Class Description and Minimum Qualifications for D8B - Custodian

Class Description

Valid as of: July 1, 2015

This class series uses four levels in the Labor, Trades, and Crafts Occupational Group and describes cleaning and maintaining building interiors and furnishings in state institutions and facilities. Following sanitary standards, positions wash, wipe, dust, scrub, scour, launder, disinfect, vacuum, sweep, mop, buff, and polish surfaces, floors, walls, windows, lavatories, furnishings, and fabric and collect and dispose of trash. Assignments may include keeping exterior walkways clear of debris and snow.

CUSTODIAN I D8B1TX

Concept of Class

This class describes the fully operational level. Positions operate independently in performing the full range of custodial tasks and problem solving. The assignment is clearly defined so the position follows established work procedures. Positions operate within standard guidelines and alternatives that are known and any deviation from such requires prior approval. Many assignments do not move beyond this level.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making 

The decisions regularly made are at the defined level, as described here. Within limits prescribed by the operation, choices involve selecting alternatives that affect themanner and speed withwhich tasks are carried out. These choices do not affect the standards or results of the operation itself because there is typically only one correct way to carry out the operation. These alternatives include independent choice of such things as priority and personal preference for organizing and processing the work, proper tools or equipment, speed, and appropriate steps in the operation to apply. By nature, the data needed tomake decisions can be numerous but are clear and understandable so logic is needed to apply the prescribed alternative. Positions can be taught what to do to carry out assignments and any deviation in the manner in which the work is performed does not change the end result of the operation.

Complexity 

The nature of, and need for, analysis and judgment is prescribed, as described here. Positions apply established, standard guidelines that cover work situations and alternatives. Action taken is based on learned, specific guidelines that permit little deviation or change as the task is repeated. Any alternatives to choose fromare clearly right or wrong at each step.

Line/Staff Authority 

The direct field of influence the work of a position has on the organization is as an individual contributor. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.

CUSTODIAN II D8B2XX

Concept of Class

This class describes the work leader. In addition to operating independently to perform the full range of custodial tasks, work leaders exercise some control over the continual work product of others. This class differs from the Custodian I on Line/Staff Authority.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making 

The decisions regularly made are at the defined level, as described here. Within limits prescribed by the operation, choices involve selecting alternatives that affect themanner and speed with which tasks are carried out. These choices do not affect the standards or results of the operation itself because there is typically only one correct way to carry out the operation. These alternatives include independent choice of such things as priority and personal preference for organizing and processing the work, proper tools or equipment, speed, and appropriate steps in the operation to apply. By nature, the data needed tomake decisions can be numerous but are clear and understandable so logic is needed to apply the prescribed alternative. Positions can be taught what to do to carry out assignments and any deviation in the manner in which the work is performed does not change the end result of the operation.

Complexity 

The nature of, and need for, analysis and judgment is prescribed, as described here. Positions apply established, standard guidelines that cover work situations and alternatives. Action taken is based on learned, specific guidelines that permit little deviation or change as the task is repeated. Any alternatives to choose fromare clearly right or wrong at each step.

Line/Staff Authority 

The direct field of influence the work of a position has on the organization is as a work leader. The work leader is partially accountable for thework product of two ormore full-time equivalent positions, including timeliness, correctness, and soundness. At least one of the subordinate positions must be in the same series or at a comparable conceptual level. Typical elements of direct control over other positions by a work leader include assigning tasks, monitoring progress and workflow, checking the product, scheduling work, and establishing work standards. The work leader provides input into supervisory decisionsmade at higher levels, including signing leave requests and approving work hours. This level may include positions performing supervisory elements that do not fullymeet the criteria for the next level in this factor.

CUSTODIAN III D8B3XX

Concept of Class

This class describes the first-level supervisor. The supervisor is responsible for a work unit including accountability for the use of equipment, space, and resources. Supervisors in this class directly control the work of assigned staff and determine the work procedures for the unit. Although positions follow established work processes, they have the authority to determine the procedures required to accomplish the work. Positions use judgment on an ongoing basis to select the most appropriate technical guidelines and adapt them to develop work procedures that accomplish tasks. This class differs from the Custodian II on Decision Making, Complexity, and Line/Staff Authority.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making 

The decisions regularlymade are at the operational level, as described here. Within limits set by the specific process, choices involve deciding what operation is required to carry out the process. This includes determining how the operation will be completed. By nature, data needed to make decisions are numerous and variable so reasoning is needed to develop the practical course of action within the established process. Choices are within a range of specified, acceptable standards, alternatives, and technical practices.

Complexity 

The nature of, and need for, analysis and judgment is patterned, as described here. Positions study information to determine what it means and how it fits together in order to get practical solutions to problems. Guidelines in the form of processes, methods, and techniques exist for most situations. Judgment is needed in locating and selecting themost appropriate of these guidelines that may change for varying circumstances as the task is repeated. This selection and interpretation of guidelines involves choosing fromalternativeswhere all are correct but one is better than another depending on the given circumstances of the situation.

Line/Staff Authority 

The direct field of influence the work of a position has on the organization is as a unit supervisor. The unit supervisor is accountable, including signature authority, for actions and decisions that directly impact pay, status, and tenure of three or more full-time equivalent positions. At least one of the subordinate positionsmust be in the same series or at a comparable conceptual level. The elements of formal supervision must include providing documentation to support recommended corrective and disciplinary actions, signing performance plans and appraisals, and resolving informal grievances. Positions start the hiring process, interviewapplicants, and recommend hire, promotion, or transfer.

CUSTODIAN IV D8B4XX

Concept of Class

This class describes the second-level supervisor. Positions directly control the daily operation of multiple work units through subordinate unit supervisors. This class differs fromthe Custodian III on Purpose of Contact andLine/Staff Authority.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making 

The decisions regularlymade are at the operational level, as described here. Within limits set by the specific process, choices involve deciding what operation is required to carry out the process. This includes determining how the operation will be completed. By nature, data needed to make decisions are numerous and variable so reasoning is needed to develop the practical course of actionwithin the established process. Choices are within a range of specified, acceptable standards, alternatives, and technical practices.

Complexity 

The nature of, and need for, analysis and judgment is patterned, as described here. Positions study information to determine what it means and how it fits together in order to get practical solutions to problems. Guidelines in the form of processes, methods, and techniques exist for most situations. Judgment is needed in locating and selecting themost appropriate of these guidelines that may change for varying circumstances as the task is repeated. This selection and interpretation of guidelines involves choosing from alternatives where all are correct but one is better than another depending on the given circumstances of the situation.

Line/Staff Authority 

The direct field of influence the work of a position has on the organization is as a manager. The manager must be accountable for multiple units through the direct supervision of at least two subordinate Unit Supervisors; and, have signature authority for actions and decisions that directly impact pay, status, and tenure. Elements of formal supervision must include providing documentation to support recommended corrective and disciplinary actions, second-level signature on performance plans and appraisals, and resolving informal grievances. Positions start the hiring process, interview applicants, and recommend hire, promotion, or transfer.

Entrance Requirements

Minimum entry requirements and general competencies for classes in this series are contained in the State of Colorado Department of Personnel website. For purposes of the Americans with Disabilities Act, the essential functions of specific positions are identified in the position description questionnaires and job analyses.

History of Changes Made to Class Description

The​ ​following​ ​is​ ​a​ ​summary​ ​of​ ​changes​ ​made​ ​to​ ​this​ ​class description.

June 30, 2015

Updated and removed the purpose of contact.

Effective July 1, 2001

Changed pay relationships for Custodian III and Custodian IV. Published as proposed 11/3/2000.

Effective July 1, 2000

Laundry Worker III (D5F4) abolished as part of the LTC consolidation study. Draft published 3/31/1999, proposed 5/24/1999, and final 7/1/1999.

Effective July 1, 1999

LTC consolidation study consolidated Custodian I through Housekeeping Supervisor II (D5C2-5) and Laundry Worker (D5F2-4). Draft published 3/31/1999 and proposed 5/24/1999.

Effective September 1, 1993

Job Evaluation System Revision project. Published proposed 5/17/1993. Housekeeping (D5C) and Laundry (D5F).

Revised October 1, 1987

Change in pay differential for Custodial Supervisor III (A9259).

Revised July 1, 1985

Changed class code, relationship, entrance requirements for Custodian, Lead Custodian, Custodial Supervisor I - II, Housekeeping Supervisor II (A9262); class code and grade for Housekeeping Supervisor III (A9264); class title, grade, relationship, entrance requirements for Housekeeping Supervisor IV(A9266). Created Custodial Supervisor III (A9259).

Revised January 1, 1985

Changed class code, grade, relationship, entrance requirements for Housekeeping Supervisor I (A9260).

Revised March 1, 1977

Changed entrance requirements for Custodial Supervisor I - II (9256-A9258). Changed relationship for Housekeeping Supervisor I (A9260); class code and entrance requirements for Housekeeping Supervisor II (A9262); entrance requirements for Housekeeping Supervisor IV (A9266). Created Housekeeping Supervisor III (A9264).

Revised July 1, 1976

Changed entrance requirements for Custodial Supervisor I - II (A9256-A9258).

Revised February 1, 1976

Changed entrance requirements for Housekeeping Supervisor IV (A9266).

Created January 1, 1975

Custodian, Lead Custodian, Custodial Supervisor I - II (A9250-A9258), Housekeeping Supervisor I - II (A9260-A9262), and Housekeeping Supervisor IV (A9266).

Created July 1, 1975

Laundry series (A9100-A9110).

Summary of Factor Ratings

Minimum Qualifications

Valid as of: November 3, 2023

This​ ​document​ ​includes​ ​the​ ​following​ ​levels:
 

CUSTODIAN I (D8B1TX)

Experience Only:

Six (6) months of relevant experience in an occupation related to the work assigned to this position.

CUSTODIAN II (D8B2XX)

Experience Only:

One (1) year of relevant experience in an occupation related to the work assigned to this position.

CUSTODIAN III (D8B3XX)

Experience Only:

Two (2) years of relevant experience in an occupation related to the work assigned to this position.

CUSTODIAN IV (D8B4XX)

Experience Only:

Three (3) years of relevant experience in an occupation related to the work assigned to this position, two (2) of which must have been at the level of a unit supervisor or equivalent.

History of Changes Made to Minimum Qualification

The​ ​following​ ​is​ ​a​ ​summary​ ​of​ ​changes​ ​made​ ​to​ ​this​ ​minimum​ ​qualification.

Nov 3, 2023 (Whole Document)

• New format (updating to adhere to accessibility standards)
• Updated minimum qualifications to align with the Skills-based Hiring initiative

Oct. 17, 2017 (Whole Document)

• Standardized language regarding education and experience requirements
• Made grammatical changes

May 1, 2017 (D8B4XX)

Changed requirement of four years of experience to three years of experience, in order to match classification.

May 1, 2017 (Whole Document)

• Part of the 2017 MQ Project
• New format
• Conditions of employment (COEs) have been removed from the minimum qualifications statement. COEs are position specific, and should be documented in the position description (PD) and job analysis. Further, all COEs should be placed in the Conditions of Employment section of the job announcement.
• Removed Special Requirements. Special requirements or qualifications can appear as a special qualification in the job posting, if justified in the position description and job analysis.