DescriptionSonora Behavioral Health is Now Hiring: One Full Time Housekeeper - Responsible for a combination of cleaning activities to maintain a clean and healthy patient care environment. Must be able to work 12pm-8:30pm, Monday through Friday.ESSENTIAL FUNCTIONS:
Perform specific cleaning and custodial tasks in the general upkeep, sanitation and cleanliness of the facility.
Disinfect rooms, furniture, fixtures, equipment and supplies, using appropriate processes and germicides or cleaning equipment.
Perform other housekeeping duties, such as move and arrange furniture, turn mattresses, clean kitchens, cooking utensils, silverware, sweep, scrub, wax, or polish floors as needed.
Launder soiled linens as directed.
Maintain adequate cleaning supplies for department/unit use.
Properly clean and store all equipment and supplies after each shift.
Prepare rooms for meetings and arrange decorations, media equipment and furniture for facility functions.
May be responsible for stocking of supplies.
Routinely practice infection control measures.
Perform other functions and tasks as assigned.
EDUCATION/EXPERIENCE/SKILL REQUIREMENTS:High school diploma or equivalent required. Prefer previous experience in housekeeping in a commercial, clinical or healthcare environment; basic reading, writing, speaking skills and understand English sufficient to provide and receive instructions/directions.ADDITIONAL REGULATORY REQUIREMENTS:
Must be eligible and/or have a valid Fingerprint Clearance Card through the Arizona Department of Public Safety (as required per program requirements).
Must be 21 years of age or older per Arizona Admin code R9-10-406.
QualificationsBehaviorsPreferred
Team Player: Works well as a member of a group
EducationRequired
High School/GED or better
ExperiencePreferred
Previous commercial, clinical or healthcare cleaning practices preferred
Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
