APNA Standards Defined

APNA Members must strive to meet these standards in all areas of their business practice.
Each agency must determine their compliance based on a) their business model and b) laws that govern their state.  For example, while the standard is to interview candidates in person, an agency placing nationwide will need to make modifications.  This modification is acceptable as long as best practices are delivered.

General business behavior:

All APNA agencies should:

  • Deliver the highest level of customer service possible, with every interaction
  • Under promise and over deliver
  • Handle incoming calls whenever possible by a live person.  Answer online inquiries promptly, preferably the same day
  • Employ staff well informed about the agency’s policies and procedures who are able to direct inquiries appropriately
  • Invest in professional development by attending industry conferences and seminars to improve skills and stay current on issues that affect our industry
  • Have access to legal counsel, and have proper insurance in force consistent with the laws in their city and state
  • Be well informed and become an advocate for compliance with laws that apply to household employment. ALWAYS encourage those you serve to obey the laws by educating and providing resources
  • Be mindful that you are setting an example to agencies (across the country)
  • Show support for your fellow agency owners by engaging in the following behavior:
  • Never speak badly about a competitor
  • Never copy the materials or ideas of others
  • Collaborate whenever possible
  • Encourage excellence and celebrate it

Required business practices:

Client Profiling & Needs Assessment:

All APNA agencies should:

Have a comprehensive job order intake process handled by a live person.
Educate the client in the following areas:

  • Local market conditions as they relate to the job they are trying to staff
  • Current laws governing household employers that apply to their situation
  • Payroll taxes, employer tax breaks, potential non-taxable benefits, worker’s compensation insurance
  • Benefits/ Compensation packaging including paid time off, health insurance, education assistance.  Helping the client to leverage these benefits to attract the best candidates to the job, and reduce turnover
  • Present job opportunities honestly and fairly.

Candidate Screening:

1) Interview candidates in-person and collect an application that will provide the agency with:

  • 10 year employment history (where applicable)
  • A thorough understanding of skills and desires.
  • Job search specifications
  • A written agreement between agency and candidate outlining expectations and fees if applicable.

2 ) Conduct a thorough evaluation of references and verify information on the application to include:

  • All household employment references should undergo an interview in order to evaluate all areas of the candidate’s performance
  • Verify education and degrees
  • Verify all employment of past 10 years as applicable (household and other)
  • Personal references as applicable

3) Background checks should include:

  • Social security check
  • DMV report
  • Felony and misdemeanor convictions
  • National Sex Offender check
  • Online Presence
  • Fingerprint clearance if required
  • Online presence check

4)  Health and Safety requirements:

  • Infant, child CPR/ First Aid certification
  • Verification of applicable health screening, such as current TB test, pertussis vaccination

Candidate Representation:

All APNA agencies should:

  • Present candidates to jobs that match their skills and desires.
  • Present all candidates in a fair and consistent manner in compliance with anti-discrimination laws.
  • (In all long term referrals) assist in the creation of a written agreement that outlines terms of employment, job duties and expectations for both employer and employee.
  • Be available to provide competent compassionate support throughout the search process and post-hire.

Job Offer/ Employment Agreement:

All APNA agencies should:

Craft and execute an employment agreement that ensures legal protection, saves time and money and reduces misunderstandings and turnover to include:

  • Job duties
  • Work schedule
  • Compensation
  • Benefits
  • “What if” scenarios
  • Termination

Post – Hire resources:

All APNA agencies should:

Take a genuine interest in supporting both clients and candidates beyond the placement to include:

  • Conflict resolution
  • Review/raise assistance
  • Communication/management tips
  • Communicate changes in applicable tax or labor laws
  • Providing ongoing education and training or resources


1.  Apna recommendations are not intended to be and do not constitute legal advice
2. Member agencies should refer to private legal counsel, especially a labor and employment attorney, regarding any and all labor and employment questions.

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