How to hire a training sergeant

How to hire a training sergeant, step by step

Here's a step-by-step training sergeant hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a training sergeant job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new training sergeant
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a training sergeant, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a training sergeant to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a training sergeant that fits the bill.

   Here's a comparison of training sergeant salaries for various roles:

   Type of Training Sergeant	Description	Hourly rate
   Training Sergeant	Training and development specialists plan, conduct, and administer programs that train employees and improve their skills and knowledge.	$18-26
   Facilitator	A facilitator is responsible for assisting a group event or program, ensuring that the participants coordinate well. Facilitators also monitor that the objectives of the event are smoothly delivered and organized... Show more	$13-33
   Development Coordinator	A development coordinator is responsible for planning various programs and events for an organization or company. They primarily focus on securing funding by holding fundraising events, devising programs to increase brand awareness, and even coming up with various campaigns supporting a cause... Show more	$17-35

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Security Procedures
   • Defensive Tactics
   • Emergency Operations
   • Training Academy
   • Firearms
   • Training Programs
   • Unit Training
   • Combat
   • Law Enforcement
   • Training Schedules
   • CPR
   • NCO
   • Training Events
   • Background Investigations

   Check all skills

   Responsibilities:

   • Manage logistics, outlining plans to procure and distribute necessary elements to target destinations in a timely and accurate manner.
   • Streamline tasks for a quicker output of combat ready airmen.
   • Create custom adult instruction classes, charts and graphs, lesson and objective plans using PowerPoint.
   • Perform quality control to ensure administrative documents such as memorandums, e-mails and DoD forms are completed without errors.
   • Develop and oversee key employee support programs including hiring interviews, orientation training, personnel records, and benefits and payroll management
   • Earn a solid reputation for improving organizational performance through hands-on training and a leadership approach that emphasize decision-making through active listening.

3. Make a budget

   Including a salary range in your training sergeant job description is a great way to entice the best and brightest candidates. A training sergeant salary can vary based on several factors:

   • Location. For example, training sergeants' average salary in west virginia is 55% less than in washington.
   • Seniority. Entry-level training sergeants earn 29% less than senior-level training sergeants.
   • Certifications. A training sergeant with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a training sergeant's salary.

   Average training sergeant salary

   $46,898yearly

   $22.55 hourly rate

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   Entry-level training sergeant salary

   $39,000 yearly salary

   Updated December 16, 2025

4. Writing a training sergeant job description

   A training sergeant job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a training sergeant job description:

   Training sergeant job description example

   Summary: This full-time (40 hours/ week), benefits-eligible position is a working supervisor who performs the full scope of officer responsibilities under the direction of the Chief of Police. The Sergeant ensures that all shift duties are completed in accordance with Department goals and policies by providing clear and respectful direction to the team. The Campus Police Training Sergeant plans, organizes and implements training for new and existing Police Officers. In the absence of the Chief of Police, the Sergeant is the on-duty administrator for matters requiring administrative action. As a sworn Police Officer, must possess a current North Carolina BLET certification and be a licensed driver with a clean driving record to be considered. This position is non-exempt from provisions of the Fair Labor Standards Act (FLSA) and is eligible to earn overtime pay for additional hours worked.
   Compensation range: $54,080 - $58,280
   
   Essential Duties and Responsibilities:
   • Responsible for own work and directs and coordinates the duties of police officers, security officers, communications officers.
   • Initiates and coordinates response to all emergency calls including potentially violent or life-threatening situations. Responds to unusual or difficult calls to assist, intervene and defuse crisis situations in a non-violent manner if possible. Coordinates immediate and temporary medical aid to injured or ill persons in emergency situations and responds to fire and burglar alarms. Oversees investigation of minor and serious incidents, crimes and accidents. Approves and writes reports for all incidents and situations. Carries a pager and/or issued cell phone on- and off-duty.
   • Builds a rapport with the students and employees, allowing them to have a sense of safety and security on campus. Maintains complete understanding of and ensures personnel under supervision follow the Department's Policies and Standard Operating Procedures, North Carolina General Statutes, laws of arrest, search and seizure, evidence collection/processing and criminal procedure.
   • Plans, organizes and implements all aspects of training needs for new and existing Police Officers.
   o Identifies internal and external training programs to address competency gaps.
   o Organizes, develops and sources training programs to meet specific identified training needs.
   o Develops training visual aids, manuals, handbooks and reference resources
   o Presents and facilitates training programs using recognized training techniques and tools
   o Tracks all training needs, attendance and training outcomes.
   o Evaluates and makes recommendations on training material, resources and methodology
   o Maintains employee training records and on-going training needs.
   • Coordinates and performs a variety of duties while patrolling assigned areas on foot or in a vehicle, to protect lives and property of students, employees and visitors, and maintain peace. Uses appropriate and various levels of force to protect and maintain a safe environment. Provides safety escorts to the campus community and participates in other assignments using the Community Oriented policing philosophy.
   • Enforces state laws, city ordinances, University rules and regulations. Ensures personnel follow University and Departmental Standard Operating Procedures, North Carolina General Statutes, laws of arrest, search and seizure, evidence collection and processing.
   • Investigates traffic accidents, checks vehicles for registration violations, issues campus parking tickets and writes timely, thorough and accurate reports as necessary.
   • Provides training and oversight to new personnel, evaluates and reports performance of all personnel as directed by policy. Performs inspection of patrol vehicle before each shift, checks out departmentally-issued equipment and other items necessary for tour of duty, reports maintenance problems or other departmental equipment misuse. Reviews and approves paperwork to ensure accuracy and timeliness.
   • Attends law enforcement and other specialized training to gain knowledge and maintain law enforcement certification. Supervises and works special assignments, such as VIP visits, special events, move-in, graduation, etc.
   • Collects evidence, prepares and presents testimony in criminal, traffic, judicial hearings and grand jury.
   • Inspects campus to detect safety hazards, equipment malfunctions, checks doors, other unusual occurrences. Maintains radio contact with Campus Police Office and other personnel.
   • Coordinates and handles training logistics and activities including venues and equipment.
   • Updates Lexipol policy manual and administers Lexipol daily training bulletins.
   
   The Campus Police Training Sergeant is considered essential personnel at Queens. In the event of extraordinary situations, the University may suspend normal operations and classes in whole or part. In such instances, all essential personnel must fulfill their duties, including (1) ensure the continuation of critical University operations; (2) attend to the needs of students and other members of the University community; and (3) protect the University's assets. Essential personnel will be notified by the University announcements and by their respective department head of their activation, and they must report to work as soon as feasible (or remain on duty if already on campus). Essential personnel must remain on duty as instructed to ensure the uninterrupted delivery of essential services, unless directed or permitted to do otherwise by their department head.
   
   Non-Essential Duties:
   • Assists in coordinating and patrolling special events/sporting events
   • Other duties and special projects may be assigned to meet department and university goals.

   Copy this example

   

5. Post your job

   To find training sergeants for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any training sergeants they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level training sergeants with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your training sergeant job on Zippia to find and recruit training sergeant candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit training sergeants, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new training sergeant

   Once you've decided on a perfect training sergeant candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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