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Record the agency’s answers in its own words, including the date quoted. Blank means unanswered, not available. This worksheet does not rank or vet providers.

Notes stay in this browser tab unless you choose local saving. Avoid entering medical details, a parent’s name, or contact information.

Use the cost calculator to compare schedules · Find starting resources or register interest

The optional $29 Care System organizes broader family tasks and handoffs.

A short call or email script

“We are comparing help at home for the first two weeks after a discharge. Can you explain which tasks your staff can provide, your quoted rate and minimum visit, the earliest start you can actually confirm, and what happens if a caregiver is unavailable? Please send the included services, extra fees, cancellation terms, and supervisor contact process in writing. Which questions should we take back to the discharge team?”

Confirm clinical-task requirements with the care team. A quote or initial conversation does not reserve a caregiver.

1. Define the role before you interview

• Which hours and days need coverage during the first two weeks?
• Is the need companionship, meal preparation, errands, transportation, personal care, household help, overnight presence, or another clearly defined task?
• Which tasks did the discharge team say require specific training or licensed care?
• What tasks remain with family members, home health, therapy, nursing, or another professional?
• What would make the family increase, reduce, or end the initial schedule?

Write the role in plain language and give the same description to every person or agency. Avoid asking a worker to “help with anything” when the family actually needs reliable coverage for specific tasks.

2. Ask about schedule and backup coverage

• What is the earliest realistic start date?
• Is there a minimum shift length or minimum weekly schedule?
• Can the schedule change after the first week?
• Who covers a late arrival, illness, emergency absence, weekend, or holiday?
• How quickly will the family be told that the assigned worker cannot come?
• Who can authorize a schedule change, and how is it documented?

3. Agency versus independent-worker questions

4. Supervision, communication, and daily updates

• Who is the family’s main contact, and who is the backup contact?
• How should the worker report a late arrival, missed task, household issue, or concern?
• Will the worker complete a short daily log of times, completed tasks, and questions for the family?
• How are private details handled, and who can receive updates?
• How does a supervisor observe quality or address a mismatch?
• What is the process if the older adult or family is uncomfortable with the worker?

Ask for task-based updates rather than medical interpretations. A practical update can say what was completed, what was not completed, what changed in the routine, and which question the family should take to the licensed care team.

5. Household expectations

• Which rooms, equipment, keys, entry codes, appliances, and supplies may be used?
• What are the expectations for food, visitors, phone use, smoking, pets, driving, and household cameras?
• May the worker transport the older adult or use a family vehicle? Which questions require an insurer or qualified professional?
• How should receipts, groceries, errands, and household purchases be handled?
• What should the worker do if a requested task is outside the agreed role?

6. References and background-check questions

• Which checks were completed, by whom, when, and for which jurisdictions?
• Can the family verify two recent work references?
• Can a reference describe punctuality, communication, reliability, and how concerns were handled?
• Are any licenses, certifications, driving records, or insurance documents relevant to the agreed tasks, and can they be verified with the issuing source?
• Are there complaints or regulatory records the family should review with the appropriate state or local agency?

A background check is one input, not a guarantee of fit or future conduct. Verify records directly and keep supervision and communication expectations clear.

7. Payment and cancellation questions

• What is the hourly or shift rate, and are there minimum hours?
• Are weekend, holiday, overnight, transportation, or last-minute rates different?
• What deposit, invoice, payment method, or payment timing is required?
• What happens when the family cancels, the worker cancels, or the hospital discharge date changes?
• Which expenses require advance approval and receipts?
• Which contract, employment, tax, insurance, or benefits questions should be reviewed by a qualified professional before signing?

Warning signs during the hiring process

• Pressure to sign, pay, or hand over keys before the family can review written terms.
• Vague answers about supervision, replacements, references, background checks, or permitted tasks.
• Promises to handle clinical work without explaining qualifications or care-team coordination.
• Requests for unnecessary financial access, passwords, payment-card details, or broad control over accounts.
• Resistance to a short daily log, named family contact, agreed schedule, or written task list.
• A mismatch between what the salesperson promises and what the written agreement says.

Questions to take to qualified professionals

Use the interview to identify questions—not to improvise professional advice. Depending on the situation, ask the discharge team, nurse, therapist, doctor, pharmacist, home-health agency, attorney, accountant, insurer, benefits specialist, or state/local regulator about:

• which tasks require licensed or specially trained care;
• safe transfer, mobility, equipment, or home-setup instructions;
• employment classification, payroll, tax, contract, insurance, and liability questions;
• coverage, eligibility, authorization, and payment questions; and
• how to report a safety, neglect, abuse, theft, or licensing concern.