Casual Caretaker

Full Time Custodian (Caretaker)

**Hourly Rate**: $21.44/hour (plus 4% vacation pay)

**Location**: Halton Region (Acton, Burlington, Georgetown, Milton, Oakville)

**Work Schedule**: 12 months/year, 8.5 hours/day (Monday-Friday)

**Hours of Work**: Afternoon Shift (3:00/3:30pm - 11:30pm/12:00am)

Benefits of Working as a Custodian (Caretaker)?

**Our Custodians (Caretakers)**:
Contribute to the well-being of our students and staff;
Usually work full time hours;
Receive comprehensive training on the technical aspects of the position;
Are mentored by Area Supervisor and staff;
Are paid $24.20/hour (plus 4% vacation pay) after successfully completing a six (6) month probationary period;
Have the opportunity to move from Casual to Permanent Custodian;
Permanent Custodians receive guaranteed full time hours, paid vacation and a comprehensive benefits and pension package

Work regular afternoon shifts (after the school day) Monday - Friday;
May work day shifts during March Break, Professional Development Days and during the summer months.

**Qualifications/Requirements**:
Completion of a High School Diploma or an equivalent combination of experience and education are required;
Safety conscious; familiarity with Hazardous Materials & Material Safety Data Sheets (MSDS);
Ability to understand ratios and safely mix cleaning products;
A valid driver’s license is required as well as access to a reliable vehicle as casual custodians are required to work in various sites within the region of Halton, potentially during a shift;
Customer service driven;
Collaborative team player;
Ability to work independently;
Creative problem solver;
Quick learner;
Effective communicator;
Previous related experience is a definite asset.

The Halton Region has been growing fast and growth is projected to remain strong for the foreseeable future. The region's population is anticipated to almost double in size by 2051, from a current population of 596,637 to a projected population of 1,100,000 by 2051.

Applications submitted directly to the Human Resources Department or the School will not be considered or processed.

First consideration for posted vacancies will be given to qualified applicants from the employee group in which the vacancy occurs.

**Equity**:
The Halton District School Board recognizes that, consistent with the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), the Ontario Human Rights Code and the Canadian Charter of Rights and Freedoms, employment practices and procedures at all levels should reflect, demonstrate understanding of and respond to a diverse population. The Board is committed to providing a workplace environment that is fair and equitable to all.

In our efforts to ensure an inclusive, diverse and representative workforce, we will:
value, promote and encourage the hiring of staff from under-represented communities;
grant first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities. Where a collective agreement or terms and conditions govern the hiring or promotional process, this will be done in a manner that is consistent with the School Board’s obligations.

**Applicant Self Identification Questions**:
As part of the recruitment and selection function, the HDSB will collect voluntary self identification data from applicants in accordance with the Ontario Human Rights Code, HDSB’s Teacher Hiring Practices Administrative Procedure, HDSB’s Employment Equity Policy and Ontario’s Anti Racism Data Standards:
Personal information on this form is collected under the authority of the Anti-Racism Act, 2017, S.O. 2017, c. 15, in compliance with the Municipal Freedom of Information and Protection of Privacy Act, R.S.O. 1990, c. M.56. In accordance with HDSB’s Employment Equity Policy, personal information collected on this form will aim to achieve an inclusive, diverse and representative workforce. It works to intentionally identify and remove barriers for equity-deserving communities at each stage of the hiring process. Encouraging diversity of the workforce in the school board is vital because the workforce should be reflective and representative of the community.

Although hiring policies must adhere to the qualification requirements set out in applicable Regulations (eg. Regulation 298, “Operation of Schools - General”) and any applicable collective agreement provisions, the Board recognizes the importance of the following when developing its selection and evaluation criteria:
valuing applicants’ additional experience, lived experience, skills, backgrounds and perspectives; and

granting first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities.

We encourage you to respond to our voluntary applicant self-