Custodian Operations Pool, Class 3 - Edmunds Elementary

TITLE: Custodian Operations Pool, Class 3POSTION TYPE: OPERLOCATION: Edmunds ElementaryHIRING SPECIFICATIONS:Desired:1. Cleaning experiencE2. Experience working with custodial equipmentSkills, Knowledge, and Abilities:1. Effective communication skills2. Working knowledge and proficiency in the use of a computer3. Ability to use good judgment4. Ability to work various hours5. Ability to promote spirit of cooperation with othersBASIC FUNCTION:Perform custodial work in assigned buildings. Responsibilities may include sweeping and mopping floors; emptying garbage; cleaning classrooms, restrooms and hallways, and securing the building. The essential functions as shown below represent only the key areas of responsibility; specific position requirements will vary depending on the needs of the operations department.ESSENTIAL FUNCTIONS:Sweep, dust, arrange furniture, empty waste baskets, and pencil sharpeners.Clean chalkboards/whiteboards and erasers.Wash walls, woodwork and windows.Wax and polish floors.Perform all cleaning tasks to properly maintain clean and neat facilities.Adhere to all district policies and department rules.ADDITIONAL ESSENTIAL FUNCTIONS (for every DMPS position):Attend work on a prompt and regular basis.Maintain confidentiality.Maintain satisfactory and harmonious working relationships with the public, students, and other employees.Assist with other duties as may be assignedBARGAINING GROUP: AFSCMEFLSA STATUS: Non-ExemptFT/PT: Full TimeDAYS: 260 Days HOURS: 8 Hour ShiftPHYSICAL REQUIREMENTS:Constant standing, walking, frequent bending/stooping/reaching/pushing/pulling. Occasional lifting up to 50 lbs and carrying 10 ft. Frequent use of telephone and computer.WORKING CONDITIONS:Frequently working inside and outside and exposure to extremes of temperature/humidityAll of the above duties and responsibilities are essential job functions subject to reasonable accommodation. All job requirements listed indicate the minimum level of knowledge, skills and/or ability to perform the job proficiently. This job description is not to be construed as an exhaustive statement of duties, responsibilities or requirements. Individuals may be required to perform any other job-related instructions as requested by their supervisor, subject to reasonable accommodation.Approved By: BCDate: 04/2026Employee Benefits InformationAll candidates offered a position will be required to successfully pass a criminal background check, and a child and adult abuse registry check. Certain positions may require fingerprinting, a drug and alcohol test, a physical capacity test and/or a motor vehicle record check.Standard Interview selection process will apply for this posting. Not all qualified candidates are guaranteed an interview. Applicants are subject to the following criteria:Full-time employee has been working for 12 months prior to the job posting date.Must have ten (10) days or fewer of family/personal sick leave.Sick leave will be calculated based on the 12 previous months from the posting date for all employees.Authorized Unpaid Leave of Absences will not be taken off the recordAll authorized FMLA leave (paid or unpaid) will be taken off the recordAll authorized Worker's Comp (paid or unpaid) will be taken off the recordMust not have any "no call/no show" incidents during the past 12 months from the posting date.Must not have any unauthorized time during the past 12 months from the posting date.Must be in an active paid status from the beginning of the posting. Exceptions will be considered by the Director of Personnel.Evaluation: composite score of "meets" or better on the most recent evaluation. All staff must have one evaluation on file. If no evaluation is on file by the end of the previous academic year, it will be considered a meets evaluation.Discipline: no formal discipline during the past 12 months from the posting date for all employees.Seniority: if two or more employees have relatively equal qualifications, the employee with greater seniority within the department or classification (depending on the position) will be given first consideration. Exceptions regarding department or classification seniority will be considered by the Director of Personnel.