MO Boarding School Owner Pleads Guilty to Child Abuse Charges

Stephanie Householder, co-owner of Circle of Hope Girls Ranch, sentenced to 5 years probation

Five years after the doors of Circle of Hope Girls Ranch in Humansville, Missouri, were closed, its owner Stephanie Householder pleaded guilty to abuse charges against the girls in her care, according to KRCG.

Earlier this month, Householder received a sentence of 120 days in prison, to be served concurrently, for the child abuse charges, but was given credit for time served.

She was sentenced to five years of probation for charges of endangering the welfare of a child. If she violates the terms of her probation, Householder will have to serve eight years in prison.

Her trial was set to start on September 29.

Householder’s husband Boyd, who died in jail last year, had been charged with 79 counts, varying from statutory rape to statutory sodomy to child endangerment and abuse.

In 2020, former students and the couples’ estranged daughter, Amanda Householder, shared accounts of an atmosphere of abuse.

Emily Stoddard’s parents drove from Washington to remove their daughter from Circle of Hope.

Stoddard and other students reported punishments including the use of restraints such as handcuffs, residents being forced to physically restrain other residents, food and water being withheld, and corporal punishment administered with a leather paddle or belt.

The Householders denied the charges against them at the time.

According to the Kansas City Star, survivors say the state of Missouri and the Attorney General’s Office let them down by offering the plea deal.

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“This is a travesty,” Emily Adams, a vocal advocate for boarding school abuse victims, said about the sentence. “Justice was not served. I am very disappointed in Judge (David) Munton’s decision to not send her to prison. This is a slap in the face to all the victims and survivors everywhere.

Maggie Drew, who attended Circle of Hope from 2007 to 2013, told the Star in a text message, “That she was given that option and not treated like the criminal monster she truly is, and made to stand trial is wrong. I feel the state has failed the survivors of Circle of Hope greatly in the outcome of this case.”

Kansas City Attorney Rebecca Randles, who has represented survivors of the Circle of Hope in a civil lawsuit, said Householder’s sentence “is not perfect justice.”

“But the most important piece is that she is convicted, and any conviction is a great step toward keeping children safe,” Randles said. “With a conviction, she can’t open other facilities or things like that.”

Circle of Hope is not the only Missouri boarding school to close based on abuse allegations.

Lighthouse Christian Academy, a boarding school for troubled boys in Piedmont, Missouri, closed in March 2024. Authorities charged ABM Ministries owners Larry and Carmen Musgraves with first-degree kidnapping for allegedly locking a student in a room. Craig Wesley Smith Jr., who was the principal of Lighthouse, was charged with forcible sodomy and attempted forcible rape, according to the Associated Press.

In February 2024, Shelterwood Academy near Independence, Missouri, announced it would close its doors. It had also been the subject of allegations of abuse and mistreatment.

Agape Boarding School in Stockton, Missouri, closed in January 2023 after at least 19 abuse lawsuits, a petition to investigate the school, and multiple hearings to shut it down. Representatives of Agape said the closing was merely due to financial reasons.

In 2021, police charged Agape’s longtime doctor David Smock with 11+ felony sex abuse crimes. Near the end of 2022, police arrested Steve Robert Wukmer, a former children’s minister who had worked at Agape — and boarding schools in three other states — for possessing 215 counts of child pornography.

EDITOR’S NOTE: MinistryWatch exists to help donors become more effective stewards of the resources God has entrusted to them. So, why does MinistryWatch report on sex crimes? These stories are tough to read and sometimes even tougher to report, but we think they are vital to our mission to bring transparency, accountability, and credibility to the evangelical church. Donors who are supporting these ministries need to know this information. Ministry leaders and others can learn lessons from these stories. Victims feel supported.  To read more about why and how we report these stories, read “Why MinistryWatch Reports On Sex Crimes.”

Another reason we report on sex crimes is to highlight for ministry and church leaders the importance of employing best practices for hiring and supervising employees in Christian environments.

Below is a list of best practices, curated from content on ministrywatch.com. These are adapted from discussions on Christian ministries, churches, and Christian educational institutions.

Clarifying Mission and Faith-Based Requirements

• Clearly define and document the organization’s religious mission to guide all hiring decisions, ensuring that faith alignment is central.
• Assess personnel needs based on what is required to fulfill the mission, recognizing that requirements may vary by role (e.g., teachers in a Christian school might need to model faith in curriculum delivery).
• Develop detailed job descriptions that explicitly link positions to the mission, including necessary faith commitments, conduct standards, and how they connect to the religious identity.
• Require candidates to affirm a statement of faith (e.g., a restatement of the Apostles’ Creed) to ensure they share the organization’s beliefs, as this is protected under federal laws like Title VII for religious nonprofits.
• Implement policies where employees assent to the mission, receive training on their role in it, are held accountable, and are treated consistently in evaluations or issues.

Avoiding Nepotism and Conflicts of Interest

• Create written anti-nepotism policies prohibiting direct reporting relationships between relatives (e.g., spouses or siblings) and limiting family members’ involvement in hiring, firing, or reviews.
• Establish boundaries to prevent conflicts, such as excluding relatives from decision-making roles in personnel matters.
• Promote transparency and open communication with staff and stakeholders about family hires to build trust and address potential issues.
• Adhere to any denominational guidelines, such as restrictions on family members serving on oversight boards or committees.
• Use resources like sample policies from the Evangelical Council for Financial Accountability (ECFA) and seek professional advice to tailor policies.

Thorough Vetting and Background Checks

• Conduct comprehensive investigations into candidates’ past, especially regarding allegations of misconduct like abuse, using independent firms if needed for objectivity.
• Create confidential channels for reporting concerns or additional information during the hiring process.
• Make relevant assessment findings public (while protecting sensitive details) to demonstrate integrity.
• Include spousal interviews or family vetting to assess overall fit with organizational values, though this should be handled carefully to avoid legal risks.

Legal Compliance and Conduct Expectations

• Hire based on shared faith and mission alignment, as federal law (e.g., Title VII) allows Christian organizations to prioritize believers without discrimination claims.
• Enforce a code of conduct aligned with “Judeo-Christian” values (e.g., prohibiting gossip or certain personal behaviors), but ensure it complies with anti-discrimination laws and does not overreach into protected areas like pregnancy or religion.
• Train new hires on core values, such as working “as unto the Lord,” to integrate them into the ministry culture.
• Be aware of limits: Secular aspects of the organization cannot mandate specific religious practices, and at-will employment allows flexibility but must avoid violations of federal protections.

These practices emphasize stewardship, accountability, and protection against legal challenges, such as those from employment laws or state requirements.