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Maximizing Custodial Leadership for School Safety & Efficiency

This guide by John Bowen and Scott Martin outlines the vital role of a head custodian in maintaining safety, cleanliness, and efficiency in a school. Learn about performance responsibilities, supervisory duties, and disciplinary processes to excel in this key position. Understand probationary periods, steps prior to disciplinary action, progressive discipline, and the Office of Professional Standards. Equip yourself with knowledge on custodial issues and effective leadership practices. 8 Relevant

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Maximizing Custodial Leadership for School Safety & Efficiency

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  1. You Are the Boss!(No You’re Not…) Presented By: John Bowen, School Board Attorney Scott Martin, Staff Attorney Debra Horne, Specialist, Office of Professional Standards Gene Rains, Custodial Coordinator Bruce Mohr, President, AFSCME, Local 1584

  2. So, Who Am I?

  3. Head CustodianPerformance Responsibilities • Oversee and maintain a high standard of safety, cleanliness and efficiency • Develop schedules for custodial staff • Instruct custodial staff in safe and proper use of custodial equipment and cleaning supplies • Participate with administration in hiring of and annual evaluation of custodial staff

  4. Performance Responsibilities Continued • Prepare and submit work orders and act as a contact person when maintenance personnel arrive on the site • Keep administrator apprised of job and work order status • Develop a security procedure for the proper opening and the safe closure of the building(s)

  5. Performance Responsibilities Continued • Perform cleaning tasks as assigned and assist custodial staff with any and all assignments • Perform general maintenance duties; determine corrective action for repairs outside of his/her scope • Perform daily safety playground check

  6. Performance Responsibilities Continued • Apply pesticides as allowed under limited lawn and ornamental license • Requisition and distribution of custodial supplies • Report all safety hazards • Monitor staff performance and recommend improvements as necessary

  7. Performance Responsibilities Continued • Maintain accurate records of daily work and time and payroll information • Follow safety standards in performing work and report unsafe conditions to site administrators in a timely manner • May be required to work after hours and/or on weekends • Follow all School Board policies, rules and regulations • Perform other duties as assigned

  8. Your Role As Supervisor • Issuing directives • Inspecting what you expect • Notifying employees of deficiencies

  9. Your Role Does Not Include Discipline • However you are a key component of the disciplinary process

  10. Your Role In the Discipline Process • Monitor your staff • Issue directives • Document • Keep your administrator informed

  11. Discipline Isn’t A Bad Thing • Goal is to change behavior or improve performance • The goal is not to get rid of employees • It is less expensive to change behavior and improve performance than it is to train a new employee

  12. The NEAT Procedure • N= Notifying the employee that a problem exists • E= Explanation of the problem/situation/violation of rule that necessitated the notice • A= Assistance being offered or provided • T= Time allowed to correct the problem/situation

  13. “CARPE DIEM” • Literally means, “pluck the day” • For our purposes, “seize the moment”

  14. Act On Those Precipitating EventsImmediately • Employees reporting to work late or leaving early • Reports that duties have not been performed • Employee who is creating a hostile work environment

  15. Probationary PeriodArticle II, Section 4 • During the first year of employment an employee in a permanent position may be dismissed without cause • Permanent Position- a position which is expected to carry over into a succeeding year regardless of the number of hours worked per week

  16. Permanent EmployeesArticle II, Section 4 • After successful completion of the one year probationary period an employee shall beeligible to be appointed as a permanent employee • Permanent Employees may only be dismissed for cause or as a result of a reduction in force

  17. Steps to Take Prior to Disciplinary Action • Verbal Directives • Written Directives

  18. Memorandum of Conference • This form of corrective action is not recognized by the AFSCME Unit

  19. Progressive DisciplineArticle VI, Section 8 • Oral Reprimand • Written Reprimand • Suspension Without Pay • Termination of Employment

  20. Article VI, Section 8Discipline • Management has the right to proceed to more stringent disciplinary consequences based upon the seriousness of the offense, as determined by management

  21. Office of Professional Standards(OPS) • Investigate complaints to provide consistency in the district • Duty to cooperate • Right to representation • Duty to self-report arrests • Duty to report child abuse

  22. Time Sheet Fraud AWOL Inappropriate Use of District Computer Inappropriate Use of P-Card The “Night Crew” Intimate Relationship with an employee you supervise Top Custodial Issues

  23. Questions

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