Field Training Officer

Reports To: Chief Operating Officer

Start Date: September 14 2026

Location: 2424 K Street Sacramento CA (field-based; embeds with trainees across assigned region)

Schedule: Field-Based; some weeks require Saturday work Full-Time Exempt

Salary: $70304 per year

Travel: 4060% throughout California for cohort field training ride-alongs and phase evaluations

• Own the full training pipeline for newly hired Surveillance Investigators from orientation through solo certification (target ramp: 90180 days).
• Ride with and directly supervise trainees in the field; teach positioning and backseat surveillance discipline GPS (Spark Nano) clock-in/clock-out protocol Code 5 call-in procedure residential photo standards and license plate/vehicle documentation.
• Train trainees on proper use of required field equipment (Sony FDR-AX700 camcorder covert camera bag key fob covert camera Spark Nano GPS) and required programs (Caselink PV Cam Viewer Sony PlayMemories Certify/Emburse).
• Complete a daily field evaluation for each day of supervised training rating the trainee against defined competencies and reviewing it with the trainee before end of shift.
• Progress trainees through defined training phases with advancement tied to demonstrated competency rather than time in the program; administer phase quizzes/tests and a final competency interview prior to solo certification.
• Train and evaluate judgment on high-risk low-frequency scenarios where errors carry the greatest consequence getting burned neighbor contact law enforcement contact and proper handling/non-disclosure when showing an APEX ID.
• Train and evaluate case documentation: Caselink case updates Subject/vehicle/residence profile entry 4- and 8-hour Case Manager updates and video capture/upload standards so trainee work product meets APEXs evidentiary and client-reporting standard from day one.
• Train trainees on two-Investigator case protocol (lead/positioning assignments stat reporting) prior to pairing them on multi-Investigator cases.
• Reinforce APEXs integrity and M.I.L.K. (Material Intent Lie Knowledge) standard as the foundation for all reporting and documentation.
• Identify performance gaps early and provide structured remediation documenting all remediation efforts; escalate trainees who are not responding to training with clear documentation to the COO.
• Recommend trainees for phase advancement or final solo certification; recommend extension or removal from the program when standards arent met.

• Coach and mentor new-hire Investigators through their full ramp-to-competency window not just initial onboarding.
• Support cohort-based hiring by training new-hire groups together where possible rather than one-off individual onboarding.
• Participate in the hiring process for new Surveillance Investigators including resume screening interviews and providing input on candidate fit and readiness since the FTO owns the outcome of the training pipeline those hires enter.
• Maintain and continuously improve training materials study guides quizzes and evaluation forms to reflect current APEX field procedure.
• Partner with the COO on cohort timing competency milestones and reporting on training outcomes (time-to-certification early attrition remediation rates).
• Promote accountability and consistency across all trainees evaluating every trainee to the same solo-Investigator standard regardless of tenure or prior experience.
• Collect and act on trainee feedback on the training program to drive continuous improvement.

• Proven experience designing delivering and evaluating structured competency-based training programs (e.g. field training officer models structured on-the-job training or apprenticeship-style programs) track record as a trainer matters as much as track record as an Investigator.
• Skilled in adult learning and coaching methods: able to teach first and evaluate second correct and reinforce in real time and use repetition deliberately rather than waiting for skills to develop on their own.
• Experience using standardized objective evaluation tools (rubrics checklists daily observation reports) to document performance consistently and defensibly across trainees.
• Demonstrated ability to hold every trainee to a single fixed performance standard independent of tenure rapport or personal relationship with the trainee and to give direct standards-based feedback without becoming discouraging or punitive.
• Experience designing and delivering remediation plans for underperforming trainees with clear documentation of what was tried and whether it worked.
• Comfort participating in candidate screening and interviews and providing input on hiring decisions and candidate readiness for the training pipeline.
• Working knowledge of (or ability to quickly master) sub rosa surveillance methodology AOE/COE and QME-related case handling and California workers compensation investigation fundamentals.
• Strong verbal and written communication skills this role sets the standard for trainee report quality and field judgment.
• Valid California drivers license with a clean driving record; ability to travel extensively throughout California.
• Ability to obtain/maintain any required BSIS registration or licensure applicable to the role.

• Time-to-solo-certification per trainee
• Early attrition rate among new hires
• Daily evaluation completion and timeliness (completed before EOW)
• Phase quiz/test pass rates and remediation-to-correction rate
• Quality of trainee case documentation and report writing (QA score)
• Trainee compliance with field protocol (Code 5 GPS positioning ID/law enforcement contact procedure)
• Cohort throughput and training program satisfaction (trainee critique scores)

• Confirm trainee readiness equipment GPS case briefing before each field day begins.
• Verify Code 5 call-in and positioning discipline are executed correctly each morning of supervised training.
• Complete and review the daily evaluation with the trainee before end of watch; do not defer to the next shift.
• Review Caselink case updates and documentation for accuracy and completeness before the trainee closes out a case.
• Address performance gaps immediately and in the field rather than waiting for a pattern to emerge.
• Document all remediation attempts outcomes and phase sign-offs to support any future performance discussion.
• Do not advance a trainee to solo work based on time served advancement is competency-based only.

All qualified applicants will receive consideration for employment without regard to their race creed color disability sex sexual orientation national origin age religion Vietnam era Veterans status political affiliation or any other non-merit factor.

After making a conditional offer of employment the company will conduct a job-related background check. A comprehensive background check may consist of prior employment verification motor vehicle records professional reference checks education confirmation and/or criminal record and credit checks. Third-party services will be hired to perform these checks. Employer will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the ordinance.

After an offer is made and accepted the employer will comply with the Immigration and Nationality Act I-9 requirements to establish your identity and employment eligibility.