How We Select and Train Our Staff|
Hiring good candidates for our Direct Support Professional position is key to our quest
of providing legendary services. To make that happen, we have a thorough hiring and
training process that includes interviews, a pre-hire site visit, background check,
new employee orientation, and additional in-home training specific to the individuals
at the home or program.|
We begin by searching for candidates that exhibit four essential traits:
1) Caring — Are they kind, compassionate, empathetic, understanding of others?
2) Capable — Are they willing, competent, interested, teachable?
3) Respectful — Are they considerate, polite, thoughtful, mindful of others?
4) Responsible — Do they understand what it means to be accountable, trustworthy?
We know that candidates that possess these traits are likely to be excellent caregivers
and role models. We believe that our consumers deserve to have caregivers that have a
passion for their job and are willing to provide diligent care that is mindful of their
needs and sees them as a person.
Once an applicant is hired by AIRES, they go through a rigorous training process. AIRES
is one of the few service providers in Arizona that requires their new hires to complete
all training requirements before working directly with the people we serve.
New Employee Orientation is taught by Training Coordinators from our Quality Enhancement
Department. These instructors create an engaging and instructive atmosphere that prepares
and energizes them for excellent service delivery. During the orientation week, employees
learn about our company philosophy and the Values of EMPATHY, and then focus on other
critical information such as consumer rights, appropriate behavior management techniques,
and technical skills such as medication administration. We invite parents, guardians,
and interested members of the community to participate and sit-in on our training
In addition to the week of new employee orientation, each Direct Support Professional
receives training specific to the consumers they will work with. As they begin working
at a program, staff members receive detailed information about the needs and desires of
each person in the program — this personal orientation is designed to help the staff provide
the best service and support. This consumer specific orientation can last from a few hours
to a few days.
But the training of staff doesn’t end there. Staff development is an on-going process at AIRES.
Employees receive monthly training updates on hot button issues, as well as being recertified
in essential classes such as First Aid/CPR. |