Director of Training and Professional Development

The GPDC Training Director is responsible for effective development, implementation, coordination, and presentation of training programs for all agency employees. Responsibilities include system-wide employee development planning, program design, and implementation of in-house and web-based training, trainer selection and development, maintenance and oversight of training library resources, planning and monitoring of training budget, and supervision of training staff. This position requires a commitment to ensuring the professional development of well-trained attorneys, administrators, and investigators to provide effective representation to indigent defendants. Position reports to the Deputy Director.

The Training Director shall administer the training program to include:
• assessing the training needs of all GPDC staff and developing a long-term training plan;
• designing all training agendas;
• recruiting and coordinating faculty;
• developing, creating or coordinating all substantive training materials;
• pursuing grant funding, scholarships, donations, in-kind donations and other resources to accomplish training mission;
• serving as the liaison between the central administrative office, Circuit Defenders, and potential training participants with respect to all training initiatives;
• working with Circuit Public Defenders and other potential partners to develop and conduct in-house or regional training sessions on a demand and needs based system at little to no cost;
• ensuring that all staff in agency offices throughout the state are notified of pertinent training opportunities;
• facilitating all necessary travel and reimbursement arrangements for faculty members of various training events;
• securing and negotiating contracts with facilities for training events including lodging and meals when necessary;
• collecting training materials and organizing them in a computer database;
• designing and maintaining an evaluation system to help determine the effectiveness of various training programs;
• creating and maintaining a database of all employees and the trainings they have attended;
• working with the State Bar to ensure that appropriate CLE credits are provided to training participants; and
• managing the Agency’s Transition into Law Practice Program (TILPP) to maintain compliance with State Bar requirements.