Custodial Foreman

There's no cultural organization in the world quite like Carnegie Museums. With a legacy of discovery and outreach dating back to 1895, today we are a family of four diverse, dynamic museums; Carnegie Museum of Art, Carnegie Museum of Natural History, Carnegie Science Center, and The Andy Warhol Museum. We're committed to being inclusive, both onsite and online, and to exploring with our audiences the big ideas and issues of our time. Carnegie Museums is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community.

This Full-Time position is eligible for the Carnegie Museums' many Benefits .

Please scroll to the bottom of this page to see information on the starting pay

rate.

The Custodial Foreman is responsible for the overall administration and supervision of the custodial services, and completion of all interior and exterior custodial maintenance (including grounds). Responsible for the planning and assigning of work of others, both interior and exterior, and for hiring and handling of personnel problems.

QUALIFICATIONS:

EDUCATION & EXPERIENCE:

• Prefer high school education.
• Prefer four years’ experience in custodial work, with three years’ supervisory experience or an equivalent combination of education and training.

KNOWLEDGE, SKILLS, ABILITIES:

• Prefer basic computer skills.

PHYSICAL REQUIREMENTS :

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
• Must be able to work from ladder and scaffold, climb, maintain balance, stoop, kneel, crouch, or crawl, reach with hands and arms.
• The employee must frequently lift and/or move up to 50 pounds or more.
• This position requires working various schedules and times including daylight, evenings, nights, and weekends.

PRINCIPAL ACCOUNTABILITIES :

• Trains and directs the work of the custodians. Orients new employees.
• Directs and reviews work performed on the custodial crew through assignments and regular inspection of work in progress for assurance of quality control.
• Directs the crew leaders in regard to particular areas or special activities for which they are responsible.
• Assigns custodians and holds the custodians accountable for the efficient and economical performance of assigned responsibilities.
• Exercises overall supervision over the activities of the custodians, inspects on-going and completed work for conformity with standards and specifications; and advises and directs with regard to corrective action or improvements.
• Assigns custodians to special or emergency work and directs and supervises their activities.
• Provides for the issuance and return of supplies and equipment; maintain inventory, accountability, and other control records; and evaluates and advises with regard to the effectiveness and durability of supplies and equipment.
• Participates in the selection, orientation, and training of new employees and consolidates absence and other required reports relating to the custodians.
• Evaluates performance of and reviews the evaluation of the custodians, and makes recommendations for promotion, transfer, termination, discipline and other personnel actions, and when approved, implements the proposals.
• Analyzes work problems; recommends modifications in schedules, procedures, standards, and equipment, which are designed to improve the operating efficiency and economy of the custodial services.
• Provides input regarding projects such as renovations and new construction.
• Maintains personnel records and reports, and accurate recording of time sheets and crew sheets.
• Oversees the completion of work orders and PM sheets in a timely and proper manner.
• Keeps accurate records including equipment such as vehicles.
• Maintains and operates tools, equipment (including vehicles), materials, and machines in a safe, sound condition and maintains a safe, orderly and clean work area.
• Responds to emergency calls.
• Must follow work rules, regulations and procedures of the General Services Department and Institute.
• Provides support for special events.
• Performs all cleaning duties of the custodial position.
• Observes safety and security procedures.
• Exhibits courtesy and sensitivity in dealing with the various customers served (internal and external).
• Projects the image and attitude of the Carnegie

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.

Carnegie Museums is an Equal Opportunity Employer

The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.

*GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential.