Summary

The Janitorial & Grounds Supervisor will assist the Project manager in leading the onsite team with custodial and grounds duties as per contract requirements. The Supervisor will mentor and conduct training with custodial employees using appropriate materials for effective training and retraining. The Supervisor will use discretion and judgement to monitor staff behavior and issue corrective actions, Training and developments, personal improvement plans and progressive disciplinary action, all incidents will be reported to the Project Manager for final review and approval.

Bilingual preferred

Essential Functions

• The Site Supervisor assists the Project Manager in his/her responsibilities for the complete performance of contract requirements.
• Manages the day-to-day operations effectively and efficiently to ensure the work is performed in accordance with the contract.
• Responsible and will ensure organizational employees, subcontractors, and vendors comply with all contractual requirements and all government regulations.
• Supervises crew leaders, custodial and grounds personnel at all sites.
• Fills in at the sites in the event of supervisor absentee.
• Responsible and will ensure organizational employees, subcontractors, and vendors comply with all contractual requirements and all government regulations.
• Assists in managing and maintaining a contract budget and reviewing processes for efficiency.
• Assists for scheduling of personnel, reviewing and approving timecards, inventory management of supplies, equipment, and vehicles.
• Sets and guides employee expectations, reviews, and counsels, and establish and implement process improvement plans, and ensures adherence of the company policies and procedures.
• Assist in Executing Employee Performance Evaluations through the payroll system within appropriate time frames.
• Ensures standard work practices are followed for safety and provides training for operating equipment and vehicles, use of supplies, and the requirements of the performance work statement.
• Assists analyzing and maintaining the contract AbilityOne Ratio requirements through the proper work scheduling of direct disabled employee hours vs non-disabled employee hours.
• Serve as facilitator for the AbilityOne Program with the AbilityOne department.
• Execute reports, inspections and logs as required by the contract.
• Provide field information and specifications to prepare estimates for new work added or deleted to the contract.
• Other tasks may be directed by the Project Manager/Operations Manager.
• Pass and maintain any required security clearance requirement and comply with Drug Free Workplace policy.
• Maintain Operations Security (OPSEC) standard operations procedure.
• Maintain Property Control Plan for management of Government Furnished Property (GFP).
• Maintain a safety and health program that complies with EM 385-1-1 and applicable OSHA, DOD, Armed Forces Branch(s), Federal, state, and local safety, environmental and health requirements.

TRDI hires many individuals with and without disabilities, especially those that are transitioning out of the Armed Services:

TRDI will follow AbilityOne requirements for the staffing needs of this jobsite. Additional information can be located at. If you are self-identifying a disability, please submit supportive documentation (i.e., the official medical/psychological diagnosis signed by the appropriate healthcare provider, along with functional limitations + extent) with the application package for full employment consideration. If you have a Vocational Rehabilitation Counselor assigned, you can request the Vocational Rehabilitation Counselor (VRC) for a 1-page letter on their official letterhead with the same requested information (signed by the VRC). Please fax supporting documentation to 210-736-6675.

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)