Is a smaller schedule still the same job?
Usually it is a material change for the candidate, even if the title and hourly rate stay the same. Compare the original and revised weekly hours, expected income, duties, benefits, and start date. Ask the family to approve one complete revised offer before the agency presents it. Do not describe the reduction as a minor adjustment on the candidate's behalf.
What if the family cuts hours to afford a higher hourly rate?
Show the family the total weekly cost of the proposed schedule and ask whether it meets the household's real coverage needs. A lower number of hours may make the role less attractive or leave the family without needed care. Present the trade-off plainly, then let the candidate decide whether the revised role works for them.
How should the candidate hear about the change?
Tell the candidate promptly, provide the full revised schedule and compensation in writing, and allow time for questions. Do not imply that the candidate accepted the change because they accepted the first offer. If they decline, document that outcome accurately and discuss a new search scope with the family.
What happens to the agency's fee or guarantee?
Check the signed search agreement and the actual fee basis before quoting a revised amount or promising a replacement. If the original agreement does not address a material reduction in hours, resolve the commercial terms with the family before proceeding. The PAO questions do not establish a universal fee rule.