Field Training Officer

Job description

**About Us** APEX Investigation® is a trusted leader in Insurance, Workers' Compensation, Liability, and Human Resource Investigations. For over 40 years, APEX has stood firm in its dedication to reducing insurance risks and combating fraudulent claims. Our commitment to delivering fast, high-quality, and reliable investigations has made us the partner of choice for our clients. APEX Investigation’s mission is to build lasting relationships through trust, integrity and quality investigations. The APEX team lives out that mission by providing constant communication, results you can use, delivered fast at a fair price. **The Role** The **Field Training Officer (FTO)** is responsible for the end-to-end field development of newly hired Surveillance Investigators, from orientation through solo certification. This position owns the training pipeline directly — running structured, phased field training, completing standardized daily evaluations, and making the recommendation on when a trainee is ready to carry a solo caseload. The FTO rides with trainees in the field, teaches and reinforces APEX surveillance methodology and procedure firsthand, and evaluates trainee performance against the standard of a fully competent solo Investigator. This position reports directly to the COO to keep training standards and phase sign-off authority independent of day-to-day surveillance assignment and scheduling. ### Job Description **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:** $70,304 per year **Travel:** 40–60%, throughout California, for cohort field training, ride-alongs, and phase evaluations ### Primary Responsibilities - Own the full training pipeline for newly hired Surveillance Investigators from orientation through solo certification (target ramp: 90–180 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 APEX's 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 APEX's 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 aren't met. ### Leadership Responsibilities - 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. ### Qualifications - 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 driver's 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. ### Key Performance Indicators (KPIs) - 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) ### Best Practices for Field Training & Evaluation - 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. ### Equal Opportunity Employer 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 Veteran's 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.