Facilities Management Services

Since the facility’s opening in 2013, the California Department of Corrections and Rehabilitation (CDCR) has struggled to find and retain a reliable, knowledgeable environmental services workforce for correctional and medical facilities. The unique nature of the organization and its facilities—its mission, its need for confidentiality, its sophisticated training requirements, its stringent cleaning requirements, its security clearance mandates, and the people skills required for patient interaction—presented significant challenges to delivering business excellence with a positive social impact.

A Reliable, Effective Workforce

“Before PRIDE Industries, CDCR used an inmate porter system, civil service personnel, and another contractor, but there were a lot of hiring and retention issues with all three,” said a Correctional Business Manager the department. “Then we found PRIDE Industries. Not only did their experience and expertise stand out, but so did their mission to create employment for people with disabilities.”

Beginning with environmental services at facilities in Stockton and Vacaville, in 2019 PRIDE Industries contract with CDCR expanded to the California Medical Facility (CMF), the healthcare service provider at both sites. CMF had experienced emergency environmental services shortfalls due to staffing shortages and put licensure, inmate and employing safety, and patient care at risk.

The PRIDE Industries team’s efforts and infrastructure also resulted in CMF reaching a Healthcare Assessment Maintenance score of 97.1% as of June 2022. These results point to measurable outcomes which preserve the facility’s licensure and its environment of care for patient housing and treatment, ultimately reducing the spread of disease and infection.

The 70 people with disabilities employed by PRIDE Industries at CDCR look forward to working every day. Unlike so many people with disabilities, workers at CHCR are able to experience the dignity of a paycheck and the satisfaction that comes with meaningful work. They’re inspired, and that inspiration has led to low turnover, low absenteeism, and diligent work practices—in other words, business excellence. Many of these employees have advanced in their careers from entry level roles to manager and director responsibilities.

Below, one of these dedicated employees describes her experience with PRIDE Industries at CMF means to them in her own words.

Patricia’s Story

Patricia Prescott has worked as an EVS technician at CMF since December 13, 2020.

I am an EVS tech. I go into the units that PRIDE Industries my company, cleans. We clean cells, offices, nurse stations, exam rooms and medication rooms, bathrooms. We also clean up floodings, and blood, pepper spray, poop, and on occasion vomit.

I like helping others out. I also enjoy cleaning. It relaxes me and helps me think. It’s also amazing exercise and you learn new things every day.

PRIDE Industries has helped me through some hard times. They’re an amazing company to work for. I am very thankful that they’re patient and understanding with my situation.

Some employers would never think about hiring people with disabilities because in their minds they aren’t capable of doing the job. The word “disability” is off-putting to employers. They have negative thoughts about people with disabilities.

They should take a chance on us and let us prove and show you that we are capable of doing the job. Believe in us, because what if that was you? Wouldn’t you want an employer to take a chance on you?

I am very thankful and appreciate PRIDE Industries. My husband is very sick and he’s in and out of the hospital. PRIDE Industries has been very supportive of me and has helped me out. I continue to have a job and I am able to provide for my family because PRIDE Industries is an amazing company. They understand what I am going through and have programs to help me. They offer me help when I need it. Most important, they hire people with disabilities. This company gives us chances to work, gives us opportunities to put ourselves out there trying new things that we think we were never able to do before.

I never once thought I’d step foot into a prison or let alone be working in one. I love my job and am very happy and thankful for it. I plan on staying and helping PRIDE Industries out just like they have helped me.

Business Excellence with a Positive Social Impacte

In just a few years, PRIDE Industries has helped CDCR and CMF move from having a hard time hiring and retaining employees with service shortfalls that put health, safety, and licensure at risk, to a thriving workforce and a stellar Healthcare Assessment Maintenance record. All the while, employees have experienced life-changing employment experiences.

Looking to make a social impact?

PRIDE Industries builds inclusive, diverse work environments where people with disabilities can thrive. Is your company seeking well-trained, reliable employees? Join our Employment Partner Network today to experience business excellence with a positive social impact.

It’s no secret that women are underrepresented in C-Suites, but that’s not the only business environment where their presence is scarce. Women in facility management remain few, compared to their male counterparts. According to the U.S. Bureau of Labor Statistics, women comprised only 25 percent of all facilities management positions in 2022—with only 15 percent in senior-level FM positions.

Why? Turns out, several factors are involved.

Uncertainty About What Facility Management Is

Let’s start with IFMA’s findings. Related to their recent report, The State of Women in Facilities Management, a survey concluded that the average person doesn’t really know what facilities management entails. And women who are not in the industry are even further from seeing a career path within it.

“When [people] think of FM (Facilities Management), they think of a whole host of things, but don’t really think about the career journey that you can experience in facilities management,” said report respondent and chair of IFMA’s board, Irene Thomas.

IFMA board member and Head of Facilities at Chubb, Lorena Espada, agreed.

“I think there’s a general idea that you need a technical background, which could look more masculine rather than feminine,” she said. “And they don’t know about the management and the other possibilities of the career within facility management.”

IFMA board member Christa Dodoo pointed out that “most people understand FM as a very traditional boiler-room profession” and that “more people need to be aware that FM can now include workplace management strategy, customer service, data analytics, tech, financial aspects, and a focus on the circular economy.”

Gender Disparity in Traditional Caregiving Roles

Women remain disproportionately in caregiver roles, not only for children but for elderly parents. By and large, facilities management positions haven’t accommodated the flexible schedules that caregiving mandates.

Facilities Management Company TalbotForce cites this roadblock, noting that: “Several factors like lack of flexibility [and] rigid protocols that don’t accommodate caregiving responsibilities . . . are responsible for this alarming inequality.”

Louisa Keleher, Women in Facilities Management (WiFM) representative, concurs, asserting that a “lack of flexibility in some workplaces” contributes to underrepresentation.

Brenda Sanchez, Program Integrator at PRIDE Industries, contended with such inflexibility when she was starting her facilities career.

“Before I was working for a nonprofit, when I was doing janitorial project management, the hours were such that I had to bring my daughter with me to work,” said Sanchez. “Thankfully, these were places where that was okay, but many environments won’t accommodate that.”

“Men’s Work” Perception

According to a 2019 report in The Economist, U.S. women still tended choose “pink jobs” while U.S. men tended toward “blue jobs”—a trend that continues to prevail in the facilities management industry.

Perceptions about what constitute “blue” jobs (vs “pink” ones) may be based in a job’s historical context. For example, facility management’s roots are in custodial and maintenance—work that once required substantial physical strength. Though the role has vastly expanded, perceptions outside the industry haven’t yet caught up.

Until relatively recently, marketing materials to promote FM may also have contributed to the “blue” perception.

“When I was first looking to get my certification,” said Annamaria Sanfilippo, Program Manager at PRIDE Industries, “I didn’t see any females represented in the imagery specific to the courses.”

Lack of Mentorship—A Domino Effect

Markedly fewer women in facilities management positions means markedly fewer female mentors. Without mentors, young women entering—or considering entering—the field have fewer resources to navigate initial barriers. Once in facilities management positions, the same dynamic holds true. If women don’t see other women breaking the glass ceiling—and learn how they did it—they are more likely to feel discouraged from trying to break it themselves.

“Early in my career, I had one female mentor,” said Sanfilippo. “I recall walking into her office and seeing certifications displayed on the wall, and I made it a goal to be like her. If I hadn’t seen her ‘breaking the glass ceiling,’ I wouldn’t have had the drive to break it myself. A strong female mentor from an early stage in my career prepared me to succeed.”

Lack of Retention

The IFMA report on the state of women in facilities management found that “Women facility managers constitute almost one in every three entry-level FM jobs. However, women hold less than one in five senior-level FM jobs, suggesting that women are not staying in the FM workforce.”

The report doesn’t provide reasons for attrition, but other sources reiterate the factors listed above.

Widening the Talent Pipeline

Women’s underrepresentation in FM doesn’t affect only women. The industry itself is also missing out. Fortunately, there are many organizations that are working to change that.

Way back in 2017, global work tech company Eptura asserted that women may be uniquely qualified to be facilities managers, based on four traits they tend to excel in:

Self-Awareness
Self-Management
Empathy
Social Skills

In a 2021 article, The Glass Hammer, a community for women executives, elaborated on this assertion, boiling it down to a woman’s tendency to possess higher emotional intelligence (EQ). It’s not enough, however, for women already in executive FM positions to know this. Word needs to get out. Thankfully, via organizations like Women in Facilities Management (WiFM), it is.

WiFM, for example, is a nonprofit organization dedicated to furthering the advancement of women in commercial facilities management careers. With sponsors like IFMA and Apex, they do this by creating networking and educational events along with mentorship and scholarship opportunities. Maintaining a robust YouTube presence, they extend their reach nationally.

The Higher Education Facilities Forum (HEFF) is also elevating the voices of women in facilities management. In 2022, HEFF hosted a panel of female facilities management leaders. The “seasoned” participants explored what universities can do to support the next generation of female FM professionals. Their conclusions circle back to educating the public about what, exactly, facilities management is.

“Once you start unpacking what we actually do, that opens up a lot of doors for a lot of people with diverse expertise,” said Bonita Dukes, Clark Atlanta University VP of Facilities Management.

Looking Ahead

Thanks to the tenacity of female pioneers in FM, the industry is becoming more promising for women entering it.

In fact, despite their underrepresentation, female facilities managers in entry-level and early mid-level jobs earn about the same as their male counterparts. And, according to the IFMA report, women in senior-level FM jobs earn “significantly higher pay” than men in similar positions.

“At all levels, we tend to work hard and work smart,” said Sanchez. “We’ve made tremendous strides, and I’m excited to see where we’ll be in five or ten years.”

Deniz Besiktepe, credentialed Facilities Manager and Assistant Professor at Purdue, intends to spend those years informing a new generation of FM professionals.

“One of my goals is to increase awareness of facility management in construction management, in civil engineering, and in all related fields,” Besiktepe says. She goes on to explain why she shifted from architecture to facilities management: “The design process may take a couple of years, the construction process a couple more, but the facility management involves 25, 30, even 40 or 50 years of the building’s life cycle.”

What Can Employers Do?

When it comes to attraction and retention of female FM professionals, employers must begin by eliminating the roadblocks mentioned above. If your organization wants to tap into this “uniquely qualified” talent pool, here are four tips to get started:

Get the word out about what facilities management, in your particular company, is and isn’t. Let it be known that the industry has broadened to include an array of opportunities beyond the boiler room.
Allow more flexible schedules to accommodate caregiving duties. In environments that require 24/7 staffing, Sanchez recommends logging each employee’s availability, allowing for contingency staffing around the clock. Those who provide care in the morning can cover evenings and vice versa.
Create a culture that banishes stereotypes when it comes to work and gender. This begins with recognizing and understanding biases—cultural, institutional, internalized, and unconscious. Include women in facilities management in your DEI efforts.
Provide mentoring programs. Across demographics, studies conclude that mentorship affords numerous benefits—not only to those mentored, but also to the organizations they work for. Specifically, a Cornell study found that mentoring programs dramatically improved retention and promotion rates for “minorities and women”—15 percent to 38 percent.

What Can Women Do?

Of course, women who want to pursue FM need not wait around for the gates to open wider. Sometimes a push is necessary.

This means that, aside from acquiring the right training and experience, women in traditionally male spaces will need to cultivate a certain mindset.

With 17 years of experience between them, Sanfilippo and Sanchez sum it up this way:

“Women entering the FM space must self-advocate,” said Sanchez.

Sanfilippo agreed, adding, “And they have to be tenacious.”

Need help with your facility operations?

PRIDE Industries can help you with facility operations, custodial and maintenance services, job assistance, and other services.

Learn More

Managing multi-family properties isn’t really magic, but Jesse DiCamillo, Business Development Manager of Commercial Facilities at PRIDE Industries, makes it seem that way. By day, it’s all business for Jesse. But after hours? He transforms into Magician Jesse Dee—a persona he’s inhabited for over four decades, performing at myriad venues, including L.A.’s famed Magic Castle.

When we asked about his top six tips for managing multi-family properties, we were struck not only by his wealth of knowledge, but also by his flare for turning the ordinary into something marvelous. So, without further ado, here are six tips—The Amazing Jesse Dee style—to thrive as a multi-family property manager.

1. Make dirt and clutter disappear.

According to Jesse, “Any property is judged based on its cleanliness.” It makes sense. The pandemic underscored the ways in which cleanliness is linked to safety. Moreover, research illuminates the ways that clean, tidy spaces enhance mental health. Given its importance, cleanliness should begin (much like a good magic trick) with a plan, and a long-term one at that. Develop a maintenance schedule, one that factors both indoor and outdoor spaces and levels of usage throughout the day and night. And maintenance doesn’t stop there. It includes the tools and machinery used to clean those spaces. Preventative maintenance of vacuums, pool pumps, and robotic cleaning devices will mean less downtime—resulting not only in spaces that are clean, but also in lower costs associated with breakdowns. Cleanliness takes more than the wave of a wand, but so does all the best sorcery.

2. Prioritize teamwork, and presto!

Jesse encourages a facilities management culture of teamwork, where no one has an “it’s not my job” attitude up their sleeves. Garbage cans are overflowing, but it’s not your area to clean? Within a culture of teamwork, cleaning staff members won’t think twice about emptying it. A spill in the rec room? Whichever staff member has first availability will leap in to clean it. And how do you build and maintain a culture of teamwork? It begins with thorough training—providing enough information to empower employees to be self-reliant decision-makers. When employees are well-trained, they are equipped to meet high expectations, so set them, yes, but also provide support so that they are attainable. Cultivating a foundation that supports teamwork—undergirded with integrity, inclusion, respect, and a commitment to clear and honorable communication—is also vital.

3. Spotlight productivity.

“Recognition and reward programs are a great way to improve productivity and performance,” says Jesse. Much like any successful magic show requires a spotlight—one that’s directed at the right person at the right time—so does business success. And recognition doesn’t need to be elaborate. A simple certificate, a callout in the property’s newsletter, or even a lunch is enough to show employees that they are seen. Given that property maintenance and custodial work often take place behind the scenes, ensuring your employees’ visibility becomes all the more important.

4. Nobody will really be cut in half.

“It’s about building trust through communication.” Like all good magicians, Jesse knows, first and foremost, a trust-based relationship must be established with those in the room. When the audience knows that a saw will be employed or flaming arrows flung, they need to trust that the magician has everything under control. The same is true in the world of multi-family property management. Communication needs to be regular and consistent. Actions need to follow words. Relationship building is also proactive. Try to get ahead of potential issues and solve them before they become major issues.

5. Timing is everything.

“Timing—and timelines—are an imperative part of operational planning,” Jesse says. When it comes to magic, a timing misstep can be the difference between success and failure. But timing is also vital in business, especially when it comes to keeping a property clean and tidy. Wait too long to clean, and you’ll have clutter at best, and a safety hazard at worst. Clean a particular space too often, and you’ll waste products and hours that could be spent on other tasks. Keep a timeline in place, with measurable goals. To meet those goals, foster a culture of supportive accountability. To pull off the best magic, everyone on stage needs to know not only what to do . . . but when to do it.

6. And, poof, help appears!

“Today’s tenants expect instant availability.” Remember that trick where someone appears, poof, as if out of nowhere? Responsiveness is especially important with residential properties. Because tenants are present 24 hours a day (in many cases), requests can come at all hours. Technology has also created a higher level of expectation, when it comes to property managers and maintenance staff. The good news is that property management tools—automation software and cloud technologies—make this wizardry easy to pull off.

So, there you have it. Six tips for managing multi-family properties—proof that making magic, whether on stage, in an apartment complex, or in a commercial facility, requires a practical approach. In other words, at the end of the day, magic is real.

Need help with your facilities operations?

PRIDE Industries can help you with facility operations, custodial and maintenance services, job assistance, and other services.

Learn More

The word “retrofitting” can often send a shudder down the spine of owners or facility managers. The potentially high price tag, disruption…is it worth it, what’s the ROI and how long will it take to recoup the costs? Will my customers and tenants appreciate and benefit from it? Well, there is one area where it really is worth considering using the “r” word—water-saving commercial toilets. Not convinced? Let’s look at a few of the facts to see what the deal is; we think there are some commercial toilet retrofits that will leave you feeling flushed (groan).

The Cost of a Flush

According to the EPA, the highest portion of end water use for most commercial facilities goes to bathrooms and restrooms at up to 40% of the bill. (Restaurants are the exception with dishwashing being the highest portion and restrooms coming in second at 31% of total water use.) And keep in mind that many municipalities charge for discharge, or sewage, as well, which means reducing your water volume saves both water and sewage costs.

Imagine if you could cut water and sewage costs by 20% or more and reap other benefits at the same time!

Well, here’s the good news. Not only is it possible to save on this portion of your eye-watering bill–you may also qualify for financial incentives to do so. But before we get to that, let’s look at the current state of commercial water usage, how we got here, and why some business owners and facility managers are already making changes to their buildings’ water usage.

Water Saving Toilets and the Big Picture on Commercial Water Use

We know from data compiled in the Commercial Buildings Energy Consumption Survey (CBECS) that the average water use by a large commercial building is 7.9 million gallons a year—that’s 22,000 gallons per day. In fact, according to this survey, in 2012 the total water used by 46,000 large buildings was 359 billion gallons of water!

This is a lot of water at a time when, in California, water demand already outstrips supply, and the prediction by many experts is that there will be a 40% supply gap by 2030.

How did we get here? Well, back in the 1980s toilets were using as much as 5gpf (gallons per flush)—this was also a time when people with mullets, mustaches, and shoulder pads were driving around in cars that got as little as 16 mpg. As time moved on, the fashion got ditched (thank goodness), and cars now get 35 mpg or more—but we still have many of the same toilets. Simply put, toilet technology was not developed at the same pace as car fuel economy, leaving many buildings with the equivalent of 16 mpg cars in bathrooms and restrooms.

ROI – Show Me the Money

These older toilets (pre-1994) use 3-5 times more water than new water-efficient toilets, and as we said before, water use for commercial bathrooms can be as much as 40% of a water bill, so it’s easy to see how replacing just a few toilets can make a huge difference in water use and costs.

As an example, if a large office building with 2,500 occupants replaced its inefficient toilets and urinals with newer High-Efficiency Toilets (HETs) and placed aerators on standard faucets it would reduce water usage by almost 3.9 million gallons a year and $36,000 in water costs!

One Star Flush Performance

It’s true, not all first-generation water-saving toilets got five-star reviews. Low flush v.1.0 left many of us scarred from a bad flush experience. So, for those of you who have been quietly mouthing that water-saving toilets just don’t work, do not worry, current high-efficiency toilets (HETs) are not your mother’s low-flush toilets.

In the early days of water-saving toilets in the 1990s, a time when phones were bricks, real bricks were being put into toilet water tanks to try and save water. And to comply with laws introduced in 1994 that called for all new installations of toilets to be 1.6 gpf or less, some manufacturers followed the brick principle and only modified the tank size with no further redesign. No wonder there was dissatisfaction.

Where Soybeans and Toilets Meet

It wasn’t until 2002 that real testing and performance standards began to be established. In this year a program called Maximum Performance (or MaP) Testing was created.

And this is where soybeans come in. Specifically, soybean paste (hopefully, this does not require any further description). MaP labs have been busy at work, perfecting flush performance using soybean paste and toilet paper to measure exact grams-to-water volume ratios and publishing their results for manufacturers.

This, together with new advancements in design and technology such as modification of bowl contours that improve flushing and pressure-assisted flushers means HETs are superior to the first-generation of water-saving toilets.

Water Saving Toilet Rebates Available

So now we know that HETs are going to work and save on water costs, let’s take a look at some of the incentives to help with the cost of replacing old toilets.

Here is a list of some of the commercial toilet rebates currently available:

California Water Service is offering rebates of up to $400 per unit for HET toilets and urinals for water districts across California.
Seattle Public Utilities in conjunction with the Saving Water Partnership are offering up to $100 per toilet for business, commercial, and multifamily buildings. Toilets have to be pre-2004 and replaced with new high-efficiency, high-performance toilets.
SoCal Water Smart offers rebates of $40 for toilets and $200 for urinals that are high efficiency. Covers many counties in Southern California.
In San Mateo County, the North Coast County Water District offers owners and managers of commercial buildings up to $60 per toilet for HET replacement.
Placer County Water Agency is also offering incentives for commercial buildings to replace toilets and half the amount of water used in each flush. They offer up to $50 to switch to waterless or low-flush urinals, and up to $50 for replacing toilets that flush 3 gallons per flush (gpf) with HET toilets that use 1.6 or 1.28 gpf.
In Florida, Conservation Pays is offering up to $100 per toilet for commercial buildings in counties across the state for replacement HETs that use 1.28 gallons per flush or less.
The City of Sacramento is offering up to $250 to replace pre-1992 toilets in commercial buildings with water-saving HETs that use 1.28 gpf or less.
San Luis Obispo – Offering up to $100 to replace existing fixtures with HETs and/or urinals.

And the Even Bigger Picture on Water Use

The fact is, the rise we see in water bills can only be reduced by less use. Conserving water now will help to lower water rates in the future by reducing the amount of money municipalities have to spend on bringing in more water. While cutting back on water can sound as groan-inducing as being told to go on yet another diet, cutting back on water use and mitigating the risk of water scarcity can become a competitive edge for your company. Water shortages from high water use have made many business owners aware that water scarcity, droughts, and water tables dropping means reducing their operational water footprint is a must.

Finding a Water Saving Retrofit Partner

Our facilities management teams have helped hundreds of commercial property managers upgrade toilets and find even more savings beyond rebates through our relationships with municipal water and wastewater agencies–in some cases covering the entire cost of retrofitting a building.

Commercial landscaping. It’s one of those services that can be taken for granted—until it falls short. You may not hear from occupants when they appreciate the blooming flowers, but you will know when someone slips on wet leaves or must constantly duck to avoid overgrown shrubbery.

And let’s not forget, your commercial landscape upkeep isn’t just about the building’s curb appeal. It’s the parking lot at the back, walkways, driveways, gutters, and keeping all areas trash-free and clean. All these services run in the background, keeping your grounds in good condition and appealing to tenants and customers—but when things are not done right, lack of service comes front and center. So, what are the key elements needed to keep your grounds in top condition and ensure tenants are happy?

We’ve done the groundwork (get it?) and compiled a list to guide you.

Commercial Landscaping—It's Personal

We’ve said it before, but it doesn’t get old—relationships are important. That goes for the relationship between the property manager and the landscaper and between the landscaper and the grounds they take care of. Develop a relationship with your landscaper and walk the property with them. They should be familiar with what is growing well and what needs attention—and happy to tour the property grounds with you to talk about what is being done and what to expect in the upcoming season.

Reputation and Experience

The number of years a company has been in business can be a good barometer of quality. (Let’s face it, nobody stays in business for years by doing a bad job.) Equally important is employee experience and training, a company with well-seasoned and well-trained staff is more likely to deliver high-quality services and meet your expectations. Check a company’s website and see how long they have been in business. Look for reviews and feedback from past clients to get an idea of the landscaper’s reputation.

Courtesy and Communication

With so much change around where people work: the office building, the home office–or both depending on the day of the week–communication regarding landscaping schedules is even more vital. Good lines of communication regarding jobs being done outside of regularly scheduled maintenance will prevent surprises. No one wants to drive into the office for a meeting to find walkways and parking lots being deep cleaned, leaving street parking and climbing over flowerbeds the only options for getting into the building. Courtesy also includes polite and professional uniformed gardeners and workers who are willing to answer tenant queries and address concerns.

Range of Commercial Landscaping Services

Landscaping is more than mowing and blowing. It is seasonal and varied. Depending on the property, lawn care, tree and shrub care, irrigation, hardscaping, and trash removal in parking lots and dumpster areas may be part of what your property needs. A company that provides a comprehensive range of services can help you save time and money by handling all your landscaping services. Talk through the services your property requires to ensure everything is covered by your landscaper.

Environmentally Aware

Sustainability is becoming an increasingly important consideration in commercial landscaping. It is good for the landscape and customers often demand it. Today the best environmentally friendly practices include the principles of IPM (Integrated Pest Management). Landscapers who implement these practices use materials such as native plants, organic fertilizers, and chemical tools to minimize environmental, health, and economic risks. With these principles, a landscaper familiar with your property and goals can provide advice on how to conserve water and energy, reduce waste, and improve the overall sustainability of your property.

Proactive and Preventative

Seeing the big picture is always necessary but paying attention to small details and acting on them can be crucial. Keeping an eye on details and being proactive can prevent escalation to a larger problem. Overgrowth into building air conditioning units, signs of pest infestation, leaking, and poorly timed irrigation if spotted early are a lot easier to deal with. Prevention is particularly vital when it comes to your property’s outdoor water use. For example, an irrigation system that uses sensors rather than timers can prevent over-watering that can kill plants, waste valuable water, and lead to higher bills.

Capability and Compliance

These two things should go hand-in-hand. Merely having the capability to complete a task is not enough. When liability and safety are on the line compliance with standards is a must. Okay, less important when it comes to picking spring flower colors–but necessary for many other services provided by a landscaper. Improper compliance when it comes to tree trimming, or pesticide and fertilizer use, for example, could impact the safety of building occupants and the long-term health of your grounds or gardens. Your landscaper should be licensed, insured, and bonded, and staff should be well-trained in safety procedures.

Expertise and Knowledge

With the right landscaper, you do not need to know tulips from thistles, or even a mower from a blower (okay, that is a bit of a stretch). Picking a landscaping company with broad expertise and deep knowledge across multiple topics will mean getting the most out of your outdoor space and sustaining satisfied tenants. To be assured of a landscaper’s qualifications check for certifications such as the National Association of Landscape Professionals (NALP) Landscape Industry Certification, and the International Society of Arboriculture (ISA) Arborist Certification. Certifications such as these require standards of professionalism, up-to-date knowledge of materials and regulations, and continuing education.

Available and Reliable

Nothing says good service like availability and reliability. Whether it’s concerns about damage from a storm or just to discuss aesthetic changes, calls to your landscapers should be responded to promptly. And when extra tasks or jobs are scheduled, you should be able to count on service personnel showing up and getting the job done.

Remember It is Seasonal, and Year Round

Do not fall into the seasonal trap. Yes, commercial landscaping services change as the seasons do, but reducing work during winter or fall will be detrimental to the landscape and your leasing potential. Good landscaping follows a year-round calendar and specifies when certain tasks need doing such as trimming perennials, laying mulch, and when annuals are planted. Not only will cost cutting in one season be apparent to tenants, but it may also harm long-term plant health and mean more work is required the following season.

At its best, when commercial landscaping services are professional and efficient, it can appear to tenants and employees that the landscape just, well…looks after itself. A case when hearing crickets means an excellent job is being done.

Corrections Facility Counts on PRIDE Industries to be Hospital-Grade Clean

With 1.4 million square feet, eight buildings, and sixteen small yards, the California Department of Corrections and Rehabilitation/California Health Care Facility (CDCR/CHCF) Stockton is a licensed medical facility that provides medical, mental health, and dental care to approximately 1,200 inmates. It employs approximately 4,000 professionals who administer an array of services. The facility is further responsible for the housing and incarceration of about 2,450 felons/patients who receive various treatments and care. The prison’s licensure requires compliance with Titles 22 and 24, which include extremely strict guidelines for environmental services, ensuring the proper cleaning and maintenance of a facility at a hospital standard of care.

The Challenge: A Shortage of Reliable, Trained HIPPA-Compliant Staff

Since the facility’s opening in 2013, the CDCR/CHCF has struggled to find and retain a reliable, knowledgeable environmental services workforce. The unique nature of the organization and its facility—its mission, its need for patient confidentiality, its sophisticated training requirements, its stringent cleaning requirements, its security clearance mandates, and the people skills required for patient interaction—presented significant challenges.

“Before PRIDE Industries, CDCR used a porter system, civil service personnel, and another contractor, but there were a lot of hiring and retention issues with all three,” said Ande Heckman, Correctional Business Manager II at the facility. “Then we found PRIDE Industries. Not only did their experience and expertise stand out, but so did their mission to create employment for people with disabilities.”

The Solution: PRIDE Industries Provides Hospital-Standard Environmental Services with a Consistent Workforce

“We were able to offer CDCR the personnel resource bandwidth and expertise needed to resolve their staffing issues,” said Gary Swarthout, General Manager of Hospitality Services at PRIDE Industries. “Equipped with the necessary recruitment strategies, infrastructure, quality and safety experience, and an eager workforce, we expedited and activated services for the facility.”

This has included a staff trained specifically in hospital-standard cleaning protocols—one that consistently passes security clearance investigations.

The Result: Consistently High Assessment Scores, Reduced Disease, and Preservation of Licensure

“Our approach has resulted not only in meeting CDCR/CHCF high cleaning standards, but it has also enabled a robust review, reporting, and corrective action process along with monthly executive summaries that highlight levels of compliance and performance,” said Swarthout.

The team’s efforts and infrastructure also resulted in CDCR/CHCF Stockton obtaining a Healthcare Assessment Maintenance score of 92.5 percent in March 2022 and 85.4 percent in October 2022. These results point to measurable outcomes which preserve the facility’s licensure and its environment of care for patient housing and treatment, ultimately reducing the spread of disease and infection.

A Full-Service Solution

PRIDE Industries recruits, hires, places, and comprehensively trains its CDCR custodial staff—specifically in medical-standard operating procedures, safety, quality, compliance, equipment, and institutional policies.

Business Excellence with a Positive Social Impact

PRIDE Industries is a social enterprise with a mission to provide employment for people with disabilities by delivering high-value business services in the areas of facilities management and manufacturing. The company provides award-winning environmental services in large spaces like the Sacramento Metropolitan Airport as well as at large corporations like Vision Service Plan.

“Before PRIDE Industries, CDCR used a porter system, civil service personnel, and another contractor, but there were a lot of hiring and retention issues with all three. Then we found PRIDE Industries. Not only did their experience and expertise stand out, but so did their mission to create employment for people with disabilities.”

— Ande Heckman Correctional Business Manager II, CDCR/CHCF

Highlights

92.5%

Healthcare Assessment Maintenance Score

1.4M sq ft

cleaned at hospital-standards