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The Heart of Cleaning: Recognizing the People Who Make It All Happen

If you’re reading this blog, you already know that it takes a special kind of person to work as a custodian or janitor. The work is hard and often thankless. Wages can be low and people often talk down to you like you’re not important. When you see a full coffee cup in the trash can, you can’t help but think of the little consideration people have for others that their actions might impact. It might be your second or third job, but cleaning is something you probably do in the evening, when everyone else in your family is at home sleeping. When your shift is over, there’s a good chance your shoulders or back ache—but you come back the next day and do it all over again. 

As if the work of a custodian isn’t tough enough, we often see negative portrayals of cleaning workers in the media.

A custodian is blamed for stealing or abuse. A housekeeper in a hotel uses the same cloth to wipe down the toilet and sink. These stories play into the negative stereotype of the profession and, as we see it, just aren’t fair—99 percent of custodial workers aren’t thieves or villains. That’s why it’s important to celebrate the positive stories that truly reflect the heart of most people who work so hard cleaning the buildings where we stay, work, learn, heal and visit.

Cleaning Workers with Big Hearts

The first story comes from Northern Kentucky, where a janitor who earned $3.70/hour or about $7,000 year in 1976—a little ore than midway through his career. Alvin Randlett never graduated from high school, but spent 32 years working for a local elementary school before retiring in 2001. Known for his hard work and dedication to the school, his close friend shared that people all around town knew him and would yell out to him in passing, often giving him a hug. Never touching a dime of his pension, Randlett willed his life savings of $175,000 to child abuse victims through the Kentucky Child Victims’ Trust Fund. 

Across the river in Cincinnati, an elementary school janitor was recently named the 2018 Cintas Janitor of the Year. Beloved by students, parents and staff at a public elementary school, “Mr. Bob” received more than 182,100 votes to earn the title. In the week prior to the announcement, Mr. Bob worked with students to build bird houses for their mothers for Mother’s Day. In thanking those who helped him win, Mr. Bob said, “Make no mistake, the $5000 is incredibly awesome and will go to great use; however, the real prize is the way I was made to feel. That is priceless.”

Our neighbors to the north in Novia Scotia shared a story last week about a much-loved janitor who worked at a nursing home for 40 years. Johnny MacLeod lives with Down syndrome, but that had no impact on his performance or attendance. In fact, co-workers told the media that he never complains. 

“No matter what you would ask of him, he would never say to you, ‘That’s not my job,’” says support services manager Carolyn Zwicker. “He just takes it and just goes with it. He’s just amazing. We can’t imagine life without our little Johnny.”

Then there’s the story of Scott LaFayette, Sandia National Laboratories’ (SNL) 2017 Custodian of the Year and a 2017 Outstanding Cleaning Worker. Scott LaFayette retired from the Albuquerque Police Department (APD) after serving 22 with the department and joined the Sandia custodial team. Presently, Scott is assigned custodial duties within critical and high-visible buildings at SNL. He ensures that these buildings are always clean by adding a touch of excellent customer service in his work. Scott is ardently aware of the expected Engineering Safety culture pursuit within SNL.

He began his career at APD as a Patrolman, advancing up the ranks to Field Training Officer, Sergeant (four years), and retiring as a Lieutenant (seven years). Scott received his Bachelor’s Degree in Criminal Justice from University of Saint Thomas in Saint Paul, Minnesota.

There are so many incredible people who keep the cleaning industry moving. Without the custodians and janitors, there would be no one to use the cleaning products that are manufactured, no one to remove dirt from our buildings to keep them healthy, no one to train and use the cleaning systems we design.

Whether you see this job as a transition in your life or a full-time career, whether you work in a school, a hospital, a hotel or an office building, know that we see you. We understand the hard work you do. We know it can be painful at times. But we also know that to do the work you do, it takes incredible strength, patience and perseverance. It takes a special kind of person to be a custodial worker. A person with a lot of heart. Thank you for all that you do.

Nominate a custodial worker you know who demonstrates excellence in everything they do for a 2018 Outstanding Cleaning Worker award by July 16, 2018. These awards will be presented during the 2018 (OS1) Users Symposium in Park City, UT, Aug. 6-8, 2018.

Three Things You Need for Your Custodial Operation to be Successful

When I started my job as a housekeeper at the only hotel in my small town, I was shown my cart, a vacuum and how to make a bed. The “trainer,” or the woman I was supposed to follow for the day, had called off work, so I was on my own.

“If you have any questions, just dial number one on the phone,” said the housekeeping manager. And off I went.

I was 17 at the time, and my mom will be the first to tell you that I didn’t know a thing about cleaning my own room, let alone 10 rooms in a hotel. I lasted about two weeks. I am process driven and there wasn’t a single procedure in place in that department (at least, no procedures that were shared with me). I also love science, and I had no idea that a lot of what I was doing had a scientific application. When I completed my assigned rooms, I clocked out and told my boss I’d see her tomorrow. That was it.

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Too often, people treat cleaning like it’s something that anyone knows how to do, but there’s a big problem with that approach. It gives the unspoken message to custodians and housekeepers that they are replaceable. If they don’t show up, anyone can come in and do their job. When there’s little to no training, it tells them that the job isn’t skilled. It doesn’t show them that they can actually make a career—a good, well-paying career—in the cleaning industry. Ultimately, treating cleaning like it’s something that anyone knows how to do reduces the value of both the work and the people performing the work.

Is there any wonder why custodial operations have problems with turnover and attracting younger people to the industry?

At ManageMen, when we look at cleaning, we see it as a profession grounded in three disciplines. We refer to these disciplines as the “three-legged stool” of cleaning. When you don’t ground your custodial operations with these elements as your foundation, you’ll be more prone to common issues such as outsourcing, high turnover and low employee morale. There’s also a good chance you’re actually polluting the indoor environment rather than cleaning it.

The three core elements of a successful cleaning operation include:

Engineering: The standardization, simplification, best practices and ongoing benchmarking of a cleaning program amongst top organizations that establishes as a best-in-class operation.

Science: The studies and research that validate the engineering elements of the cleaning operation, methods to improve safety and compliance with workplace safety laws, pollution reduction and development of workplace topophilia (or the love of the indoor environment).

Professionalism: Systems that enhance value of and appreciation for cleaning workers in the overall building operations, through education, skills validation, career path and recognition programs.

We all know by now that the cleanliness of our buildings has a huge impact on the health and  productivity of building occupants, while also playing a key role in an organization’s brand. It can also be a differentiator when trying to attract new customers or employees — who wants to work in a dirty building?

Rather than treating custodial like Cinderella — pushing her to the background while other areas get more attention and budget — we need to start grounding our custodial operations in engineering, science and professionalism.

Custodial work is not a job that just anyone can do. It’s a profession that requires skilled training and respect. When we treat it as such, we’ll not only improve the levels of cleanliness in our buildings, but perhaps we’ll give new workers to our industry a better appreciation for the work and how they can build a successful career in this industry.

 

Custodial Training for Different Learning Styles

In few occupations will you find a more diverse group of workers than the commercial cleaning industry. And while it’s one of the most labor intensive industries in the world, it’s one that is often recognized for its lack of professionalism, inefficiencies and low morale.

We want to change that.

Who is cleaning? Everyone, basically.

Every building needs cleaned and often doesn’t require workers to speak English, so it’s an easy point of entry for individuals looking to begin their lives in the U.S. Custodial work can also be great for people with physical or mental disabilities. Organizations like Goodwill and our friends at the Los Angeles Habilitation House (LAHH) offer programs to provide career opportunities in cleaning to individuals with disabilities.

Custodial workers also represent a variety of age ranges. From a young person who gets their start in the industry as their first job, to an older person who either has been a custodian for several decades (or maybe started cleaning to escape the monotony of retirement), most custodial departments have workers representing several different age groups and generations.

All of these differences can make training a challenge. Fortunately, even though teams are very different, there are similarities to the way people learn. And when you develop a consistent approach to training, you improve the consistency of the cleanliness being performed. Win!

Types of learning styles

Depending on who you ask, there can be as many as eight to 10 different learning styles. For the sake of simplicity, we’ll refer to the VARK model, introduced by Neil Fleming in the late 80s.

According to the VARK model, people best learn according to one of the following four types:

  • Visual (pictures, diagrams)
  • Auditory (lectures, discussion)
  • Reading/writing (text books, note-taking)
  • Kinesthetic (experiments and hands-on activities)

When training custodial workers, it can be helpful to have these types of learning styles in mind to make sure workers are learning—and retaining—as much information as possible.

What’s happening at LAHH

LAHH has built its business on training, believing that only through effective training and education can the organization fulfill its commitment to helping its team members and employees realize their full potential in the building services field. It has a comprehensive training system that ensures workers receive information in a variety of different ways, to accommodate different learning styles and their specific disabilities.

A custodial worker at LAHH takes an online course through ManageMen.

When a worker first joins LAHH, they receive extensive training called Boot Camp, which is provided in a classroom setting using ManageMen’s certification courses. This format enables the (OS1) trainer to see the unique strengths of each employee and tailor sessions and materials to their specific need. It also allows them to move through the (OS1) process using the (OS1) Boot Camp Playbook, at a speed that is appropriate to each student’s learning ability.

Materials presented in the Boot Camp material are very visually heavy, accommodating visual learners and readers who prefer to read through the text. Presenting the material in a classroom format helps auditory learners and systems are then tested to accommodate kinesthetic learners.

How online learning simplifies learning and allows workers to move at their own pace

We’ve been piloting a new online learning system that enables custodial workers to move at their own pace, utilizing a variety of materials presented in different forms to improve the cleaning knowledge workers retain. Covering everything from the basics of microbiology to specific steps for cleaning, the online program offers greater flexibility because it can take place anywhere, at any time.

A new class of graduates have successfully completed their certification.

Seeing the value online training would provide to its workers, LAHH was one of the first to test the online educational platform. LAHH employees were provided with a computer and were shown how to log onto the online Janitor University portal. Through easily navigable prompts, each user was guided through the training curriculum specific to their assignment. The curriculum is presented in the form of videos and slides. LAHH also holds a bi-weekly classroom training to supplement the online modules, but the online system made it easy for team members to guide themselves through the coursework at their own pace. Some users still required the assistance of a mentor/coach or family member, but most employees have been able to navigate the system on their own.

“We’ve found the video and all the educational material, such as the Playbook, scouting report and (OS1)ian language offered in the online system to be very effective for training our employees,” said Guido Piccarolo, CEO. “Our team can access the video and the material from their own devices and it has been very effective in helping them learn and retain the information.”

Looking for a consistent level of clean? Training matters. 

When it comes to training custodial workers, you want to provide a consistent curriculum so you know that everyone receives the same information. Contrary to popular belief, you can’t just throw a mop into someone’s hands and expect them to know what to do. You can’t also depend on whomever is on duty to just “show them” what to do.

If you want to improve the levels of cleanliness in your buildings, a good first step is to look at the way your training custodial workers. Make sure they are all being trained in the same manner, using a variety of different methods to appeal to different learning styles.

“It’s all to do with the training: you can do a lot if you’re properly trained.” Queen Elizabeth II

Our Top Seven Posts from 2017

As we wind down an amazing whirlwind of a year, we’d first like to thank you for taking the time to read our musings on cleaning. We’re almost a year into this blogging thing and have learned so much about what you want to read, how you read it and ways we we can continue to deliver great information to help improve the way you look at and manage your custodial departments.

Earlier this month, we also launched the first issue of “Cleaning Matters,” a monthly electronic newsletter with best practices related to cleaning management and information to keep you updated about what’s happening in our world. If you didn’t receive a copy of it and would like to subscribe, please click here.

As we work to develop our calendar for next year, we thought we’d leave you with a recap of our top posts from this year. Here are the five most “liked” and clicked on posts from 2017:

  1. Let’s Take a Minute to Thank a Cleaner: Our tribute to the hardworking people who work when most others are sleeping, cleaning the buildings where we live, work, learn, heal and play.
  2. What Happens When People Walk into a Building and See Dirt: A study found that 99 percent of people would have a negative perception of a business that wasn’t clean. When it comes to repeat customers, it turns out that appearance really matters.
  3. Think “Janitor” Is a Dirty Word? No, and Here’s Why: In this post, we dive into the origins of the word “janitor” and look at the profession of cleaning around the world.
  4. The Problem with the Way We’re Training Custodial Workers Today: Too often, custodial workers are handed a mop and told to clean without much additional instruction. We look into why that approach can yield big issues for a business.
  5. Provo City Schools – Part I: What is “Clean,” Anyway? We examine Dr. Jeffrey Campbell’s ground-breaking study on the impact of cleaning on public health in a three-part series; Part I looks at how we define cleanliness.
  6. A Look at Restrooms Around the World on World Toilet Day: From bayakou in Haiti to tsukaiyausa in Japan, a glimpse at restrooms and sanitation around the world.
  7. How You Can Use Data to Reduce the Threat of Outsourcing: How to get the data you need to prevent your custodial department from being outsourced.

Again, thank you for your support over the past year. We have some incredible things planned for 2018 and are so excited to have you along for this journey. If you have a topic you’d like to learn more about in the coming months, let us know and we’ll put it on the schedule!

Why Cleaning Professionals Are Flocking to Janitor University

You know that feeling you get when you step off a roller coaster? That disoriented moment when you try to collect your thoughts because the rush was so incredible that “what’s next” becomes secondary to “wow, I can’t believe that just happened.”

That’s us right now, coming off a high from one of the best weeks of Janitor University (JU) in its almost 25-year history. We had the largest class in several years, with a diverse group of attendees joining us from academia, government agencies, laboratories and building service contractors. Some attendees were taking refresher courses to earn their masters or professor certificates, but we also hosted a lot newcomers to the class. Why is this exciting? Because it tells us that many professionals are interested in learning how to manage cleaning in a way that promotes a healthy indoor environment rather than polluting the indoors by spreading around dirt through ineffective products and practices.

As students get settled in on the first day, we talk through the current issues in the industry and why a standardized approach to cleaning is so important.

Since we’re regularly out in the field working one-on-one with managers, janitors and custodians, we have a lot of great images and stories that bring these points to life. The most important lesson during the first day of class is the stigma attached to cleaning and how we need to work in a way that brings professionalism to the industry and pride to the individuals performing the work. tThe first day of this course sets up the next day where we defined what a high performance cleaning system looks like.

On the second day of the program, we review the four most important functions of cleaning management. This includes:

1) Daily kitting and how to monitor the amount of solution and product used by custodial workers.

2) Tracking communication for complaints, requests, mistakes and compliments.

3) Practical tracking of equipment use in order to plan for preventative maintenance.

4) Performing quality assessments internally based on process factors. We like to call this “quality assessments without the white glove.”

Another great piece students to JU enjoy is the work loading exercise. Recognizing that most cleaning professionals can’t agree on a common-set of work loading terms, we distill the components into a game to help simplify the principles behind work loading. Because, simplification! Beyond all the knowledge and education, attendees also benefit from the networking that happens during the event. We regularly hear stories from people who develop professional contacts and friendships that last long after Janitor University is over.

All attendees are encouraged to sign up for the class at least once every three years, because we’re regularly updating the curriculum so it reflects the current recommended best practices for cleaning.

Albert Einstein once said, “The measure of intelligence is the ability to change.” As an industry, we have to get smarter and change the way we’re cleaning our buildings. If the students to last week’s JU are any indication, we’re on the way. We’ve had more than 2,000 people complete the program over the years, and attendees regularly tell us that JU is the most comprehensive cleaning management curriculum they’ve seen.

If you’re interested in participating in an upcoming Janitor University, stay tuned! We’ve got exciting news as we’ll be taking JU on the road in 2018. We are looking for more ways to enable cleaning professionals to participate in our courses, so we hope you’ll join us!

 

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The Universal Language of Cleaning

Language. It’s one of the most beautiful yet challenging aspects of training custodial workers. Because many cleaners have either recently immigrated to the U.S. or are first-generation citizens, our trainers and auditors encounter a variety of languages in the field—Spanish, Korean, Vietnamese, Chinese, Burmese, French and Polish, just to name a few. Within those languages, we encounter even more sub-languages; for example, Cubans in Florida speak a different dialect of Spanish than Guatemalans. The French spoken by Haitians is different than French spoken in Montreal. You can imagine the challenge this presents during training or when we create training materials for custodial workers.

One might think that because many immigrants tend to live in close-knit communities with others from their same region, that they may not want or need  to learn English when they come to the U.S.; however, research points to the opposite. In the book “Learning a New Land: Immigrant Students in American Society,” researchers found that 99 percent of immigrant students studied felt that English was important for them to learn. Many immigrants want to learn English not only to assist with social interactions, but because they feel it’s critical for success—another study reveals that 85 percent of immigrants say that it is hard to get a good job or do well in the U.S. without learning English.

So how do we communicate with workers while also providing them with tools to educate and empower them? We do it with the language of (OS1ian). If you’ve ever spent any time in a hospital listening to doctors and nurses converse, you know that they have their own set of terms which can make it sound like they are speaking gibberish to anyone not in the medical profession. Similarly, lawyers communicate using “legalese”—technical jargon that fill legal documents. So, we asked, why not develop a professional language for the cleaning industry?

Just a few of the key terms a Restroom Specialist must learn to speak (OS1)ian.

(OS1)ian — a universal language for the cleaning industry— was developed based on specialist duties and identifyed key terms associated with each position. Each position has approximately 45 basic words and 10 to 15 terms that a specialist must be able to use in their day-to-day operations. For example, the vocabulary of a vacuum specialist includes vac station, paddle tool and inspect plug. A light-duty specialist will learn terms like wastebasket, barrel and fill line.

To assist with literacy, specialists complete an (OS1)ian worksheet in Boot Camp with the key terms provided in greyscale. The intent isn’t to test or trick workers, but to help them develop both written and oral proficiency of the terms. As the cleaner adopts new responsibilities, their vocabulary will expand to include as many as 250 phrases, helping them develop a working English vocabulary.

Before rolling (OS1ian) out, we tested it with a third-shift crew at the University of Massachusetts at Amherst who spoke Chinese, Russian and Romanian. It was met with an overwhelming reception—finally, we were all able to speak the same language. In years since, we’ve found that using a standardized vocabulary benefits workers with dyslexia, functional illiteracy and cognitive perception disorders.

When everyone speaks the same language, cleaning processes and systems are safer and more efficient —there are fewer misunderstandings and mistakes. But the benefits extend well beyond the workplace—learning (OS1ian) empowers workers personally as well. It provides them with common set of English terms to set them on a path of career success as they create a new life in the U.S.

The limits of my language are the limits of my world.

‒Ludwig Wittgenstein

The Problem with the Way We’re Training Custodial Workers Today

So he could afford his daughter’s tuition at a local private school, Bob took on a second job as a custodian at the school. He looked forward to the job, much of his day was spent behind a desk, so custodial work would keep him active and involved in her school. He was also was excited to learn something new.

On his first day, Bob showed up for work and was shown a short movie about cleaning chemicals and how to use them. Next, his boss showed him his cart which overflowed with spray bottles, cloths, bags, gloves, floor scrapers and mops. “Duane’s going to show you around tonight,” he advised. “Tomorrow you’ll start on your own.”

“I’ve been doing this for 22 years,” Duane told him as they walked between classrooms. “I know they say to clean from top to bottom, but I’ve got a great system down that works for me.”

The next day, Bob was on his own. The work was hard—much harder than he expected. He strained his back emptying trash and his hands cramped from mopping the floor. When he woke up the next morning, he had trouble getting out of bed. After a few weeks, Bob quit. He found another job at a local warehouse that would help him supplement tuition costs. But had he received the proper training, there’s a good chance Bob would still be there today.

 

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Injury caused from improper lifting or repetitive motions is just one of the many issues that can result when we neglect to train our custodial workers. In many cleaning operations, custodial training includes a hodgepodge of show-and-tell, classroom-style instruction and vendor-led training programs specific to a particular product. Very few cleaning operations have a comprehensive training program in place that not only teaches employees HOW to clean, but WHY they clean. Training should not only provide workers with the overall understanding of why their jobs are critical and how cleaning impacts the health of people in the buildings they clean, but also protocols for how and when to perform specific cleaning tasks.

Last week, we held our annual (OS1) Coach Class. This intensive two-day program provides trainers and instructors with the latest information and resources needed to maintain a world-class cleaning program. One of the key benefits to this class is that participants share best practices and insights they have gathered as they plan their schedule for the upcoming year. We are continually updating our curriculum so that all of the (OS1) trainers and coaches have the most recent research and data to support their cleaning protocols. The coaches then take these training programs back to their facilities and use them to conduct ongoing education for their custodial teams during the next year. 

Participants in our (OS1) Coach Class spend an intensive two days learning and planning custodial training programs for 2018.

Our studies have found that cleaning operations supported with a comprehensive training program, such as that which is provided within the (OS1) System, can improve productivity by as much as 16 percent. In one example, the average square footage of cleaning productivity (SFPE) improved from approximately 27,000 SFPE to 39,000 SFPE. There are several reasons for this:

  1. Cleaning workers understand their importance of their work as it relates to the success of the business and the health of building occupants.
  2. They are taught how to properly perform cleaning tasks in a way that minimizes risk and injury.
  3. Workers are empowered through the educational process and receive one-on-one coaching by expert trainers.

It’s time we stop treating custodial work like it’s something that everyone automatically knows how to do. We can’t just throw a mop in someone’s hand and expect them to go to work. This approach results in the issues many cleaning operations face today: injuries, high turnover and low-morale. Cleaning is a profession, and like any professional field requires proper training and education.

As Henry Ford, founder of the Ford Motor Company, once said, “The only thing worse than training your employees and having them leave is not training them and having them stay.”

If you don’t have a comprehensive training program in place for new employees and continuing education programs for your current staff members, it’s time to give some thought to how you can improve these resources. Your cleaning program deserves more and so do your employees.

The Five P’s of Pathogen Cleaning

As any professional in our industry knows, cleaning isn’t just about removing dirt, but also stopping the spread of bacteria and infection in the buildings we clean. It’s not just about appearance, but also about health—the health of the people in the building and the people cleaning the building.

As we wrap up our safety series for National Safety Month, we’re putting the spotlight on pathogens. More than ever, educating our custodial teams about pathogens—what they are, how they spread and what cleaners can do to protect themselves—has become critical beyond the healthcare world. Cleaners in a variety of public and private settings are regularly exposed to biological hazards that carry risks and responsibilities. Equipping custodial workers with the education they need to effectively clean for health not only empowers them, but will also improve the health of our buildings.

When training custodial teams about pathogens, consider the Five P’s of Pathogens.*

The five P’s include:

  1. Pathogen types: Broadly speaking, a pathogen is basically anything that can cause disease. Different types of pathogens may include:
    • Bacteria: Bacteria are single-celled organisms that can thrive in extreme conditions. They do not require a living host, such as a human being, in order to reproduce. Salmonella, E.coli and MRSA are just a few of the types of bacteria that custodial workers would encounter.
    • Viruses: Generally smaller than bacteria, viruses require a living host to reproduce. Viruses are likely to produce an outbreak of illness, such as influenza or the common cold.
    • Parasites: Parasites live on or inside a living host. They can cause a variety of issues, including nausea and muscle pain. Examples might include headline or tapeworm, depending on the mode of transmission.
    • Fungi: As the name implies, fungi are molds and yeasts that commonly cause respiratory problems in humans.
  2. Pathways: The primary way a pathogen can enter your body is through inhalation, ingestion (in food or water) or through direct contact with bodily fluids or blood. Custodial workers with cuts or abrasions and who do not use protective gloves can be at higher risk of exposure.
  3.  Problems: If a pathogen enters the body, it can result in temporary illness to the custodial worker, such as influenza or a cold, to something more dangerous and deadly, like MRSA. Because custodial teams often touch many surfaces in a building, they also have the potential  or spreading the pathogen unknowingly, which is why proper hand washing is essential.
  4. Places: Pathogens can be present on most hard surfaces, but are commonly found on fomites, or high-touch areas, which include light switches, elevator buttons, telephones and door handles. Kitchen areas and restrooms can also provide hospitable environments to pathogens.
  5. Protection: Wearing the proper personal protective equipment (PPE) is essential based on the potential hazards that may exist. Protective gloves and hand washing between areas can be an effective way to break the chain of infection.

For custodial workers to take pride in what they do, they need to be educated on the importance of their work and recognized for their efforts. We have a quick reference guide to understanding all of the microbiology used in the cleaning industry that you can use in your educational programs. “Microbiology for Cleaning Workers Simplified” offers the basics to help cleaning workers understand the basics of sanitation, vocabulary and the history of cleaning for health. You can check it out here. 

*This is by not intended to serve as a comprehensive resource on pathogen cleaning, but a baseline primer you can use to help educate custodial workers.

Janitor University: Educating People from Around the Industry and Beyond

Approximately 10 percent of the average custodial budget is dedicated to “stuff” or the products and equipments used to clean the facility—that’s about $20 billion a year, based on our estimates. The other 90 percent of a custodial budget is dedicated to labor, which adds up to approximately $200 billion a year. Outside of a few federal regulatory standards established by agencies like the Occupational Health and Safety Administration (OSHA) and the Environmental Protection Agency (EPA), very few standards or systems are in place to regulate how cleaning is performed. As a result, people clean in a variety of different ways, which results in cleaning that looks like this:

and this:

There’s also a large gap in the amount of training resources available to educate facility managers and custodial professionals on how to manage the products and equipment used in their business (10%) and the amount of training to help them manage the labor (90%).

There are several fantastic training programs offered by manufacturers and distributors around topics like disinfection and stain removal, but very few provide insights on how to create a career path for frontline cleaning workers to reduce turnover.

That’s where Janitor University (JU) comes in. JU is a professional development class designed for cleaning executives, facility directors, contractors and anyone else with relationship to a professional cleaning operation. The curriculum, developed by end-users, is updated on an ongoing basis and largely focuses on how to manage that 90 percent of your budget. It teaches attendees how to develop custodial operations that can be managed and tracked on a daily basis.

We’ve recently started to see more people attending JU who aren’t directly responsible for cleaning operations, but, for example, may be designing the rooms and picking the surfaces in a hospital or laboratory that will need to be cleaned and maintained. This tells us that more people are paying attention to cleaning and understanding its impact—a great thing! Last week, we hosted a JU Train the Trainer course that included representatives from one of the leading facilities management companies, industry manufacturers, product designers, professional trainers and an architect!

Our April Train the Trainer session brought together dozens of people, including facility management professionals, designers and architects.

When people come out to JU for the first time, they never know what quite to expect. While we do a lot of classroom style instruction during a JU session supported by real-life scenarios and data we’ve collected, there is also a lot of dialogue and sharing between participants. Attendees to JU will leave with several new contacts, an understanding of how to effectively manage that remaining 90 percent of their budget and have hopefully had some fun!

As anyone who is responsible for cleaning knows, custodial operations have a significant impact on the health of building occupants, the lifespan of a building and the overall cost of a facility’s budget (more than 30 percent!). So it’s exciting to see the different groups of people who want to learn more about what we do. When more people understand how to clean using a systematic and measurable approach, everyone wins.

The Cleaning Gazette – January 2015