Janitor - Salvation Army : Job Details

Job Title: JanitorFLSA Status: Full Time - non-exempt Reports to: Facilities ManagerSchedule: 40 hrs/weeklySupervises: N/ARate of Pay: $18.17/hrClosing Date: 1/22/2025Benefits: Standard; Full-Time, Non-Exempt employees are eligible for but not limited to the following:

• Health, vision, dental, life as well as voluntary life and disability insurance
• Sick leave benefit - 1 day per month, 12 sick days per year (accrual and availability begins at hire)
• Vacation benefit - 10 vacation days per year, accrued at the rate of .0385 hours for each hour worked, excluding overtime (accrual begins at hire but may not be used until the completion of six months of employment)
• One floating day off for use (accrued immediately, and again annually, but may not be used until the completion of the initial three-month introductory period of employment)
• Pension Plan (after one year of continuous service)
• Voluntary Tax-Deferred Annuity Plan (403(b)plan)

FunctionThe Janitor is responsible for the janitorial work at the El Paso County offices and Colorado Springs Corps. Which include office space, resident units, guest apartments, fill in for shelter staff when needed, and other areas located on campus(s).Duties and Responsibilities

• Dust mopping of all floors
• Wet mopping of all floors
• Thorough cleaning of all restrooms, hallways, and offices
• Cleaning of dining room
• Empty all garbage cans
• Vacuum all carpeted floors
• Wash windows as needed
• Wash counters
• Vacuum all floor mats at doorways

• Wall cleaning
• Change burnt out lights when needed
• Shampoo carpets
• Strip and wax floors
• Pick up outside litter and debris
• Monthly blowing of parking lot or as needed
• Light maintenance on doors, windows, hallways, etc.
• Examination of grounds for general maintenance
• Shoveling as needed
• Other duties as assigned

Education, Experience, Skills, Qualifications

• Knowledge of janitorial practices and procedures including sanitation, floor care, and maintenance
• Ability to read, write and follow written instructions
• Ability to remain calm in stressful situations
• Conflict resolution experience
• Ability to interact with a diverse group of individuals
• Ability to work with limited or no supervision
• Must possess good communication and organizational skills
• Ability to multi-task and set priorities
• Must be a team player
• Must be computer literate and have knowledge of basic once equipment
• High school diploma and three years maintenance experience
• This job involves occasional strenuous labor, so good physical condition is required

• Driving
  • The position requires driving:
    • A minimum age of 21 (for insurance provision) and possession of a valid in-state driver's license is required.
    • An MVR will be processed every year in accordance with The Salvation Army's policies.
  • Background Check
    • Continued employment will be contingent upon a biennial (every two years) background check that is processed in accordance with The Salvation Army's policies.

Physical Requirements

• Ability to maneuver.
• Ability to remain in a stationary position.
• Ability to grasp, push, pull, and reach overhead.
• Ability to operate telephone.
• Ability to lift 25 pounds.
• Ability to access and produce information from the computer.
• Ability to understand written information.
• Qualified individuals must be able to perform the essential duties of the position with or without accommodation.

A request to modify or adjust these requirements may be made to your supervisor and HR. The Salvation Army would attempt to satisfy requests if the accommodation needed is reasonable and presents no undue hardship. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)