Asst. Project Manager-129 (NAS Corpus Christi) - TRDI

TRDI- Experienced Assistant Project Manager (Janitorial/Grounds)

Must be able to work a flexible schedule to include weekends, evenings and holidays as needed

Benefits include: Medical, Vision, Dental, Health & Welfare, Paid Time Off, and Paid Holidays

The Janitorial/Grounds Maintenance Assistant Project Manager (APM) is responsible for overall management and coordination of the contract and shall act as the official point of contact with the Government. The APM is authorized to commit the organization’s resources as necessary to perform the requirements of the contract. The APM must have the skills, knowledge and experience to manage all aspects of the contract. 

Essential Functions:.

• Assists Project Manager in his/her responsibilities for the complete performance of contract requirements.
• In conjunction with the Project Manager acts as the primary point of contact for the customer.  
• Establishes and maintains a quality control program according to contract requirements.
• Performs daily quality control inspections on all work performed.
• Responsible for the maintenance of safety standards for custodial and grounds maintenance equipment; may have security responsibility for an assigned area; and may assist in maintaining satisfactory customer relations.
• Supervises crew leaders, custodial and grounds personnel.
• Assists in the preparation and approval process of payroll.
• Assists in the preparation of the employees’ performance evaluations.
• Trains and instructs supervisors and assigned personnel on a safety and work-related topics.
• Assists in the interview and the hiring process.
• Communicates to supervisors and other management members as required.
• Prepares and submits reports as required.
• Attends employee meetings as required. 
• Assists in ensuring TRDI employees, subcontractors, and vendors comply with all contractual requirements and all government regulations.
• Assists in managing and maintaining a contract budget and reviewing processes for efficiency.
• Assists in scheduling of personnel, reviewing and approving time cards, inventory management of supplies, equipment, and vehicles.
• Sets and guides employee expectations, reviews and counsels, and establish and implement process improvement plans, and ensures adherence of the company policies and procedures.
• Executes Employee Performance Evaluations through the payroll system within appropriate timeframes.
• Ensures standard work practices are followed for safety and provides training for operating equipment and vehicles, use of supplies, and the requirements of the performance work statement.
• Assists in analyzing and maintaining the contract AbilityOne Ratio requirements through the proper work scheduling of direct disabled employee hours vs non-disabled employee hours.
• Assists in the completion of Limitation & Accommodation Quarterly Reports for each AbilityOne employee.
• Assists in facilitating the AbilityOne interview process and obtaining medical documentation in coordination with the AbilityOne department.
• Execute reports, inspections and logs as required by the contract.
• Assists in providing field information and specifications to prepare estimates for new work added or deleted to the contract.

 TRDI hires many individuals with and without disabilities, especially those that are transitioning out of the Armed Services:

If you are self-identifying a disability, please submit supportive documentation (i.e. the official medical/psychological diagnosis signed by the appropriate healthcare provider, along with functional limitations + extent) with the application package for full employment consideration. If you have a Vocational Rehabilitation Counselor (VRC) assigned, you can request a 1-page letter on their official letterhead with the same requested information signed by the VRC. Please fax to 210-736-6675.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The 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) Management