The recommendations usually don't write negative sides of the work nanny, so if you have dared to write such a letter, write only the positive moments. A letter of recommendation consists of several parts: formal, informal, and final part and contact information of the employer. In the formal part you need to specify the name of a babysitter that worked with you, her passport details, how long has she been in your family, why did you leave (or why you fired), what was performed was performed, gender, age of your child. It is possible that the sitter in addition to their duties in child care, carried out the homework, for example, preparing food, mopping the floors. If it did, be sure to specify this fact in the letter. Also if you know, write about the education of nurse and where she worked before coming to you.
Following you fill out the informal part. Here please write about the qualities of character of the nanny, her relationship with the child and in General with the whole family. You can describe what the nanny with the baby, learned the child during his stay with her, how to feel, how often was ill, in what state was the toys and clothes of the child. Also specify how you want the nanny is feeding your kid, how did you.
In the third and final part of the debriefing. Specifically describe all the positive aspects of Babysitting jobs. You can report small the violation, for example, a small late to work. Summarize, for example: "Our old nanny very honest and decent man, we were happy with her for many years, so can confidently recommend her for a child from birth to three years."
In the end don't forget to include your contact details, as a letter of recommendation without this row loses its power. Specify your name, passport information and home and cell phone numbers. This is necessary to ensure that potential new employers of a babysitter could call and ask for details about how it worked for you, than you were happy, and that takes you out of yourself. Similarly, many employers want to know what was the true reason for the dismissal.