"Conducting your business in a socially responsible way is good business. It means that you can attract better employees and that customers will know what you stand for and like you for it."

-M. Anthony Burns

Supreme Janitorial Service, a Jacksonville based janitorial Company, has made customer service our mission since 1968. It is our belief, that in the modern world of the service industry, you cannot just have satisfied customers; you must create "Raving Fans." We achieve this by using what we call the three "C’s" methodology of cleaning. The three "C’s" are: Customization, Consistency, and Cooperation.

We start with the unique position of providing a customized cleaning solution. We at Supreme Janitorial Service set out to create a one of its kind complete janitorial plan for each and every client with which we partner. This allows us to meet each individual customer’s needs on a case-by-case basis.

The number one concern the cleaning industry is faced with is consistency. That is, how to maintain not only the day-to-day requirements, but also accomplish the special requests and projects that regularly appear. Supreme achieves this by concentrating in three areas. The first is training, the second is supervision and the third is to always have a "Raving Fans" mentality.

Businesses today are not looking for the traditional vendor, but for a business partner with which they can cooperate. People need someone that they can count to do much more than just a narrow range of services. Supreme Janitorial Service does just this; we understand the ever-evolving nature of business and with change comes a whole new set of needs and expectations.

Company Philosophy

"RAVING FANS"

In today's fast-paced world, your organization needs more than just a quick-fix approach to simply changing vendor relationships. You need a fully integrated implementation curriculum for making change really happen from top to bottom. You need an overall experience. This is how Supreme Janitorial Service creates “Raving Fans” of all its business partners.

The book “Raving Fans” was written by Ken Blanchard and Sheldon Bowles. In it, it is stated, "Your customers are only satisfied because their expectations are so low and because no one else is doing better. Just having satisfied customers isn't good enough anymore. If you really want a booming business, you have to create Raving Fans.” We try to adhere to the spirit of “Raving Fans” in all facets of our business.

As you well know from the performance of your own employees, quality work cannot be obtained through mandate or fear; employees must be empowered and encouraged. Employees need first to be properly trained. It is not enough to tell them what to do, but why we do it the way we do it. They must not simply be told to use specific products for specific tasks, but the best way to use their knowledge of the products to solve each problem themselves. Our employees are commended when they have done a good job not just reprimanded for the bad. Our employees are given a clear understanding of our Company's advancement opportunities and most importantly; they are financially rewarded for a job well done.

Company Profile

"The most damaging phrase in the language is:
'It's always been done that way."

- Rear Admiral Grace Hopper

In the past property owners/managers, facilities managers, and purchasing directors would send out a request for proposal (RFP), calling their vender list, or simply call several janitorial companies out of the phonebook. After getting competing bids they would choose a Company from a combination of the lowest bid and the amount of cleaning the Company would provide for that bid. Supreme Janitorial Service has chosen another way to offer services to its clientele.

Like a person, each and every Company is an individual. For this reason, we have changed the way we approach any Company’s janitorial needs. We at Supreme base every estimate on the specific requirements of each Company. Your cleaning solution is built for your specific needs and within your particular budget.

Companies not only have a building(s), but also within the building are several different departments and each of these has specific needs that differ from the other departments. So, not only must you take into account the make-up of the building itself (i.e. square feet, carpet, tile, bathrooms, etc.) but the work being performed within each department of the building. From the call center to the accounting office everything changes. A distinctive set of specifications is necessary if the level of cleanliness that all require, is to be met.

In order to best meet these needs it is helpful to know what budget is in place for custodial services so that we can structure a total janitorial strategy. This strategy includes staying within your budget while meeting the diverse needs of your individual employees. Working together to form our action plan is how we achieve "Raving Fans" success.

"The first requisite for success is the ability to apply your physical and mental energies to one problem incessantly without growing weary."

- Thomas Edison

TRAINING
We place each new member of our team with an experienced janitorial maintenance employee who has already demonstrated how to achieve "Raving Fans" clientele by perfecting: good work habits, a great attitude and earning at least one performance bonus. We begin this hands-on training process as soon as a new member is hired. An employee performance review is prepared daily by the trainer and weekly by the manager with each individual. Based upon these results, assignments are generally determined several days prior to commencing work at any new facility. We generally reassign staff so that at least half of the employees working at any location are experienced employees with at least a year or more of Supreme service.

Two (2) weeks before the initial start-up evening of cleaning a new facility, all assigned employees will meet for a specialized training. At this training:

All employees are introduced and assignments issued. Applicable equipment and materials are issued to each responsible employee. Our Chemist Consultant reviews all cleaning products used. Policies regarding uniforms, keys, janitor closets, emergencies, etc. are reviewed. Questions are answered.

SUPERVISION
Several area supervisors are assigned to new facilities' cleaning maintenance employees. It will be their responsibility to direct and observe the initial work performance. Based on these observations, assignments may be readjusted the following evening due to specialized or time consuming cleaning requirements of the particular work area assigned. The second night, several supervisors will again be assigned to work with the assigned staff and the process repeated. Generally, from about the third night forward, the regularly assigned on-site supervisor will be responsible for program oversight with our Operations Manager or Zone Supervisor making random unannounced visits. Thereafter, assignment adjustments are continuously refined and all employees cross-train to familiarize themselves with each other’s nightly routine. Subsequent additions to the team will be assigned to an experienced trainer as previously described.

SERVICE! SERVICE! SERVICE!
In today's fast-paced world, your organization needs more than just a quick-fix approach to simply changing vendor relationships. You need a fully integrated implementation curriculum for making change really happen from top to bottom. You need an overall experience. This is how Supreme Janitorial Service creates "Raving Fans" of all its business partners.

Within Supremejanitorial.com is your personalized web portal to Supreme Janitorial Service. Not only does it keep track of all of your supplies and floorcare, but it allows for real time inspection reports and messaging. For you this means better response time and management of your dollar & supplies.

As you well know from the performance of your own employees, quality work cannot be obtained through mandate or fear; employees must be empowered and encouraged. Employees need first to be properly trained. It is not enough to tell them what to do, but why we do it the way we do it. They must not simply be told to use specific products for specific tasks, but the best way to use their knowledge of the products to solve each problem themselves. Our employees are commended when they have done a good job not just reprimanded for the bad. Our employees are given a clear understanding of our Company's advancement opportunities and most importantly; they are financially rewarded for a job well done.

" The reward of a thing well done is to have done it. "

- Ralph Waldo Emerson

COMMUNICATION
We have found that there is a direct relationship to the level of service provided by each individual team member and the amount of communication given, both directly and indirectly, from the client. This is the reason we provide "log books," allowing anyone that has a need, special request, or just wants to say a thank you, to write it down for us to see when we arrive. It is vital that we get a constant feedback from any and everyone, because every single person deserves the same outstanding quality of service. Communication is vital to our business; we open all doors of communication. You may contact us via the Internet, through our home page www.supremejanitorial.com; you may email us at help@supremejanitorial.com, fax us with a quality control fax sheet, or simply call our home office.

It is also critical that the team communicate with each other. All are encouraged to ask for additional assistance should they ever find themselves unable to complete their entire assignment with absolute excellence. We maintain a "floater team" with that exact purpose in mind. Sometimes a department may have a party, throw out numerous files, move furniture, etc. which creates more work than usual. Because of this, our team members know we care about them and we believe that this is a crucial part of our "Raving Fans" success story. Because knowing that we care, they too care about the work they do, the clients that they serve directly, and the clients we serve across Northeast Florida.

WORKING TOGETHER
As your organization grows and changes so do your needs. We have found that by keeping open the lines of communication and staying two steps ahead of change, we can overcome any hurdle. It is essential we work together as partners to ensure all are more than satisfied… they are "Raving Fans."

Company Personel

• Candidates must complete a detailed employment application.
• Candidates must be at least 18 years old
• Background checks are performed.
• References are checked.
• A personal interview is conducted.
• Must agree to a drug test when hired and subsequent random checks.

BENEFITS PROVIDED TO EMPLOYEES
Uniforms:

Employees all wear standard Supreme Janitorial Service shirts clearly embossed on them. Area supervisors and project managers wear distinguishing shirts with our Company name embroidered thereon and navy blue trousers. Our uniforms easily enable your employees to identify Supreme personnel and ensure a professional appearance for your employees and visitors.

Vacations:

All full time employees receive one week's paid vacation after one full year of service. Vacation pay is based on the average number of hrs worked per week during the preceding year, (i.e. it is possible for a full-time employee to earn more than five days vacation should he/she have worked significant overtime hrs).

Holidays:

All full time employees who have completed their ninety-day assessment period are eligible for holiday pay so long as they work the regularly scheduled workday immediately preceding and following the actual holiday.

Bonus Plan:

All employees are eligible for our Good Attendance Bonus.