) and all other applicable local, state and federal laws

In addition to screening we offer contract assistance and a 30 day guarantee on all placements. If your nanny does not meet your requirements, we can help you find a nanny to better fit your family's needs.

Southeast Iowa Nanny Agency follows the International Nanny Association Recommended Practices

Disclose the method of interviewing candidates referred for in-home child care placement.
INA recommends that candidates be interviewed in person. When personal interviews are not possible, the prospective employer should be advised which interview method was used (by telephone or by an agent acting on behalf of the agency).

Check candidate’s personal and employment references.
INA recommends that the family be provided with information on a candidate’s employment history. At a minimum, two references should be checked by telephone. The agency should disclose all information about the candidate verified through personal and employment references, as allowed by law. Families should be provided with information and encouraged to check references for themselves.

Provide information on the candidate’s job qualifications to the prospective employer.
At minimum, INA recommends that agencies accurately disclose to the prospective employer information obtained through a candidate’s references and background screening. Agencies should also disclose the methodology used to obtain the information, as allowed by law.

Prepare a written agreement with each client family, which specifies the agency’s fees, refund/replacement policies and services to be provided by the agency.
INA recommends that there be a written agreement between the agency and the prospective employer to facilitate an understanding of the obligations and expectations of both parties. Both the agency and the prospective employer should keep a copy on file.

Make adjustments/refunds promptly and in accordance with the written policies of the agency.
INA recommends that any replacement and/or refund policies be clearly outlined in the written agreement or contract made between the family and the prospective employer. Time frames and any other conditions regarding replacements or refunds, such as limits on the number of replacements or amounts that will be refunded, should also be included.