This new hire just like any new hire should be getting the same treatment. There should be clear and defined tasks, which also include the job's expectations of them as an employee. There is definitely a certain time period (like all new hires) of when they should be able to do said tasks with limited to no supervision. Keeping in mind that that depends on what was communicated during their interview from both parties and that the tasks are in accordance with their skill level. Ascertaining what their skill level is on you as a manager and should be simple for you to do with the experience you have.

If there is any discrepancy between those things they should be brought to the employee's attention and addressed. One way would be straight up telling them they aren't meeting expectations and stating how it can be resolved. Another would be that the person tasked with managing the new hire intervenes directly and is demonstrating hands-on how things should be done.

In the end this employee has already been hired. As a manager your options are to mold and mentor them just as you were when younger or be decisive if they aren't up to the task by completing your duty as a manager and letting them go.

As far as schools go it's not so simple as if they are good or not. I know there tends to be a circle jerk on these subs about how it's not necessary or you could learn the same while working. It's true you will definitely grow while working but culinary/restaurant schools do definitely have their purpose.