Senior Trainer, REM

Salary: See Position Description
Location : Gresham, OR
Job Type: Non-Union Regular Full-Time
Job Number: 24-00190
Department: Transit Systems and Asset Support
Opening Date: 09/20/2024
Closing Date: Continuous
Description
The Senior Trainer for Rail Equipment Maintenance (REM) is responsible for supervising trainees and training assistants, and developing, implementing, and managing successful training programs for Rail Equipment Maintenance department within Maintenance Division. This role involves creating and enhancing technical skills, maintaining appropriate certifications, and developing and delivering new curriculum training. The Senior Trainer will also oversee the implementation of core training requirements and monitor training effectiveness using an industry best practice tool, such as the Kirkpatrick Model. Additionally, the Senior Trainer will work with REM Department to address workforce concerns and develop strategies for alternative training methods.
This role requires being onsite five (5) days per week.
Ensure a commitment to safety through consistent and professional behaviors in performance of job requirements that demonstrate safety is a fundamental value that guides all aspects of our work. Perform related duties as required.
Serve as a good steward of TriMet by regularly utilizing our transit system to maintain a strong and current understanding of customers' experiences and of TriMet's product and service offerings.
Essential Functions

1. Supervise and instruct journey workers and trainees in classroom and On-the-Job Training (OJT) sessions for initial and recurrent REM-related training requirements.
2. Develop, or supervise the development of, and manage technical and recurrent training programs for REM employees, covering REM systems, transportation management, repair, troubleshooting, system safety, etc. Use industry standard curriculum models, such as ADDIE (Analyze, Design, Develop, Implement, Evaluate), to incorporate adult learning principles, evaluate and improve effectiveness of current training programs, and develop new training strategies, methods, and technologies required for optimum results.
3. Oversee, lead, and advise external consultants, local educational institutions, training vendors, and internal training and development staff in design, development, implementation and evaluation of new and ongoing training programs, including continuous updates and improvement of training curricula, delivery methodology, and tools.
4. Identify Key Performance Indicators (KPIs) and utilize best practice tools, such as the Kirkpatrick Model, to monitor training effectiveness. Prepare and present reports based on training data to management.
5. Collaborate with management to identify workforce concerns. Develop and implement training strategies to address these concerns. Perform classroom, shop, and field training sessions and implement alternative training method strategies, such as eLearning, PC-based training, etc., when appropriate.
6. Stay up to date with latest advancements in vehicle and systems maintenance technologies. Ensure training programs reflect these innovations.
7. Foster and maintain working relationships with Universities, Colleges, and Institutions for training collaborations as needed.
8. Monitor new and updated maintenance procedures and conduct assessments to determine training needs. Determine and incorporate related changes to current curriculum for orientation, preventive maintenance, preventive practice, systems on Type 1 through Type 6 LRVs, advancements in vehicle and system maintenance technologies, etc., or develop new curriculum. Develop curriculum and, ensuring complete lesson plans, goals, learning objectives, relevant training methods and defensible testing procedures. Ensure alignment with REM policies, SOPs, and statutory regulations.
9. Coordinate and lead training for new REM employees. Schedule classrooms, equipment, and internal/external instructors for classes. Train new REM employees on TriMet rules, instructions, SOPs, and emergency procedures; upkeep current certifications for existing MOW employees.
10. Maintain detailed records of trainees' attendance, performance, and progress. Deliver feedback to trainees' and determine areas of improvement. Provide feedback to management regarding trainees' performance and development needs.
11. Prepare a multitude of learning aids; audio-visual, literature, OJT. Maintain catalog/library of current training materials and manuals accessible to REM employees.
12. Using subject matter experts (SMEs) and analyzing position, modal, safety and agency-specific training needs, design, develop, recommend and implement core competency and technical training programs for REM employees.

Position Requirements
A minimum of a High School Diploma/ G.E.D. is required.
An Associate's Degree in Electronics, Electrical Technology, Mechanical, Engineering Technology, or Training and Development is preferred.
A Bachelor's Degree in Training, Adult Learning, Basic Education or Technical Relevance to REM disciplines is preferred.
A minimum of four (4) years of experience are required. *
Three (3) years of demonstrated skills in at least one REM discipline are required.
One (1) year of developing and facilitating training programs is required.
Possession of current/valid or ability to obtain Class "A or B" CDL issued by Oregon or Washington; ability to pass a driving record check meeting TriMet driving record standards.
Or any equivalent combination of experience and training.
*The amount of credit a candidate receives for prior years of experience is based on the relevancy of that experience to the required or preferred prerequisites of the job description. Experience is prorated based on hours worked. LRHR assigns and validates the "credited experience".
Selection Criteria
Type of Position / Grade / FLSA
Grade 15, Exempt, Non-Union, Full-Time.
Salary Range
Minimum: $91,048.00
Maximum: $136,572.00
Salary offers will be determined by a candidate's education, training and relevant experience. Any final offer of employment will fall within the range stated above. For transparency, we choose to list the full available grade range, however, TriMet's salary administration process will ultimately determine the final salary offered.
Selection Process
Candidates will be selected based at a minimum on the result of:
1. Application Review (please include: Cover Letter and Resume)
2. Panel Interviews
3. Reference Check
Supplemental Information
Make sure you describe in detail how your education, training and work experience fit with this role. You are encouraged to attach a resume, cover letter, training certificates and/or letters of recommendation with your application. You are permitted five attachments of less than 5MB each.
Internal applicants: Information in your personnel file will not be used in lieu of information requested on your application. Incomplete applications will not be considered.
If you are a qualified veteran and would like to apply for veterans' preference points, you will need to reflect your status on the application and attach supporting documentation at the time of application submission.
If you need accommodation under the Americans with Disabilities Act for any part of the application process, contact our Human Resources staff at 503-962-7505, or the TTY line at 7-1-1. Note that we require a minimum of two workdays' notice prior to the need for accommodation.
TriMet is an equal opportunity employer, committed to developing an organization that is reflective of and sensitive to the needs of the diverse community we serve, including veterans, the elderly, and individuals with disabilities.
ADA Statement
As applied to the workplace, applicants and employees must be qualified to perform the essential functions of the job with or without reasonable accommodation. Essential functions may include required job functions performed infrequently as well as production standards related to the quality and quantity of work.
If a person with a disability could meet job qualifications with a reasonable accommodation, TriMet will work with the employee to accommodate the need. If TriMet's accommodation is effective in allowing the employee to perform the essential functions of the job, it need not be the employee's preferred accommodation.
Regular Full-Time or Limited Term Full-Time
Non-Union Employee Benefits
A regular full-time, non-union employee is an employee who works a minimum of 30 hours per week. A limited term, full-time employee must be hired for six or more months, have a predetermined ending date, and work a minimum of 30 hours per week.
Medical Plan Options

• Regence Non-Union PPO 80/20 - Deductible: $300 Individual/$900 Family; Office Visit: 20%, after deductible; Out-of-Pocket Max: $2,300 Individual/$6,900 Family; Prescription Drugs: $10 Generic/$25 or 20% Formulary/50% Non-formulary. Benefits listed are for in-network, preferred providers.
• Regence Non-Union Health Savings Account (HSA) - Deductible: $1,600 Individual/$3,200 Family; Office Visit: 20%, after deductible; Out-of-Pocket Max: $5,000 Individual/$10,000 Family; Prescription Drugs: 20%, after deductible. Benefits listed are for in-network, preferred providers.
• Kaiser Permanente EPO - No deductible; Office Visit: $10 copay; Out-of-Pocket Max: $600 Individual/$1,200 Family; Prescription Drugs: $10 copay.

All medical plans include prescription drug and vision coverage.
Dental Plan Options

• Delta Dental of Oregon, provided by Moda - Preventive Services paid at: 100%; Basic Services paid at: 80%; Major Services paid at: 50%; $2,000 max benefit per person/year; Orthodontia paid at: 50% to $3,000 lifetime max/person.
• Kaiser Dental - $10 Copay; Preventive Services paid at: 100%; Basic Services paid at: 80%; Major Services paid at: 50%; $2,000 max benefit per person/year; Orthodontia paid at: 50% to $3,000 lifetime max/person.

Coverage Effective Date - Medical and dental insurance is effective first of the month following date of hire.
Waive Medical and Dental Coverage - TriMet non-union, exempt employees who waive their medical and dental coverage through TriMet and provide proof of coverage outside of TriMet, will receive $250 per month as taxable income.
Medical and Dental Rates - Non-union employees working 30+ hours/week pay 6% of the total monthly premium for medical and dental. Non-union employees working 20-29 hours/week pay 25% of the total monthly premium.
Medical and Dental Rates - Non-union employees working 30+ hours/week pay 6% of the total monthly premium for medical and dental. The rates below reflect the employee's portion of the monthly premium.
Rates effective January 1, 2024
Regence Non-Union 80/20 PPO
Employee: $ 46.02
Employee & Spouse: $ 96.62
Employee & Child(ren): $ 80.52
Employee & Family: $ 128.84
Regence Non-Union HSA
Employee: $ 40.16
Employee & Spouse: $ 84.34
Employee & Child(ren): $ 70.28
Employee & Family: $ 112.46
Non-Union HSA Employer Monthly Contribution
Employee: $ 62.50
Employee & Spouse: $125.00
Employee & Child(ren): $125.00
Employee & Family: $125.00
Kaiser Permanente EPO
Employee: $ 43.76
Employee & Spouse: $ 87.52
Employee & Child(ren): $ 78.78
Employee & Family: $ 131.284
Delta Dental of Oregon
Employee: $ 4.16
Employee & Spouse: $ 7.84
Employee & Child(ren): $ 7.88
Employee & Family: $ 11.84
Kaiser Dental
Employee: $ 3.96
Employee & Spouse: $ 7.50
Employee & Child(ren): $ 7.54
Employee & Family: $ 11.30
Employee Assistance Program (EAP)
TriMet employees have access to the EAP through Canopy. The EAP is a free, confidential resource available to help employees (and their household members) with life's everyday issues. It also provides many other services including, but not limited to: counseling sessions, webinars, financial coaching, home ownership program, and online access to a wealth of information and resources.
Wellness Program
TriMet supports health and wellness through our Wellness Matters Program. Annual wellness offerings include: onsite biometric screening and flu shot clinics.
Flexible Spending Accounts

• Health Care Spending Account - Allows employees to set aside pre-tax dollars to pay for medical, vision, and dental expenses not covered by their health plan.
• Dependent Care Spending Account - Allows employees to set aside pre-tax dollars to pay for dependent care expenses.
• Limited Flexible Spending Account - Allows employees enrolled in the Regence HSA plan to set aside pre-tax dollars to pay for vision and dental expenses not covered by their health plan.

Long-Term Disability Insurance
Available to eligible, non-union employees working at least 20 hours/week, 90-day waiting period, pays 60% of the employee's salary to a maximum of $10,000/month.
Life and Accidental Death & Dismemberment (AD&D) Insurance
Basic Life and Accidental Death & Dismemberment (AD&D) Insurance - TriMet provides Basic Life and AD&D Insurance to assist employees and their families in the event of death or dismemberment.
Benefit Amount: 1x annual earnings, $150,000 max
Voluntary Life and AD&D Insurance - Employees may purchase additional life and AD&D insurance for themselves, spouse/domestic partner, and their child(ren). Employees pay the full cost for this insurance and must elect coverage for themselves in order to elect coverage for their dependents.
Employees may purchase one or more of the following voluntary coverages:
Hospital Indemnity insurance helps keep your finances on track when you are in the hospital. It pays you or a covered family member directly and you can use it to help cover costs such as copays, deductibles and living expenses.
Critical Illness insurance can help with costs from a serious illness that your medical insurance does not cover. It pays you or a covered family member a lump sum to use toward expenses like deductibles, groceries or childcare during recovery.
Accident insurance can help with costs that medical insurance does not cover if you are hurt in an accident. It pays you or a covered family member directly and you can use it toward your deductible, copay or daily expenses during recovery.
Pension
Defined Contribution Plan 401(a)
TriMet provides a defined contribution pension plan to non-union employees. TriMet matches the equivalent of 10 percent of a non-union employee's base pay into an investment account each pay period. The employee also has the option of contributing up to 15 percent of his/her base pay pre-tax to the account each pay period. The employee directs the investment of the employee's individual account. The employee is vested in the account after three years of service.
Deferred Compensation Plan 457
A Deferred Compensation Plan Section 457 (a plan for public employees) allows the employee to build retirement savings with pre-tax dollars to supplement pension, Social Security and private investment.
S ic k Leave
Employees receive 12 sick days of leave for a total of 96 hours (8 hours x 12 days) each January 1. Unused sick leave can be carried over to a maximum of 1,700 hours (212.5 days). Employees hired mid-year receive a prorated amount of sick leave for the first year hired. Upon separation, 60% of accrued sick leave is deposited into your 401(a) account up to a maximum of 1,700 hours.
Holidays
Non-Union employees have one day off with pay on each of the following holidays: New Year's Day, Martin Luther King Jr. Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving, the day following Thanksgiving, and Christmas.
Personal Days
Each regular non-union employee is allotted six (6) personal days with pay to be used within the calendar year. Employees hired mid-year receive a prorated amount of personal day for the first year hired.
Va c a tions
Employees accrue vacation eligibility for each continuous full year of service effective on the date of hire anniversary. For employee hired on or after November 15, 2012, the following schedule will apply:
Years of Service Weeks of Vacation
Upon employment* 3 weeks
After 3 years 4 weeks
After 8 years 5 weeks
*During the first year of employment with TriMet if employment is terminated the three weeks of vacation are not eligible for payout. Other than during the first year of employment, if employment is terminated, both the employee's banked vacation, and the vacation that has accrued ratably since the employee's last date of hire anniversary is eligible for payout in accordance with this policy.
F r e e Transit Pass
All active employees, their spouses/domestic partners, and eligible* dependents are eligible for a photo identification badge, which is honored as a bus/MAX pass on all lines of the District.
*Child dependents are eligible for a free transit pass up to age 19, or age 24 if living at home and attending school full-time.
F r equen t Flyer Mileage
Frequent flyer miles (miles flown on business or resulting from a business expense) may be applied to personal frequent flyer miles.
T EI Membership
TriMet's corporate fitness center (TEI) is available to employees, and their spouse or eligible domestic partner, at five locations. Membership dues are only $13.00 per month for TriMet employees and an additional $6.00 per month for a spouse or eligible domestic partner.
NOTICE: The information contained in this document is intended solely to provide general information regarding the benefits offered by TriMet. This information is subject to change at any time.
Revised: 12/12/2023