ORGANIZATION OVERVIEW: At Catholic Charities of the Archdiocese of Washington, your knowledge and service in areas such as immigrants and refugees, mental health, social work, employment and adult education, legal and financial services, health care, food assistance, shelter and housing, developmental disabilities and prison outreach can make a profound difference in the lives of many. Through more than 50 programs across the district and five surrounding counties, Catholic Charities is opening doors to help and hope. At CCADW, we continue to build an inclusive culture that celebrates a diverse workforce. We offer so much more than just a job. We offer careers. We take pride in our “promote from within” culture. We offer professional development, a comprehensive benefits package, a hybrid work model with both remote and in-office work, and a passion for building and motivating world class, high performing teams. Explore your career opportunity with Catholic Charities. Join us in Inspiring Hope and Building Futures.
Catholic Charities of the Archdiocese of Washington values the safety of our employees, our clients, and our visitors. In support of these values, if you are selected for this job, you must be fully vaccinated against COVID-19, except when vaccination is not medically advised or violates your sincerely held religious beliefs. If you are invited to join our team, you must submit proof that you are up to date with your COVID vaccinations, including the booster dose or you must request an exemption from your representative. New employees must either provide proof of vaccination or be granted a medical or religious exemption before working with Catholic Charities of the Archdiocese of Washington.
Our Benefits:
- Medical, prescriptions, dental and vision insurance
- Retirement savings plan with company match
- Company-paid and supplemental life insurance
- Flexible spending accounts
- Paid vacation, sick and personal leave
- 11 paid holidays
- Professional development and training
- Tuition reimbursement
- Employee referral bonus program
- Flexible work arrangements
- Clinical supervision for licensed social workers and counselors
JOB SUMMARY: The Custodial Team Leader provides leadership for the overall daily custodial operations at the Hickey Center. The position tracks documentation for ordering supplies, conducts inventory control, prepares work schedule performance logs, and ensures custodial equipment is in operational condition. The position participates in providing cleaning services.
ESSENTIAL DUTIES and RESPONSIBILITIES:
- Oversee the daily custodial operations at multiple locations.
- Perform daily inspections of the Hickey Center building and complete the daily inspection sheets.
- Prepare written assessments and provide corrective actions as required.
- Respond to customers’ observations at the site.
- Ensure staff coverage and substitutions for the daily cleaning of the building.
- Conduct daily quality control inspections of staff performance.
- Maintain tracking documentation for ordering supplies, inventory control, and work schedule performance logs onsite.
- Participate in regular active communications with the facility director and other staff, resolve concerns in a timely manner and schedule meetings as needed.
- Maintain custodial equipment in operational condition and report any facility damage.
- Provide cleaning services for special events and special cleaning services as requested.
- Participate individually in providing cleaning services.
- Perform other job-related duties as assigned.
EDUCATION and EXPERIENCE:
- High school diploma.
- 3 years of experience in a custodial team lead role.
- Experience working with disabled individuals.
- Must be able to pass the agency Security clearance.
SKILLS and COMPETENCIES:
- Operational knowledge of floor machines, buffering, and other janitorial equipment.
- Familiar with OSHA regulations and MSDA standards, Safety, and custodial best practices.
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)
