What are the responsibilities and job description for the Custodian position at ESD 105?
About ESD 105
ESD 105 strives to provide the best professional service to its clients. We recognize the contribution our employees make to our organization, our schools and our community. ESD 105 is committed to attracting and maintaining professional and dedicated staff who will help us fulfill this commitment.
ESD 105 shall provide equal employment opportunity and treatment for all applicants and staff in recruitment, hiring, retention, assignment, transfer, promotion, and training. Such equal employment opportunity shall be provided without discrimination with respect to race, creed, religion, color, national origin, age, honorably-discharged veteran or military status, sex, sexual orientation including gender expression or identity, marital status, the presence of any sensory, mental or physical disability, or the use of a trained dog guide or service animal by a person with a disability. Domestic partners registered with the state of Washington will be offered the same rights/benefits as spouses to the extent that treatment is not in conflict with state or federal law. Inquiries regarding compliance may be directed to the ESD's Title IX/RCW 28A.640 Officer and Section 504/ADA Coordinator at 33 South Second Avenue, Yakima, WA (509) 454-2858.
Conditions of Employment
- I authorize Educational Service District 105 to conduct a background investigation and authorizes the release of information in connection with my application for employment. This investigation may include such information as criminal or civil convictions, driving records, previous employers and educational institutions, personal references, professional references, and other appropriate sources. I waive my right of access to such information, and without limitation, hereby release Educational Service District 105 and the reference sources from any liability in connection with its release or use. This release includes the sources cited above and specific examples as follows: The Washington State Patrol, information from the Federal Bureau of Investigation or either data on all criminal convictions or certification that no data on criminal convictions is maintained, information received from the Office of Superintendent of Public Instruction (OSPI) Sexual Misconduct form (sent to former educational employers), information from OSPI, and information from Washington or other State Departments of Social and Health Services and any locality to which they may refer for the release of information pertaining to any findings of child abuse or neglect investigations involving me.
- I certify under the penalty of perjury under the laws of the State of Washington that I have made true, correct and complete answers and statements on this application in the knowledge that they may be relied upon in considering my application. If the information provided or answer(s) to any question on the application or the Background Disclosure Form change prior to my being hired, I understand that I must immediately notify Educational Service District 105. I understand that any omission, falsely answered statement made by me on this application, or any supplement to it will be sufficient grounds for failure to employ me or for my discharge should I become employed with Educational Service District 105. I understand that I may be subject to Washington State Patrol, FBI fingerprint background checks, and clearance on the OSPI Sexual Misconduct Release form as a condition of employment, and/or continued employment.
- Are you eligible to work in the U.S.?
- I certify that answers given herein are true and complete to the best of my knowledge. In the event of employment, I understand that false or misleading information given in my application or interview(s) will be sufficient cause for rejection of my application or for my dismissal if employed.
- I understand that this application becomes the property of ESD 105. The ESD reserves the right to accept or reject it. This application shall be considered active for a period of time not to exceed one year. Any applicant wishing to be considered for employment beyond this time period may inquire as to whether or not application is being accepted at that time.
Skills Questionnaire
- Rate your ability to operate standard office equipment, including using a variety of software applications.
- Rate your ability to schedule a number of activity, meetings, and/or events.
- Rate your ability to independently under broad organizational guidelines to achieve objectives.
General Questions
- Describe the skills you possess that provide you the ability to relate well with all types of people both within and outside the organization.
- What unique skills or knowledge can you contribute to our organization?
- How has your training and experience prepared you for the unique challenges and opportunities you would face in this role?
- Describe your ability to develop innovative solutions to everyday problems.
- Describe your ability to use time and resources efficiently to accomplish targeted objectives?
Benefits
Retirement System - Anyone eligible to belong to the retirement system must pay into the retirement system.
Health Benefits - Anyone working at least half-time has full coverage for medical, dental, and vision for self and spouse and children (may include employee contribution). Anyone working less than half-time is not covered. If employment starts on the first working day of the month then the employee will be covered for that month. If employment starts any other working day of the month, then health coverage starts the first working day of the following month. Health coverage ends the last day of the month in which termination takes place. (Employees not employed during the summer months are covered provided they are returning in the fall.)
Section 125 - A Section 125 plan has been implemented to assist employees in possibly saving some funds by having their medical premium deducted on a pre-tax basis. In addition, the employee has the ability to have pre-tax deductions made for Dependent Care and Medical Reimbursement.
Annual Leave
o Full-time exempt staff earn two days per month. Less than full-time earns leave on a pro rata basis.
o Full-time non-exempt staff start earning one day per month up to two days per month depending on length of service. Less than full-time earns leave on a pro rata basis.
Sick Leave - One day per month is earned for full-time employment. Less than full-time earns leave on a pro rata basis. (Sick leave can be used for the illnesses of a family member as defined in Leave Policy - Temporary Disability, #6300.)
Floating Holiday - Staff who accrue vacation time receive a floating holiday.
Employee Assistant Program - An Employee Assistance Program is available to all staff.
Holidays - All major holidays are observed:
1. New Year's Day - January 1
2. Martin Luther King Day - 3rd Monday of January
3. Presidents' Day - 3rd Monday of February
4. Memorial Day - Last Monday of May
5. Juneteenth, Emancipation Day - June 19
6. Independence Day - July 4
7. Labor Day - 1st Monday of September
8. Veterans' Day - November 11
9. Thanksgiving Day - 4th Thursday of November
10. Day After Thanksgiving - 4th Friday of November
11. Christmas Eve - December 24
12. Christmas Day - December 25
13. New Year's Eve - December 31
Automatic Payroll Deposit (optional)
Automatic Deductions (optional)
Deferred Compensation and Tax Sheltered Annuities - Available to all staff.
Health Benefits - Anyone working at least half-time has full coverage for medical, dental, and vision for self and spouse and children (may include employee contribution). Anyone working less than half-time is not covered. If employment starts on the first working day of the month then the employee will be covered for that month. If employment starts any other working day of the month, then health coverage starts the first working day of the following month. Health coverage ends the last day of the month in which termination takes place. (Employees not employed during the summer months are covered provided they are returning in the fall.)
Section 125 - A Section 125 plan has been implemented to assist employees in possibly saving some funds by having their medical premium deducted on a pre-tax basis. In addition, the employee has the ability to have pre-tax deductions made for Dependent Care and Medical Reimbursement.
Annual Leave
o Full-time exempt staff earn two days per month. Less than full-time earns leave on a pro rata basis.
o Full-time non-exempt staff start earning one day per month up to two days per month depending on length of service. Less than full-time earns leave on a pro rata basis.
Sick Leave - One day per month is earned for full-time employment. Less than full-time earns leave on a pro rata basis. (Sick leave can be used for the illnesses of a family member as defined in Leave Policy - Temporary Disability, #6300.)
Floating Holiday - Staff who accrue vacation time receive a floating holiday.
Employee Assistant Program - An Employee Assistance Program is available to all staff.
Holidays - All major holidays are observed:
1. New Year's Day - January 1
2. Martin Luther King Day - 3rd Monday of January
3. Presidents' Day - 3rd Monday of February
4. Memorial Day - Last Monday of May
5. Juneteenth, Emancipation Day - June 19
6. Independence Day - July 4
7. Labor Day - 1st Monday of September
8. Veterans' Day - November 11
9. Thanksgiving Day - 4th Thursday of November
10. Day After Thanksgiving - 4th Friday of November
11. Christmas Eve - December 24
12. Christmas Day - December 25
13. New Year's Eve - December 31
Automatic Payroll Deposit (optional)
Automatic Deductions (optional)
Deferred Compensation and Tax Sheltered Annuities - Available to all staff.
Salary : $49,541 - $52,583
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