Training Manager

RESPONSIBILITIES:

• Plan, coordinate, and conduct pre-service training for all non-security employees as required by company policy and Texas Commission on Jail Standards directives.

• Plan and coordinate officer certification training for all potential employees in compliance with company policy and Texas Commission on Jail Standards directives.

• Establish periodic and annual review of certification accreditation and pre-service training programs.

• Develop the departmental budget; monitor and control expenditures. Review and recommend changes to budget authorizations.

• Conduct annual in-service training for all staff

• Oversee the maintenance and documentation of all certificates and pre-training records.

• Promote the development of positive social skills through modeling appropriate behaviors and intervening when inappropriate behaviors are observed. Provide regular feedback to staff regarding social skills, procedures and intervention techniques.

• Maintain accountability of staff, inmates and property. Adhere to safety practices.

• It is expected that the incumbent shall perform other duties as assigned within his/her capabilities as determined by management.

EDUCATION AND EXPERIENCE:

• Bachelor’s degree in education, counseling or related field, preferred;

• Certification as a county jailer;

• Four (4) years’ experience in adult correctional environment or related field required, one of which must be in a supervisory capacity. Directly related experience may be considered in lieu of formal education requirements, if approved by management.

• Experience in accreditation preparation preferred.

• Excellent verbal and written communication skills required.

Valid driver’s license in the State of Texas with an acceptable driving record required, unless waived by management.

Physical Requirements:

The physical requirements described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable qualified individuals with disabilities to satisfactorily perform these essential functions without causing an undue hardship for the employer.

Long periods of continuous standing and walking per shift.

Frequent periods of sitting.

Repetitive climbing of stairs to reach the assigned areas and working at heights.

Occasional kneeling, squatting, and bending to perform “pat” or “strip” searches.

Frequent grasping, reaching, pushing, pulling, bending, twisting.

Occasionally responding to altercations and occasional restraining and securing assaultive offenders.

Ability to respond rapidly to potential security and/or medical codes/issues.

Frequent transferrers and transporting offenders by walking or riding in various vehicles such as vans, buses, and other forms of transportation.

Continuous periods of operating/driving company vehicles to pick up and transport offenders per shift.

Remaining awake and alert while on duty per shift.

Occasional lifting and carrying up to 20-100 lbs.

Ability to occasionally withstand direct or indirect exposure to OC spray.

Ability to hear and understand verbal communication.

Continuous sitting per shift.

Ability to work continuously on a telephone/computer/scanner/fax/copier or other office equipment per shift.

Frequent periods of walking and/or standing.

#AOJ

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)