Armstrong Building Maintenance

Hiring Practices

Our management team comes with a wealth of experience and our retention rate is incredible. In our efforts to provide the best service, we plan to utilize full and part-time; uniformed, organized and well trained employees. In our hiring practices we use the following criteria to be considered as determining factors in selecting prospective employees.

• Prior related job experience exhibiting dependability
• Good verbal communication skills as determined through the interview
• Ability to lift and carry 20 – 50 pounds at chest level for 100 feet
• Ability to obtain a security clearance or provide written consent to do a check with the local authorities if required
• Ability to provide eligibility of employment as required by the I-9 Form
• Written communication skills and the ability to read and write the English language at or above the sixth-grade level
• Applicant’s preference of full-time or part-time employment, depending on company needs
• Geographic location which is accessible to job site via available transportation, ability to contact applicant by telephone when    necessary
• No conflicting commitments of school, another job or other interests
• Would voluntarily submit to a drug test if required
• Career goals which are compatible with company goals


The purpose of our orientation and training program is to provide each new employee with safe work procedures together with clarification and reinforcement of our company policies. For this purpose we have incorporated a combination of classroom and on-the-job training. The new employee is required to complete this four-phase course prior to permanent job placement.

Phase 1: Employee orientation

Employees are supplied with an employee handbook and are familiarized with all information contained therein. The new employee attends an initial orientation class given by our Human Resources department encompassing critical areas of job responsibility including but not limited to bloodborne pathogens, emergency procedures, use of safety equipment and our drug & harassment policy. During this initial session the procedure for filling out time cards and turning in time sheets are also covered.

Phase 2: Training Program

The new employee is assigned to a routine in our initial training program. The purpose of this training is to familiarize the employee(s) with chemical usage, cleaning techniques, equipment usage, and care and use of all equipment. The performance of the employee is constantly monitored and evaluated by a supervisor. Advancement depends on how quickly the employee(s) adapts to the assigned responsibilities.Periodically, our vendors will set up informational classes with our staff pertaining to new products that will be used on site for various projects. Vendors will also train and show potential hazards that may occur on site relating to chemicals.

Phase 3: Temporary assignment

The new employee(s) who has successfully completed the initial training program is placed on our personnel “backup board”. The employee will fill in for absenteeism, vacations, as so on, while further evaluations are performed. These observations will determine whether the employee will advance and be placed at a permanent location.

Phase 4: Permanent assignment

Upon satisfactory completion of an initial training assignment, a new employee is placed in a permanent job assignment. Care is taken to familiarize each employee with the routine and specific requirements or the account. The employee’s performance is evaluated daily by the site supervisor for the first six weeks and on a quarterly basis thereafter.