| Location | Indianapolis, IN |
| Salary | $69,029–$102,574 Per Year |
Training Director
Salary
$69,029.00 - $102,574.00 Annually
Location
Community Justice Campus (CJC) - 675 Justice Way, IN
Job Type
Full Time
Job Number
1196
Department
Marion County Circuit and Superior Courts
Opening Date
10/19/2026
Closing Date
11/9/2026 5:00 PM Eastern
Overview
The Marion Superior Court Training Director is responsible for managing, coordinating, and overseeing the Courts staff training program in accordance with policies and priorities established by Court administration and the Executive Committee.
The Director oversees initial, on-the-job, continuing, and remedial training for designated Court personnel, including judicial assistants, chief bailiffs, bailiffs, and court reporters. The Director also coordinates specialized training on the Odyssey Case Management System for judicial officers and Court staff as needed.
The Director evaluates training needs, maintains training resources, coordinates designated trainers, and recommends improvements and best practices based upon information obtained from the Indiana Office of Supreme Court and Trial Court Technology and other appropriate sources.
The Director works collaboratively with the Auditing Director to identify training needs arising from auditing findings. The Director may delegate training responsibilities to designated personnel but does not exercise independent supervisory authority over employees outside the Directors direct reporting structure.
The Training Director is responsible for administering and coordinating the Courts training program and may exercise reasonable discretion in carrying out approved training activities.
The Director may coordinate and delegate training responsibilities but shall not independently hire, discipline, evaluate, or supervise Court personnel outside the Directors direct reporting structure.
The Director does not have independent authority to establish Court policy, mandate operational changes within individual courts, or conduct formal compliance audits.
The Director shall not independently require an employee to participate in corrective or remedial training without authorization from the appropriate judicial officer, employee supervisor, or Court administration.
Recommendations involving policy changes, operational procedures, or significant resource commitments shall be submitted to the Chief Operations Officer for review and appropriate approval.
Position Responsibilities
Manage and coordinate the Marion Superior Court staff training program consistent with established Court policies and administrative direction.
Oversee initial training, on-the-job orientation, continuing education, and remedial training for designated Court personnel.
Develop, maintain, and update training manuals, instructional materials, position-specific skills checklists, and training resources in consultation with designated training personnel.
Establish and coordinate training schedules for new employees and continuing training activities.
Coordinate the participation of training team members and designated trainers in consultation with appropriate judicial officers, supervisors, and Court administration.
Delegate training-related assignments as appropriate while retaining responsibility for the coordination, consistency, and quality of the training program.
Conduct training directly when necessary, including specialized Odyssey instruction and remedial training.
Maintain and improve training resources, including an Odyssey or comparable training laboratory, subject to available resources and administrative approval.
Review information, training materials, procedural guidance, and recommendations obtained from the Indiana Office of Supreme Court and Trial Court Technology. Evaluate and recommend best practices for consideration by the Chief Operations Officer, consistent with applicable Court policies, local rules, and administrative directives.
Collaborate with the Auditing Director to identify recurring recordkeeping errors, procedural inconsistencies, and other deficiencies that may warrant additional or modified training.
Recommend remedial or corrective training based upon identified deficiencies, including findings provided by the Auditing Director. Coordinate and implement such training when approved or directed by the appropriate judicial officer, employee supervisor, or Court administration.
Evaluate the effectiveness of training activities and recommend improvements to curriculum, training methods, and instructional resources.
Communicate significant training concerns, resource needs, and recommendations to the Chief Operations Officer.
Implement approved changes to training procedures and materials. Changes affecting broader Court operations or established policies require appropriate administrative approval.
Perform other training-related duties and responsibilities as assigned by the Chief Operations Officer.
Qualifications
Teaching, training, or coaching experience required. Excellent customer service and communication skills required. Bachelors degree or relevant Court experience strongly preferred.
Must demonstrate exceptional attention to accuracy, strong organizational skills, and the ability to work effectively with judicial officers, Court employees, and individuals with diverse professional backgrounds.
Strong computer skills, including proficiency with Microsoft Office products, and extensive experience with the Odyssey Case Management System required.
This position requires regular in-person attendance at the Marion County Community Justice Campus. Remote work is not permitted unless specifically authorized by the Chief Operations Officer, subject to operational needs and applicable Court policies.
To apply, please send resume via email to Paige Bova at paige.bova@indy.gov by 5pm on Monday, November 9, 2026.
Working Conditions
Office setting within a Court building.
All rates are bi-weekly.
2026 Rate Sheet - To view our rate sheet, please copy and paste this link into your web browser: https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:67382b58-4d1a-4519-89d7-8453f91e19a1
Life Insurance Employee Only (rates per $1,000 per month):
Basic: Employer Paid
Optional Life Insurance Employee Only (rates per $1,000 per month)
Additional:
<25-29 $0.058
30-34 $0.083
35-39 $0.099
40-44 $0.132
45-49 $0.223
50-54 $0.363
55-59 $0.600
60-64 $0.795
65-69 $1.329
70 + $2.054
IMPORTANT PERF UPDATE:
Annuity Savings Account (ASA) -This consists of the mandatory employee contribution of three (3%) percent of compensation (made for the employee by the City), plus interest credits or earnings. Youre always vested in your ASA portion - its always yours.
Pension - The pension portion of the retirement benefit is funded by contributions made by the employer over the course of the employees career and separate from the annuity savings account. Employees enrolled in the PERF Hybrid plan are eligible for retirement benefits at age sixty-five (65) if they have ten (10) or more years of creditable service. After June 30, 1995, employees may retire at age sixty (60) with at least fifteen (15) years of credible service or if the members age in years plus the years of credible service equals at least 85 and the member is at least fifty-five (55) years of age. With fifteen (15) or more years of creditable service, the employee may retire as early as age fifty (50) with a reduced pension.
With the PERF My Choice: Retirement Savings Plan, the ASA is split up into two parts:
Part one - This consists of the mandatory employee contribution of three (3%) percent of compensation (made for the employee by the City), plus interest credits or earnings. Youre always vested in your ASA portion - its always yours.
Part two - This consists of an additional variable rate contribution paid by the City toward your ASA. This variable rate contribution is currently 1% of your gross wages. Vesting in the value of the variable rate employer contribution will vary by length of participation. You are:
Annuity Savings Account (ASA) -This consists of the mandatory employee contribution of three (3%) percent of compensation (made for the employee by the City), plus interest credits or earnings. Youre always vested in your ASA portion - its always yours.
Pension - The pension portion of the retirement benefit is funded by contributions made by the employer over the course of the employees career and separate from the annuity savings account. Employees enrolled in the PERF Hybrid plan are eligible for retirement benefits at age sixty-five (65) if they have ten (10) or more years of creditable service. After June 30, 1995, employees may retire at age sixty (60) with at least fifteen (15) years of credible service or if the members age in years plus the years of credible service equals at least 85 and the member is at least fifty-five (55) years of age. With fifteen (15) or more years of creditable service, the employee may retire as early as age fifty (50) with a reduced pension.
The Indiana General Assembly has enacted a provision that allows public employees to make voluntary contributions in addition to the mandatory three percent (3%) contributions. Employees may contribute up to an additional ten- percent (10%) of their compensation per pay period to the annuity savings account. This means that the maximum level of contributions to the annuity savings account under this new provision is thirteen percent (13%) of an employees compensation per pay period.
Employees who separate from the city within their first ten (10) years of employment need to contact INPRS - PERF regarding their ASA account.
Questions relating to PERF may be directed to INPRS - PERF at:
Indiana Public Retirement System
Public Employees Retirement Fund
One North Capitol, Suite 001
Indianapolis, Indiana 46204
(888) 236-3544
Employer City of Indianapolis and Marion County
Address 200 E. Washington Street
CCB 1501
Indianapolis, Indiana, 46204
Phone 317-327-5211
Website http://www.indy.gov