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Salary- This position is set aside for persons with a disability
- Proof of disability is required prior to interviewing
- The starting pay is $17.20 per hour
- This position is located in King George, VA at the Joint Warfare Analysis Center (JWACC).
- This position requires pre-employment criminal background checks, government security clearance checks, and drug testing for employment
KEY RESPONSIBILITIES
- Sweep and mop hallways, stairs, and offices
- Empty wastebaskets and dispose of the trash in the prescribed manner
- Dust horizontal surfaces
- Empty and wash ashtrays
- Clean bathrooms
- Wax and buff floors with prescribed buffers
- Clean glass and windows
- Wash walls and other vertical surfaces
- Sweep and clear snow from outside steps and sidewalks
- Polish kick panels, doorknobs, and other designated fixtures
- Strip and wax floors
- Vacuum rugs
- Mix cleaning solutions
- Maintain issued equipment
- Notify supervisor when supplies and equipment are needed to perform tasks
- All other duties assigned by Custodial Foreman
SUPERVISION EXERCISED
- None
SUPERVISION RECEIVED
- The incumbent is supervised by the Site Foreman.
PHYSICAL QUALIFICATIONS
- The incumbent must be able to stand 80% of the work time, walk 15%, and sit 5%
- He/She must be able to lift/carry 50 pounds and push/pull 50 pounds in order to clean work areas and handle supplies and equipment
- Must be able to climb, balance, stoop, kneel, crouch, reach and handle
- All of these requirements are necessary for using ladders and stairs, cleaning low areas, high areas, benches, and corners
- Must be able to communicate with supervisors and co-workers
- Must be able to see, have depth perception and tell colors for safety reasons, and to distinguish between chemicals.
QUALIFICATIONS
- Must have six months training or experience
- Be capable of performing the essential functions
- Must be able to pass security clearance for designated contracts
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)
