First Maintenance Co. - Oklahoma's Premier Janitorial Contractor

Oklahoma's
Premier
Janitorial
&
Landscape
Contractor

Operations Philosophy

First Maintenance Company believes that a cleaning contractor is only as good as its personnel doing the actual cleaning. For this reason our Company's employee compensation structure is designed to attract, motivate, educate and retain the best employees possible, especially at the actual cleaner level. Below you will find an outline of our unique approach and the reasoning behind it.

Overview
     The best employees will only be retained by providing the opportunity for them to succeed financially and professionally. Due to the requirement that personnel perform services in different locations with control over confidential and valuable assets of many clients, they must be of the highest integrity and be motivated in order to perform repetitious tasks in a quality manner.
     In a price sensitive service business the only way to better compensate your employees is to make both your organization and its employees more efficient.
     United Parcel Service's performance would not be better if they utilized legions of minimum wage workers in lieu of highly compensated and motivated individuals.
     Reduced employee turnover will save enough money with respect to training, supervision, insurance and employee benefit cost to allow for higher wages for the actual worker.

Employee Compensation
     The basis for First Maintenance's compensation system is the concept that employees can determine their level of compensation by their level of performance. We feel it has been shown, in a wide variety of circumstances, that given this "Free Enterprise" opportunity the maximum performance can be obtained with much higher levels of employee enthusiasm.
     Our system of compensation has been developed over the last 20 years and is similar in many ways to the currently in vogue Quality Control philosophy "T.Q.M., ie: Total Quality Management". The foundation of our system is based on the employee initially being compensated for their performance at a threshold level that relates to the industry coverage rates per hour ( approximately 3750-4000 sq ft per hour) and to the minimum wage rate per hour. As the employee proves that he/she can perform quality cleaning at a higher rate they will be allowed to take on more square footage and thereby increase their effective rate per hour. This method provides for a known achievable goals with much less chance for bias or oversight.

     The additional benefits of dedicated and hardworking employees are not only limited to lower overhead costs, but also fewer problems related to having janitorial employees on-site.

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