Rite of Passage is a leading national provider of programs and opportunities for troubled and at-risk youth from social services, welfare agencies and juvenile courts. With an emphasis on evidence-based practices and positive skill development, combined with our supportive and therapeutic approach, our organization is respected by industry experts as a highly effective solution for our youth. Since 1984, over 50,000 youths have entered and completed our programs. ROP has built its reputation on running life-changing educational treatment programs that positively contribute to the community.

What you’ll do:

The Assistant Program Director is responsible for the quality delivery and oversight of the treatment, educational, vocational and student health and welfare services in accordance with Rite of Passage policies and procedures as-well-as federal, state, and local rules, regulations, licensing, practices and laws. This person is responsible for the day-to-day site operations including budgeting, financial stewardship, administration, program elements, promotions and marketing, and staff development and training.

The Program Director develops, implements, manages and modifies the Rite of Passage program, and is responsible for:

• Site operations, policies and procedures.
• Educational/vocational departments.
• Safety, health and welfare of staff and students.
• Clinical services, education, vocation and health and welfare “Best”.
• Representing as the chairperson for site Management Meeting.
• Overseeing delivery of the Rite of Passage daily program.
• Ensuring the program facilities are safe, clean and well maintained.
• Maintaining contact and open communication with student athletes.
• Oversight of medical and food services and administration.

To be considered, you should:

• Have a BA/BS in related field (Master’s Degree and/or Clinical License preferred).
• Have a minimum of four years of related experience in residential facility management, clinical experience preferred.
• Be empathetic, patient, and treat others with respect.
• Be able to pass a criminal background check, drug screen, physical, and TB test.

The Perks:

• Eligible for Medical, Dental, Vision, and Life Insurance
• Choice of supplemental benefits, including Short Term Disability and Life Insurance.
• Eligible for 100% 401K match of up to 6% of your salary after 1 year of employment.
• Paid Time Off
• Free Meals on shift.
• Employee incentives including On-The-Spot Bonuses, Rams Bucks, and Longevity Awards.
• Growth opportunities nationwide – we have 40 programs in 16 states!
• Tuition Assistance.

Apply today and help us make a difference!

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Education

• Bachelors or better

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)