Hiring a Yaya: Compensation and Benefits

Even before interviewing an applicant, it must be very clear to you as to what you want from a yaya and what you can compromise. This premise will help both parties in properly managing expectations from the beginning.

As mentioned in the Smart Parenting Yaya Manual, ask yourself very specific questions --- Do you want a midwife, a nurse, and do you require her to be a board-passer? A nursing aide? An experienced yaya? A yaya with minimal experience but can be trained?

Once you are at peace with your qualifications, it is now time to be realistic. What is your budget allocation? Although agency rates vary just like every person’s threshold of generosity, the following numbers are a reasonable guide:

1. Yaya -  depending on whether ward is a newborn or an older child, the rates range from Php4000- Php6000.

2. Midwife – depending on board license as well as stay-in or -out arrangement, the rates range from Php8000 to Php15,000.

3. Nursing Aide/Caregiver – sometimes dependent on stay-in or out arrangement as well as shifting schedule- e.g.12 hours shifts, the rates range from Php8000 to Php12,000.

4. Nurse – dependent on board license and usually involves a shifting schedule. The rates range from Php12,000 to Php15,000 while others charge an hourly rate.

The next step would be to determine what you feel are your negotiables as well as your non-negotiables. Think of aspects that you are willing to compromise on. Perhaps her age, her status, her province of origin, her number of days off and her living arrangements can be points of consideration. However, think too of things that you will not budge on --- what are certain character traits that are essential to your getting along? Honesty? Cleanliness? Or perhaps certain Filipino values such as: “malasakit”, “kusa” or “utang ng loob”. All of these concepts and issues are valuable to consider even before interviewing your potential yaya.

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Once you have managed your own expectations of your candidate, it would also be wise to give her a general picture of what she can expect from you as well. Here are some things to decide on:

1. Scope of work. What did her job description include in her previous employment? What is she willing or comfortable doing? What is she not willing or feels unequipped to do?

2. Compensation package. When discussing financial matters, do not allow comments such as “bahala na kayo” to interfere. From experience, oftentimes this lack of clarity results in disappointment and even resentment on the side of the yaya when she feels she is not being given a fair deal. It is vital that you finalize an actual figure. If you decide to hire her, make it clear that she must first undergo a probationary period wherein she will begin with a starting or base salary. Regularization can happen after one, three or six months. The decision is entirely up to you.

3. Benefits. Be very clear from the very beginning by verbalizing what kind of “benefits” apart from her salary will be extended to yaya. SSS is usually the minimum required. Some households include toiletries, medicines and health needs aside from the usual food and lodging. Other households give a separate food allowance so as not to worry about her meals. Paid annual vacations, possible travel with your family plus a passport as well as continuing education and skills are also future options open to some households. Again, the general rule must include a healthy attention to a budget and the allotted means of a household.

Looking for the perfect yaya to care for your child is a crucial task as she will play an integral part in your child’s wellbeing, but understand that your child will always remain YOURS, and YOU her primary and best caregiver. No matter how good or loving your hired yaya may turn out to be, she will never be Mama.


Photo from frank.itlab.us