direct support professional

employment specialist

shift manager

program leader

driver

To The Rescue

I want to start off by saying that I love the people who work there, but with upper management it feels weird. They joke around a lot, which of course I don't mind, but sometimes it's too much and feels like a joke will never end. During my interview I was told that they are all "one big happy family," which I see as is a red flag since a lot of the time that indicates a weird energy.

Upper management would always blame corporate for low wages of hourly employees since corporate is located in Iowa. Meanwhile upper management are the only ones in the company who are allotted a salary. There is basically no room for advancement in the company, yet upper management will tell employees to their faces to refer a friend or family member for a position that has a higher starting rate than the employee. There has never been talk of raises or promotion. If you are a DSP there, you will always be a DSP making the same wage as when you started. I started off making more than the majority of my fellow DSPs who have been working there for 10+ years. But management thinks that a few bonuses and one week out of the year of staff appreciation can fix that.

I need to warn that they do not train or prep DSPs enough. DSP managers will withhold crucial information about clients and still let the DSPs take them out. You get a little bit of time in the first month or so to look over client files, but not when there is a new client or an old client returning. They don't tell you when a new client is coming or when a current client is leaving. The communication is horrible.

They're all lovely people, as are the clients, but the amount of personal risk that DSPs need to take on for low pay and no raise is ridiculous. I appreciate all this company has done for me and for the clients, but it is lacking.



I will start off by saying that I met some of the most amazing people working here. I walked away with life long friendships. With that being said, if you are looking for a new job working with the IDD community, avoid this company. Upper management (ie: the ones that have been there longer than 10 years and those in Iowa)  would rather sweep employee concerns and grievances under the table than actually hear them out and help them. The manager to the admin specialists is a manipulator and liar. She takes zero responsibility for her actions and blatantly plays favorites with her employee that works remotely from TN.  When concerns where brought up to HR about her behavior, it took HR over 2 weeks to schedule a meeting and I was never once contacted before hand. The admin manager was given time to gather her thoughts and lies and play the victim during the actual meeting. I was made out to be a disgruntled employee that never asked for help, and made things harder for everyone. I was called a burden, neurotic and was treated as such. I was told that HR would reach out to follow up and once again I was never contacted.  Aside from the personal attacks and mistreatment they don't pay a livable wage, the benefits are horrible and if you aren't a revenue employee forget about asking for a raise, even if you take on the duties of the second admin that they never filled. 

A company's office culture can make or break it. TTR is by far THE WORST I have ever experienced.  Very toxic work environment from the ground up. Look at all the other reviews on here. If any are good, they're probably asking new staff who don't have enough wherewithal yet to pad their rating. Major red flag! They are constantly looking for a day program supervisor because they can't hold on to them. There is a pattern, which I'm sure they are aware of but flat out refuse to fix it. This has been on-going for years. The company's reputation as "a good place to work" in the I&DD circle ( at least in the Denver Metro area) isn't great. That's because of how they treat their staff, who quit and then go on to work with other organizations in the field. There is such a thing as internal and external customers and you better believe burning bridges with your internal customers ( employees) is BAD business practice, especially for how small the circle is. I suggest they do an overhaul of the people who cause the distrust and gossip and clean house. Afterall, one bad apple spoils the bunch. None of the day program supervisors last very long, 6 months to a year tops if they can stomach the work environment. Don't believe me? Go ahead, find out for yourself and if you think you're the one to change the culture, you're either very naive or desperate for a job.

To The Rescue is a multifaceted company, with multiple departments that is growing very quickly. Regardless of department, everyone that works here is working on completing our mission to provide the best service to our members and our community. Everyday that you come to work, you know that you are actively helping out individuals in your community.

One of the best things are working at TTR is depending on the position, there is no experience necessary. You just need an eagerness to learn, have patience and compassion, and a positive attitude.  TTR is flexible in finding the correct position to fit your skills and needs. 

There are incentives for the DSP and Home Health positions such as a Sign-on Bonus. There is also a Referral Bonus for current employees that refer a candidate that ends up being hired. 





In short if you're a POC, please beware of the false pretenses this company portrays to new applicants. The work environment is very unwelcoming and cliqued up, especially from established staff. They are close-minded to change or simply switching up daily (or monthly) community outings. Leadership does not support and doesn't offer encouragement to those complacent associates. The program lacks the inability to be EQUAL and FAIR to everyone on the team, not show favoritism to certain members or provide support (such as: redirecting another staff for being verbally inappropriate or speaking to someone in a condescending manner) when reinforcement is needed. HR perpetrates as if they care or are concerned about these issues; however, does not follow-up with members involved or ensure leadership is upholding the company standard regarding equity and professionalism.

The company's stated goal of improving lives is a positive aspiration. However, my experience indicates significant shortcomings in critical areas such as communication and employee support, which are vital for organizational success. Compensation is below industry standards, and there is instability in work hours. The resolution of employee complaints needs improvement. While there are capable individuals within the administration, the overall quality of leadership is inconsistent. For effective organizational development, the company should prioritize collecting data from DSP employees before assessing supervisors and coordinators. The current processes appear to lack transparency. The expectation of raises based on tier reviews is not consistently met, with employees potentially working for extended periods without these reviews or subsequent compensation adjustments.

Working in human services is demanding as well as rewarding. To The Rescue is an agency that understands this and works to support all of it's employees. An atmosphere of caring and compassion comes all the way from the top. To The Rescue's mission of improving the lives of individuals is apparent in everything they do from the fabulous building that houses the day program to the dedicatied and hard working office staff that keeps  things going smoothly. The leadership team works well together to stay focused on the agency's mission and to assist employees to do the same. Work in this field is not for everyone but if you think it might be for you consider applying at TTR. 

From the Direct Support Professionals who work hard each and every day to make a  positive impact on the lives of the members we serve to the Leadership team members who endeavor to promote a culture of appreciation, excellence and teamwork, I can't think of another place I'd rather work.  I've worked for TTR CO for 12 years and the current team of employees - DSPs, Drivers, Office Staff, Leaders - is by far the best team I've worked with.  I am grateful for their dedication to our wonderful members and the resilience they display during times of adversity.  Our members and employees are truly special people. 

You get a great sense of making a difference in your members' lives, but it goes downhill from there. Coworkers can be nice, but most will take advantage of you if you are willing to work and will try to push as much work onto you as possible. Most supervisors think they are above the work of a dsp and will do the same. At medical homes, we've been understaffed and I've been scheduled to work a 2-person team alone multiple times however, when a supervisor is on duty, they always manage find someone else to work with them just so they can sit around and do nothing. Upper management is nonexistent, so if you have a bad supervisor or coworker, but they have coordinator friends you are stuck with them and their bad work ethics. 

I began in January of 2021 as the Day Program Supervisor and was able to get a feel for how the company operated. It has, by far, the best leadership team I have encountered in my career. I feel supported and the team truly has the best interests of both staff and consumers at heart. In the months that I have worked here, I was able to advance from Day Program Supervisor to Manager of Day Programs and Supported Employment. I am incredibly grateful for finding this diamond in the rough! Small and personable. Leaders who care. A company truly making a difference in people's lives! 

Top Job Titles	Average Salary
Direct support professional 10 salaries reported	$18.00 per hour
Employment specialist 2 salaries reported	$20.50 per hour
Shift manager 3 salaries reported	$16.00 per hour
Program leader 1 salary reported	$21.50 per hour
Driver 1 salary reported	$18.50 per hour

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