Custodian Job Description Template and Examples 2025

This custodian job description blog gives you a copy-ready template, setting-specific examples, salary guidance, and compliance language so you can publish a complete, transparent posting today.

Jump to the copy-paste template, setting-specific examples, or pay guidance.

What Is a Custodian? (Quick Definition)

Here’s a plain-language definition so your posting aligns with what candidates expect.

A custodian maintains the cleanliness, safety, and basic upkeep of buildings and grounds.

The role typically includes:

Daily cleaning
Trash removal
Restroom sanitation
Simple maintenance tasks
Event setups and breakdowns
Routine safety checks

Custodians work across schools, hospitals, offices, and public spaces to keep facilities clean, stocked, and hazard-free for occupants.

Expect frequent interaction with building users and coordination with facilities staff to keep operations running smoothly.

Core Responsibilities of a Custodian

Here are the core duties hiring managers expect from a custodian. This section helps you clarify scope and set realistic workload expectations.

Custodians manage a mix of cleaning, light maintenance, and safety tasks. They operate equipment, follow chemical handling procedures, respond to work orders, and support events or seasonal deep cleans.

In many organizations, custodians also help monitor inventory and report building issues. Framing your posting with these themes helps candidates self-assess and reduces mismatched applications.

Use the following lists to assemble a balanced, copy-ready custodian job responsibilities list in your posting.

Daily tasks

These daily tasks anchor the role and should be prioritized on a custodian schedule.

Sweep, mop, vacuum, and dust common areas, offices, classrooms, and corridors
Clean, sanitize, and restock restrooms and break areas to hygiene standards
Empty and dispose of trash and recycling; replace liners and manage waste rooms
Spot-clean glass, walls, and high-touch surfaces; respond to spills immediately
Replenish supplies (paper, soap, sanitizer) and track inventory usage
Lock/unlock doors, secure spaces, and set up rooms/furniture per event needs
Complete work orders and log tasks in a CMMS or work order app

Periodic and deep-clean tasks

These duties happen weekly, monthly, or seasonally and should be scheduled.

Deep-clean floors (scrub, strip, wax, burnish) and shampoo carpets
Clean vents, blinds, high surfaces, and light fixtures; remove cobwebs
Pressure wash exterior walkways and clean entrances/lobbies
Perform minor repairs (replace bulbs/filters, tighten hardware, patch scuffs)
Service equipment (inspect cords, replace pads/filters, clean tanks)
Assist with snow/ice removal and seasonal groundskeeping as needed
Support moves, surplus pickup, and large-scale event setups/breakdowns

Safety and hazard prevention

Safety is core to a custodian’s work and should be explicit in your job description.

Follow OSHA Hazard Communication (HazCom) for chemical handling and labeling
Use proper PPE; set wet-floor signs; cordon off hazards; report unsafe conditions
Handle sharps and bodily-fluid cleanups only when assigned and trained, following site Bloodborne Pathogens (BBP) procedures
Store and dilute chemicals as instructed; never mix different cleaning chemicals (OSHA/NIOSH advisory guidance)
Lockout/tagout equipment as directed by facilities procedures
Conduct routine safety checks (exits, fire extinguishers, trip hazards)
Participate in safety meetings, drills, and incident reporting

Requirements, Skills, and Certifications

Set clear, realistic qualifications to improve applicant quality and reduce misalignment.

Many employers hire for reliability and train on equipment and chemicals.

You can differentiate “minimum” vs. “preferred” to broaden your candidate pool while still highlighting excellence. Explain which qualifications are needed for assigned duties and which are preferred; have counsel review applicable posting requirements.

Minimum requirements (education/experience)

According to BLS entry guidance, janitors and building cleaners typically do not need formal education to enter the occupation. Some employers require or prefer a high school diploma or equivalent, and most workers learn on the job. Use these employer-adjustable examples and select education and experience requirements for the actual duties:

[Employer-selected education requirement, if any, or relevant experience]
[Employer-selected experience requirement, if needed for assigned duties]
Ability to read safety labels/SDS and follow written and verbal instructions
Basic mechanical aptitude for light repairs and equipment use
Ability to work assigned shifts, including occasional weekends/holidays

Preferred skills and soft skills

These skills elevate performance, safety, and customer satisfaction.

Experience with floor care (strip, wax, burnish) and carpet extraction
Familiarity with CMMS/work order apps and inventory tracking
Strong attention to detail, time management, and accountability
Customer service mindset; professional, respectful communication
Teamwork across facilities, maintenance, and security

Safety training and credentials (OSHA, HazCom, BBP)

Separate preferred credentials from training needed for assigned tasks. The OSHA/NIOSH cleaning-chemical guidance states that training must precede use of hazardous cleaners. The document is advisory guidance, not a regulation.

OSHA 10 General Industry or equivalent safety orientation (preferred)
Hazard Communication (29 CFR 1910.1200): training before using hazardous cleaning chemicals
Bloodborne Pathogens (29 CFR 1910.1030): confirm training for employer-assigned exposure-related duties and site procedures
Ladder safety, slips/trips/falls prevention, and ergonomic lifting
Chemical-specific training (dilution systems, disinfectants) and SDS access

Physical Demands and Work Environment (Essential Functions and Accommodations)

Use clear, essential-function language and invite accommodations. Avoid blanket exclusions.

This role works in occupied buildings and utility areas with frequent walking, standing, lifting, and equipment use. Conditions may include noise, odors, temperature changes, and exposure to cleaning chemicals using proper PPE.

Base descriptions on the actual role’s essential functions, not assumed physical thresholds. See EEOC guidance on job applicants and the ADA for essential-function and reasonable-accommodation guidance.

Sample phrasing to tailor; validate loads and frequencies against the actual role:

This role frequently involves standing, walking, bending, reaching, pushing, and pulling carts and equipment.
Example to validate against the actual role: lift and move up to 50 lbs occasionally and 25 lbs frequently, with or without reasonable accommodation.
Regular use of custodial equipment (auto-scrubbers, vacuums) and ladders/step stools.
Work may occur during off-hours and include responding to spills or urgent cleanups.
We provide reasonable accommodations to enable individuals with disabilities to perform essential functions.

Tools, Equipment, Chemicals, and PPE

List typical tools and PPE so candidates understand the safety and technical expectations.

Custodians operate powered and manual equipment and handle EPA-registered disinfectants and other cleaning agents. Clear expectations support safer work and lower equipment damage.

If you use site-specific brands or systems, add them so new hires can ramp up faster.

Common tools, supplies, and PPE:

Equipment: commercial vacuums, backpack vacs, auto-scrubbers, burnishers, extractors, floor buffers, wet/dry vacs, pressure washers
Hand tools: dust mops, microfiber systems, squeegees, putty knives, basic repair tools
Chemicals: neutral/alkaline cleaners, disinfectants, glass cleaners, degreasers, floor finishes/strippers (per SDS and dilution control)
PPE examples: gloves (e.g., nitrile), safety glasses, non-slip footwear, aprons/coveralls, hearing protection, and masks/respirators where appropriate for assigned work. Employers should select equipment through the site’s safety program and confirm any applicable respiratory-protection requirements.
Digital: CMMS or mobile work-order apps; inventory and inspection checklists

Green cleaning and sustainability practices:

Use Green Seal/UL ECOLOGO-certified products and low-VOC options where feasible
Standardize microfiber and color-coding to reduce cross-contamination
Adopt dilution control to minimize waste and exposure
Prioritize daytime cleaning where practicable to reduce energy usage
Track consumables and reduce liners and single-use plastics where allowed

Shifts, Scheduling, and Coverage

Outline shift models to match building usage and service level agreements (SLAs).

Custodial coverage often blends day, swing, and night shifts to balance visibility, occupant support, and deep-clean windows. Clarify on-call, overtime, weekend, and holiday expectations to avoid surprises.

Note any union bidding or seniority rules so candidates understand how assignments change over time.

Common scheduling options:

Day shift (visible service, restocking, incident response)
Swing/afternoon shift (post-occupancy cleaning and setups)
Night shift (deep cleans, floor care, project work)
Rotating weekends/holidays; on-call coverage for floods, weather, or events
Team structures by zone or building; union seniority/bidding may apply

Pay, Benefits, and Transparency

Post the employer’s offered pay range with source notes so candidates can understand compensation; confirm applicable posting requirements with counsel.

Use BLS wage data, recent local postings, and applicable union contracts to research pay. State night/weekend differentials or certification premiums only if the employer offers them. Revisit ranges annually or when compensation arrangements change.

When you publish, explain the employer’s actual pay-setting factors, such as experience, shift, or certifications, where applicable.

US national wage benchmark (BLS, May 2025)

According to the BLS Occupational Outlook Handbook, the US median hourly wage for janitors and building cleaners was $17.71 in May 2025. This occupation-wide national benchmark is not a city rate, hospital-specific wage, or an employer’s advertised pay band.

Research your locality using BLS metro wage data, recent public postings, and applicable union or prevailing-wage information. Record each source’s location, role, and date so you can compare it with the duties and schedule you are hiring for.

Method tip: Use local evidence and your actual compensation arrangements to set the offered range. List shift or certification differentials only when offered; no fixed band width applies to every posting.

Benchmark source: U.S. Bureau of Labor Statistics, Occupational Outlook Handbook, Janitors and Building Cleaners, May 2025 wage statistic.

Common benefits and differentials (shift, certifications)

Use this checklist to describe benefits, paid training, and differentials the employer actually provides. Include only offered items and explain any eligibility conditions.

Health, dental, vision; HSA/FSA options
Paid time off, holidays, and sick leave; floating holidays
Retirement plan (401(k)/403(b)) with employer match
Uniforms, footwear stipend, and PPE provided
Paid training (floor care, HazCom, BBP) and certification premiums
Shift differentials for nights/weekends; on-call/OT pay
Transit or parking benefits; tuition or certification reimbursement

Setting-Specific Variants (Copy-Ready Examples)

Use these examples to tailor the custodian job description to your environment.

School custodian job description example

Clean and sanitize classrooms, restrooms, cafeterias, gyms, and buses as assigned
Support classroom setups, assemblies, and athletic events with equipment/furniture moves
Maintain hallways, lockers, and entrances; remove snow/ice and apply deicer
Restock and track supplies; secure classrooms and monitor lost-and-found
Perform minor repairs (hinges, floor tiles, bulbs) and promptly report hazards
Follow district safety protocols, including HazCom; handle student-related bodily-fluid incidents only when assigned and trained, under site BBP procedures
Collaborate with teachers, office staff, and security to support a safe campus

Hospital/EVS custodian job description example

When assigned and trained, perform terminal cleans and daily disinfection of patient rooms, ORs, and isolation areas under site procedures
Follow site infection prevention and BBP procedures for assigned work, including contact/droplet/airborne precautions as applicable
Handle regulated medical waste, sharps containers, and soiled linen only when assigned and trained, per site policy
Clean waiting rooms, restrooms, labs, and staff areas to hospital standards
Use EPA-registered disinfectants and document contact times and room turnovers
Coordinate with nursing/EVS leads for STAT cleanups and bed-ready priorities
Maintain equipment, replace pads/filters, and restock carts by zone assignments

Office/commercial custodian job description example

Clean lobbies, conference rooms, workstations, restrooms, and pantries per nightly route
Vacuum, dust, spot-clean glass/partitions, and sanitize high-touch surfaces
Maintain supply rooms; replenish paper, soap, and coffee area items
Set up meeting rooms and special events; return spaces to standard layout
Perform floor care and carpet extraction per monthly/quarterly schedule
Respond to tenant work orders via CMMS and close out tasks on time
Follow building security procedures; lock/unlock and alarm as required

Custodian vs. Janitor vs. Porter vs. EVS Technician

Choose the title that best matches duties and industry norms to reach the right candidates.

Custodian: Broad building care role covering cleaning, minor maintenance, and safety across schools, offices, and public buildings.
Janitor: Often synonymous with custodian; sometimes used more for night cleaning or contracted roles.
Porter: Visible, guest-facing role focused on lobby/common-area upkeep, restocking, and quick response during operating hours.
EVS Technician: Healthcare-specific custodial role emphasizing infection prevention, BBP, and room turnover protocols.

KPIs and Quality Standards for Custodial Roles

Define measurable outcomes so custodians know how success is evaluated.

Sample KPIs and SLAs:

Work order response and completion times (e.g., respond within 30 minutes; resolve within 24 hours)
Inspection scores/pass rates on scheduled checklists (e.g., 95%+ pass)
Restroom quality metrics (e.g., complaints per 10,000 occupant hours)
Floor care schedule adherence (e.g., 100% of planned deep cleans completed monthly)
Safety: zero recordable incidents; near-miss reporting participation
Inventory variance and cost per square foot within target range
Customer satisfaction (tenant/staff surveys) at or above benchmark

In-House vs. Outsourced Custodial Services: How to Decide

Use a structured approach to determine staffing strategy based on cost, control, and risk.

Compare in-house staffing and vendor proposals for supervision, continuity, training, administration, and capacity. Verify the resources and service terms each option would actually provide.

A hybrid arrangement—in-house for day porters and outsourced for night or deep cleans—is another option. Decide based on your compliance, quality, and flexibility needs—not just headline hourly rates.

Decision criteria:

Scope and continuity: Which tasks, training, and site knowledge are needed, and how would each model maintain continuity?
Cost: Compare wages, benefits, supervision, training, equipment, and administration with quoted vendor rates, exclusions, and price-change terms.
Quality control: Who supervises the work, and how will service levels, inspections, and corrective actions be managed?
Flexibility and coverage: How will each option cover absences, urgent cleanups, shifts, and peak demand? Verify backup arrangements.
Union and compliance: Check applicable collective-bargaining, living-wage, and prevailing-wage obligations for either arrangement.

Copy-Paste Custodian Job Description Template

Use this custodian job description template as your starting point and tailor for your setting.

Job Title: Custodian

Summary

We are hiring a Custodian to keep our facilities clean, safe, and well-maintained. You will perform daily cleaning, periodic deep cleans, minor repairs, and safety checks while delivering excellent service to building occupants.

Responsibilities

Clean and sanitize restrooms, break rooms, offices, and common areas; restock supplies
Sweep, mop, vacuum, and dust; empty trash/recycling and manage waste rooms
Respond to spills and urgent cleanups; set safety signage and follow site procedures. Handle bodily-fluid or sharps cleanup only when assigned and trained under site BBP procedures
Perform periodic floor care (scrub, strip, wax, burnish) and carpet extraction
Support room setups, events, and moves; secure spaces by opening/closing procedures
Complete work orders in our CMMS; report maintenance and safety issues
Maintain equipment (inspect cords, change pads/filters) and storage areas
Assist with exterior tasks (entrances, sidewalks, snow/ice) as assigned

Requirements

[Insert job-related education and experience requirements, if any]
Ability to read/follow SDS and safety instructions; basic mechanical aptitude
Familiarity with commercial cleaning equipment and safe chemical use
Customer service skills; reliable, punctual, and team-oriented
Preferred: floor care expertise; CMMS experience; OSHA 10 General Industry or equivalent safety orientation
Hazardous cleaning-chemical training provided before use; other safety and BBP training confirmed for assigned duties under site procedures (OSHA/NIOSH guidance)

Physical Demands and Work Environment

Frequent standing, walking, bending, reaching, and pushing/pulling carts and equipment
Lift/move [job-validated weight] [job-validated frequency], with or without reasonable accommodation
Work in occupied spaces and utility areas; exposure to cleaning chemicals with PPE provided
Night/weekend/holiday shifts may be required

Schedule

[Day/Swing/Night], [Full-time/Part-time], [Rotating weekends/on-call as needed]

Pay and Benefits

Pay range: [Insert localized hourly range] plus [shift differential/cert premiums if any]
Benefits: [List offered benefits and eligibility: health, dental, vision, paid time off, retirement plan, uniforms/PPE, paid training]

EEO/ADA

We are an Equal Opportunity Employer. We welcome applicants of all backgrounds and provide reasonable accommodations throughout the hiring process and on the job.

For accommodation requests, contact [email/contact method].

Background Checks

Background checks: [Insert confirmed check types and applicable timing; add employer-reviewed disclosures and local requirements]

How to tailor this template (fast)

Insert your setting (school, hospital, office) into the Summary.
Select relevant, assigned responsibilities and confirm site procedures for specialized tasks (e.g., terminal cleans).
Set schedule specifics (shift, weekends, on-call) and union notes if applicable.
Publish your localized pay range and list any shift/certification differentials and benefits actually offered.
Add employer-reviewed EEO, accommodation contact, and background-check language.

EEO/ADA and Background Checks: Wording to Adapt and Review

Use these examples as a wording aid. Confirm your policies and have counsel review applicable jurisdictional requirements before posting.

EEO: “We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.”
ADA accommodations: “We provide reasonable accommodations to qualified individuals with disabilities. If you need assistance completing the application or during the interview process, contact [email/contact method].”
Background checks: Specify confirmed check types (e.g., criminal background, employment verification, motor vehicle if driving), applicable timing, and employer-reviewed authorization and disclosure language. Confirm applicable FCRA, ban-the-box, and state/local fair-chance requirements with counsel rather than using a uniform timing rule.
Safety training: Specify training before use of hazardous cleaning chemicals, plus other safety and BBP training confirmed for assigned duties under site procedures. State the PPE provided. See OSHA/NIOSH advisory cleaning-chemical guidance, which is not itself a regulation.
Pay transparency: If your jurisdiction requires, include your wage range and how pay is determined (experience, skills, shift).

Disclaimer: This information is not legal advice. Consult counsel to adapt language to your jurisdiction, including union/prevailing wage requirements.

FAQs

What does a custodian do each day?

Custodians clean and sanitize restrooms and common areas, sweep/mop/vacuum floors, empty trash and recycling, restock supplies, and respond to spills or work orders.

Many also open/close buildings, set up rooms for meetings, and report maintenance issues so facilities stay safe and operational. On larger sites, duties may rotate by zone or shift to balance coverage.

What certifications are required or preferred?

Most employers provide training, but many prefer OSHA-aligned safety training.

Training must precede use of hazardous cleaning chemicals, as stated in OSHA/NIOSH advisory guidance. Confirm other training, including BBP, for employer-assigned duties and site procedures rather than treating it as universal for healthcare cleaners. Ladder and ergonomic training are common items; OSHA 10 General Industry, floor-care credentials, and CMMS proficiency may be preferred qualifications.

How much does a custodian make?

The BLS Occupational Outlook Handbook reports a US median hourly wage of $17.71 in May 2025 for janitors and building cleaners. This occupation-wide national benchmark is not an employer’s localized advertised pay range.

Research local pay using BLS metro wage data, recent comparable postings, and applicable contracts. Set the offered range from that evidence and the employer’s compensation arrangements, and report night/weekend differentials or credential premiums only when offered. Revisit the range annually or when contracts or compensation terms change.

Is custodian the same as janitor?

Often, yes—many organizations use the titles interchangeably.

“Custodian” can imply broader building care and light maintenance, while “janitor” may emphasize cleaning tasks. Choose the title your candidates search for in your industry and region.

How should I phrase physical requirements and accommodations?

Describe essential functions (standing, walking, lifting, equipment use) with objective, job-related terms, and add “with or without reasonable accommodation.”

Invite accommodation requests and provide a contact method. Avoid blanket exclusions or non-essential requirements.

Sources and Methodology

U.S. Bureau of Labor Statistics (BLS), Occupational Outlook Handbook, Janitors and Building Cleaners: national median hourly wage, May 2025, and occupation entry guidance
O*NET OnLine, 37-2011 Janitors and Cleaners: tasks, knowledge, skills, and work context
OSHA 29 CFR 1910.1200 Hazard Communication (HazCom)
OSHA 29 CFR 1910.1030 Bloodborne Pathogens
NIOSH guidance on chemical handling, PPE, and ergonomics

Salary method: Compare BLS national and metro wage data, recent local postings for comparable roles, and applicable union or prevailing-wage data. Record the location, duties, schedule, and date of each source. O*NET’s task and skill taxonomy helps define the role; it is not wage evidence.

Set the offered range using local evidence and the employer’s compensation arrangements. State actual pay-setting factors and any offered differentials or premiums. Refresh ranges annually or when contracts or applicable requirements change.

If you need a customized custodian job description template for your setting, copy the template above and adjust the responsibilities, schedule, and pay details to match your site and local regulations.