Hospitality Attendant/Housekeeping Supervisor

**Description** + Train and supervise all new employees and provide on-going training to current staff + Monitor Room Attendants and House Person’s performance. Provide organization, instruction, guidance, communication as well as exercise good judgment, while reinforcing high standards quality + Insure all jobs are completed within the shift; make sure all sections are covered + Prepare AM and PM room status reports + Thoroughly check assigned rooms and report any discrepancies immediately + Check for early make-ups, special requests and VIP’s + Make tour of assigned area, checking conditions of the floor, walls, vending areas, linen rooms, the status of supplies and your staff’s needs. Report any deficiencies and assign personnel to correct the situation + Inspect guest rooms as assigned by Housekeeping manager. + Assist in conducting linen inventories monthly to ensure proper pars and accurate ordering. + Immediately report any broken door locks or safety hazards to management for immediate attention. + Must carry a radio all the times + Call in ready rooms to the Housekeeping Department, enter room status through the phone system + Collect Room Attendant reports and turn them in to the Housekeeping Office + Inspect and secure all linen rooms + Monitor and supervise assigned Room attendants **Qualifications** **Behaviors** **Required** + **Detail Oriented:** Capable of carrying out a given task with all details necessary to get the task done well + **Dedicated:** Devoted to a task or purpose with loyalty or integrity + **Team Player:** Works well as a member of a group **Motivations** **Preferred** + **Flexibility:** Inspired to perform well when granted the ability to set your own schedule and goals 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)