Quality employees are critical ingredients in operating an effective program. Managing by teamwork and focusing on a unified mission allows youth to see adults modeling cooperation, respect, and good communication skills.

Supervision. Rite of Passage utilizes interactive supervision methods to promote relationships between staff and youth.   Staff engage in as many activities with the youth as possible, including eating meals together and exercising together when appropriate. Staff members are age-appropriate role models, and by staying involved with the youth in their care, they are more able to ascertain the attitudes, mental states, personalities and needs of the youth in their care. A basic tenet of DePaul Academy’s supervision is involvement.

Ratios. DART utilizes a rich 1:4 staff to student ratio.

Qualifications. Staff is hired based on their work experience, educational level and their motivation to work with youth. Requirements specific to each position is outlined in the individual job descriptions but the following requirements are applicable to all Direct Care Staff:

  • Care about and for the students
  • Ensure the health, safety and welfare of all students and staff.
  • Model and ensure all program norms are upheld without compromise
  • Treat others with respect and dignity
  • Adhere to the daily schedule
  • Interactive supervision of students

Training. Commitment to training and information sharing allows DePaul to better serve the young people in our care.  Training consists of three categories:

  • Pre-Service. DART provides 40-hours of pre-service training for all direct care staff within two weeks of their start date. The training curriculum includes topics required by the DCS and federal regulatory guidelines, Rite of Passage’s policies and procedures, evidence-based and best practice research.
  • In-Service Training. Direct care staff complete an additional 40 hours of training each year. DART provides re-certifications on First Aid/CPR, SCM, etc., as well as training on multiple topics including ROP and DCS policies and evidence-based practices.
  • On-the-Job Training. This training method broadens employee skills that they learned in the initial pre-service. This training is included as part of in-service training and includes documented mentoring/on-site training by supervisors and relates to operating policies and skill development groups.

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