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Working in Rotation
The Rota Maternity Nurse 


Throughout my career, I've had the privilege of serving as a Rota Maternity Nurse, collaborating closely with peers. While this schedule wasn't formally labelled decades ago, families would frequently enquire about extending bookings beyond the initial 12 weeks or transitioning to a nanny role.

Despite my fondness for the families I worked with, sustaining the demanding hours they required without risking burnout was simply not feasible. Thus, I often took the initiative to find suitable counterparts to share the workload, facilitating a rotation schedule that worked for all parties involved. After vetting potential candidates, my clients would interview them and negotiate terms and compensation.

Over the years, I've refined my ability to deliver exceptional childcare, striving to create nurturing environments where children can flourish. When assisting clients in finding a rotation nanny or maternity nurse, I seek individuals who share my dedication to excellence.

My experiences have provided me with a deep understanding of the unique challenges and joys associated with rotation work. I've had the privilege of working with families from diverse cultural backgrounds, fostering an appreciation for different customs and traditions. Whether in the UK or abroad, I'm open to short, medium, or long-term rotation assignments.

 

Some of the roles I have worked in rotation are - 
For my training for my childcare and education diploma from The National Nursery Examination Board, qualifying me to work with children from birth to 8 years.
Deputy Manager at a council day nursery in London.
Maternity Nurse in the UK and internationally.
Nanny / Mentor in the UK and internationally. 
Manager of a private day nursery in the UK.

 

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My to tips for booking a Rota Nanny or Maternity Nurse –

 

Tip #1 - Start with a concise and clear Job description.

Crafting a well-thought-out job description is the initial and crucial step in the hiring process. It serves as the first point of contact for potential candidates, providing them with essential information to evaluate the suitability of the role. By presenting clear and concise details, you enable candidates to make informed decisions, saving both their time and yours.

 

An effective Rota job description should encompass key responsibilities, qualifications, and expectations, painting a comprehensive picture of the position. This proactive approach not only attracts qualified candidates but also streamlines the recruitment process, ensuring that individuals who apply are genuinely aligned with the demands of the role.

 

Tip #2 – Information to include in the Job description.

Location:

Include information about where the booking will take place.

 

Salary Expectations:  

  • What is the proposed salary range for the position. (Low salaries will not provide you with a candidate who has a wealth of experience is qualified with UK government recognised childcare qualifications, keeps up to date with current legislation and has all the certificates and attributes for the job).

  • Will you provide an hourly rate in net or gross amount.

  • Will you PAYE or will the candidate need to be self-employed responsible for paying her own tax and National Insurance.

  • Will you pay overtime if the other rota nanny or maternity nurse can’t do her rotation.

  • Will you provide sick pay and at what rate.

  • Are you offering any benefits such as a pension and private health insurance.

 

Holidays Pay: 

Pay 13 months instead of 12 to compensate for holiday entitlement, separate from the off-duty break. Alternatively provide 28 days holiday separate from the rota schedule. 

 

Overtime:

Rates for working bank holidays and Christmas. Usually 100% - 200% the hourly rate 

 

Childcare Arrangements: 

Sole charge or shared care. 

 

Rotation Schedule: 

Days and hours of duty. Is there a need for flexibility of the rota to fit in with the family’s travel arrangements. How long is the rotation. Is it consistent.

 

Travel on the Job: 

When, and to which countries.

 

Travel Arrangements:

  1. To and from the clients’ address - are the clients open to covering business class or first-class flights for travel to and from the UK if the position is outside the UK.

  2. Will you contribute to travel to work costs if in the UK.

  3. Do you require your nanny to permanently relocate outside the UK. Will you pay for all visa costs and any other expenses while travelling such as business insurance. 

 

What Type of Client are You:

 UHNW, works full time, works from home, high profile VIP, single mum, or dad.

 

Skills You Require:

Such as a swimmer, skier, cook, sailor, academic skills, first aid, childcare qualifications recognised by the UK government, driver, (will a car be provided for on and off duty use), training such as Waldorf or Montessori.

 

Communication and Keeping Records:

Who should the nanny or maternity nurse liaise with regarding keeping the client updated about the welfare, needs and development of the child. 

 

Health Coverage:

Is the family willing to provide private health coverage if the role is outside the UK?

 

Safety:

Do your family have close protection officers (CPO).

Do you allow the Maternity Nurse or Nanny to go on outings with the baby / child. Do you agree to follow the lullaby trusts safe sleep guidelines.

Will you take advice from the maternity nurse regarding her and the babies health and safety.

 

Candidate Preferences:

What specific qualities and skills are the clients looking for in the ideal rota maternity nurse / nanny. Would they prefer a mature candidate with decades of experience and UK recognised qualifications or someone less experienced and unqualified.

 

Client Dynamics:

Provide information about the household. Fully staffed or partially staffed.  Is it formal or informal and any cultural preference the candidates need to be aware of. Dress code, formal or informal or would the client prefer a uniform.

 

Family Communication:

Describe how your family or PA will communication with candidates throughout the hiring process and during the employment. Is there’s a work phone to pass between the nannies or maternity nurses, useful to liaise with people outside the family e.g. for making appointments, arranging tutors etc GP appointments etc.

 

Handovers:

When are they / how long is the handover.

 

Accommodation Arrangements: 

Live in to live out. 

Provide information about accommodation and sleeping arrangements. Will you provide the nanny with her own room an en-suite including when travelling. Do you require the nanny to share a room with the child.

Can the nanny or maternity nurse store personal items at the house such as uniform, toiletries, etc when she is off duty.

 

Food:

Is it provided and prepared for the nanny, if not, is there access to a kitchen. 

 

Cleaning and Laundry: 

Cleaning the nannies’ room, washing & drying clothes (hers and the babies), is she responsible or is someone else.

 

About the children:

Age, gender, and any additional needs.

If not babies, are the children sleep trained.

Do they nap to a schedule and sleep through the night.

Do the children follow a strict routine.

What activities do they take part in.

Are they in school.

 

Duties

  1. What are the daily and or night duties. 

  2. Is the position already an established rota position or are they transitioning to a rota.

  3. Will the nanny train or be offered a trial with the existing nanny if there is one to learn the routines, to make sure they are both on the same page, share the same values and for consistency for the children.

  4. Will you provide the nanny the opportunity to privately speak to the existing nanny about the position.

  5. Inform the candidate how long the current nanny has been with the family.

 

This list is not exhaustive, and it is recommended to regularly review job descriptions in collaboration with the candidate, particularly during appraisals for long-term positions.

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"The foundation of a successful relationship with your child carer lies in unwavering trust."

Tip #3 - My childcare Philosophy and What You Should Know about me.  

My childcare philosophy centres around recognising each child as a unique blessing deserving of individualised care. I believe in surrounding them with love and abundant opportunities to unfold their full potential, offering activities tailored to their age-appropriate physical, intellectual, emotional, and social needs.

As a nurturing, hands-on maternity nurse, my life's work has revolved around the concept of attachment parenting. I approach caring for babies with gentleness, treating each as if they were my own. I do not endorse cry-it-out methods; instead, I firmly believe in cuddling and meeting all their needs.

I am routine-oriented, focusing on guiding newborns into routines that suit their families, allowing for undisturbed sleep at night.

 

Outdoor time is integral for both my and the baby's wellbeing, aiding in the development of their circadian rhythm. To understand how I developed this approach, please refer to my recommended reading list on my book recommendation page.

My goal is to support and celebrate their strengths, fostering growth in areas needing improvement while nurturing their passions, be they academic, athletic, or creative.

Childhood is a singular, precious opportunity; let's ensure it is filled with goodness and lasting memories. Karen Carter NNEB NCT

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