SUBSTITUTE - Custodian

Job Summary

Under supervision, to maintain an assigned school facility, group of buildings or office space in a clean, orderly, and secure manner following a predetermined schedule; and to do other related work as required.

Job Description / Essential Elements:


MOUNTAIN VIEW SCHOOL DISTRICT

CUSTODIAN

DEFINITION:

Under supervision, to maintain an assigned school facility, group of buildings, or office space in a clean, orderly, and secure manner following a predetermined schedule; and to do other related work as required.

ESSENTIAL DUTIES:

1. Sweeps, mops, strips, waxes, and seals floors.
2. Vacuums rugs and carpets.
3. Dusts, washes, and polishes furniture and woodwork.
4. Empties and cleans waste receptacles, including trash barrels.
5. Cleans restrooms, locker rooms, and showers.
6. Washes windows and walls, polishes metalwork and cleans chalkboards.
7. Moves and arranges furniture and equipment in preparing multipurpose rooms or classrooms for special events or meetings.
8. Replaces light bulbs and lighting tubes.
9. Cleans window coverings, such as drapes and blinds.
10. Picks up paper and other debris from school grounds, walk areas, and the areas adjacent to the school facilities.
11. Sweeps concrete surfaces adjacent to the school buildings.
12. Performs emergency cleanup service resulting from breakage, vandalism, spilling, and illness.
13. May raise and lower flags and locks and unlocks gates and doors, and sets security systems.
14. Assists in receiving and distributing supplies and equipment.
15. May perform minor maintenance tasks in keeping assigned areas safe and operational.
16. May occasionally perform routine ground maintenance functions.
17. Assists in reporting and preventing facility vandalism.

QUALIFICATIONS:

Knowledge of:

1. Basic cleaning methods, procedures, and techniques.
2. Cleaning materials, supplies, and equipment.
3. Safe working methods and procedures.

Ability to:

1. Perform moderately medium to heavy manual activities.
2. Efficiently and effectively use cleaning materials, supplies, and equipment.
3. Understand and carry out oral and written directions.
4. Establish and maintain cooperative working relationships.

PHYSICAL DEMANDS:

The physical requirements indicated below are examples of the physical aspects that this position classification must perform in carrying out essential job functions.

1. Persons performing service in this position classification will exert 50 to 75 pounds of force frequently to lift, carry, push, pull, or otherwise move objects.
2. This type of work may involve ascending and descending ladders, stairs, scaffolding, and ramps, and will involve walking or standing for extended periods.
3. Perceiving the nature of sound, near and far vision, depth perception, providing oral information, the manual dexterity to operate equipment and use hand tools, and handle and work with various materials and objects are important aspect of this job.
4. Exposure to hot, cold, wet, humid, or windy conditions caused by weather may occasionally be experienced.

Reasonable accommodation may be made to enable a person with a disability to perform the essential functions of the job.

EXPERIENCE AND EDUCATION:

Any combination of experience and training that would likely provide the required knowledge and skill is qualifying. A typical way to obtain the required knowledge and skill would be:

Experience:

One year of experience involved with the care and cleaning of buildings and facilities.

Education:

Equivalent to the completion of the twelfth grade.

Board Approved : June 6, 1996

Requirements / Qualifications

Comments and Other Information

AN AFFIRMATIVE ACTION/ EQUAL OPPORTUNITY EMPLOYER
The Board of Education is determined to provide district employees, interns, volunteers, and job applicants a safe, positive environment where they are assured of full and equal employment access and opportunities, protection from harassment or intimidation, and freedom from any fear of reprisal or retribution for asserting their employment rights in accordance with law. This policy shall apply to all district employees and, to the extent required by law, to interns, volunteers, and job applicants.


No district employee shall be discriminated against or harassed by any coworker, supervisor, manager, or other person with whom the employee comes in contact in the course of employment, on the basis of the employee's actual or perceived race, religious creed, color, national origin, ancestry, age, marital status, pregnancy, physical or mental disability, medical condition, genetic information, military and veteran status, gender, gender identity, gender expression, sex, or sexual orientation or his/her association with a person or group with one or more of these actual or perceived characteristics.
(cf. 0410 - Nondiscrimination in District Programs and Activities)
Discrimination in employment based on the characteristics listed above is prohibited in all areas of employment and in all employment-related practices, including the following:
1. Discrimination in hiring, compensation, terms, conditions, and other privileges of employment.
2. Taking of an adverse employment action, such as termination or the denial of employment, promotion, job assignment, or training.
3. Unwelcome conduct, whether verbal, physical, or visual, that is so severe or pervasive as to adversely affect an employee's employment opportunities, or that has the purpose or effect of unreasonably interfering with the individual's work performance or creating an intimidating, hostile, or offensive work environment.
4. Actions and practices identified as unlawful or discriminatory pursuant to Government Code 12940 or 2 CCR 11006-11086, such as:
a. Sex discrimination based on an employee's pregnancy, childbirth, breastfeeding, or any related medical condition or on an employee's gender, gender expression, or gender identity, including transgender status.
b. Religious creed discrimination based on an employee's religious belief or observance, including his/her religious dress or grooming practices, or based on the district's failure or refusal to use reasonable means to accommodate an employee's religious belief, observance, or practice which conflicts with an employment requirement.
c. Disability discrimination based on a district requirement for a medical or psychological examination of a job applicant, or an inquiry into whether a job applicant has a mental or physical disability or a medical condition or as to the severity of any such disability or condition, without the showing of a job-related need or business necessity.
d. Disability discrimination based on the district's failure to make reasonable accommodation for the known physical or mental disability of an employee or to engage in a timely, good faith, interactive process with an employee, to determine effective reasonable accommodations for the employee, when he/she has requested reasonable accommodation for a known physical or mental disability or medical condition.
Contact Information for the Title IX Coordinator:
Rabia Minhas
Director of STEAM, GATE and Technology
3320 Gilman Road
El Monte, CA 91732