• Guam Cleaning Masters was formed by Alex Thomas in December 1995 as a service company providing professional cleaning, custodial, janitorial and ground maintenance services.
• Rowena Thomas started with GCM in 2002 as the operations manager. She has progressively increased her responsibility and is now directly responsible for recruiting and retention, financial management, human relations, and quality control for all projects.
• Her contribution to GCM has been significant and is in direct relationship with the growth of GCM.
• She also is responsible for overseeing every department head or department manager. As a corporate structure, the employees report to foremen or supervisors, foremen and supervisors report to department managers, and so on. Each level of management is responsible for directing the employees below them. The assistant general manager will hand out directives to the department heads and then follow up to ensure those directives are carried out.

ANDREW CERTEZA

Operations Manager / Safety Officer

• He performs daily operational functions in accordance with GCM procedures and applicable federal and local regulations.
• He also provides quality oversight for all services to clients. This includes inspections, special projects, and detailed inspections at job sites.
• He records and reports all errors or areas for improvement to GCM upper management.

MILFER TINA MANIPON

Accounting

• She works with senior management, and the Chief Financial Officer in establishing and implementing major economic objectives and policies for the company in order to ensure that the company is responsive to market opportunities and conditions on Guam.
• She also works with the Chief Financial Officer in analyzing and preparing various cash management reports, daily cash reports and profit analysis reports, including periodic financial reports comparing actual costs with budgeted costs; cost accounting reports detailing costs of operations for various services and operational components of the company’s operations.
• Works in conjunction with the Chief Financial Officer in preparing financial feasibility analyses for expansion into potential new market areas for the company, including preparation and analyses of the various cost factors, risk factors analysis, and profitability assessments.
• Primary responsible for payroll processing. Responsible for all accounts payable and credit card activities. Process account receivables every end of the month.

SHINTO VARGHESE

Accounting

• Works in conjuction with senior management, and Chief Financial officer in establishing and implementing major economic objectives and policies for the company in order to ensure that the company is responsive to market opportunities and conditions on Guam.
• Works in conjunction with the Chief Financial Officer in analyzing and preparing various cash management reports, daily cash reports and profit analysis reports, including periodic financial reports comparing actual costs with budgeted costs; cost accounting reports detailing costs of operations for various services and operational components of the company’s operations.
• Works in conjunction with the Chief Financial Officer in preparing financial feasibility analyses for expansion into potential new market areas for the company, including preparation and analyses of the various cost factors, risk factors analysis, and profitability assessments.
• She is primarily responsible for payroll processing,  all accounts payable and credit card activities. She processes account receivables at the end of every month.

CHERRIE MAY YUMOL

Supervisor

• She supervises GCM employees assigned to various schools run by the Guam Department of Education. ‘s various
  schools, supervise employees assigned at different schools.
• Performed daily inspection for each project to assure the quality of work.
• Daily communication with the management team and school officials.
• Perform daily reports to school officials.
• Assure professionalism for employees.
• Assure the safety of employees and usage of chemicals.
• In- charge of daily employee scheduling for daily, seasonal and periodic cleaning activities.

JAYR CARSULA

Supervisor

• She supervises employees assigned to different government schools, 
• performs daily inspections and communicates with the management team and school officials; assures the safety of employees and the usage of chemicals.

ROCILLE JOQUIN

Supervisor

He performs daily operations for various schools under the Guam Department of Education,  supervises employees assigned at different schools, inspects  each project and communicates with the GCM management team and school officials.

WINDY GADIA

Supervisor

• She performs daily operations for Guam Department of Education’s various
  schools, supervises employees, performs daily inspections and communicates with the management team and school officials.

ARJAY BALANE

Accounting Manager

MANUEL MERCADO

Team Leader

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Guam Cleaning Masters ensures that it provides the best cleaning service to its clients in accordance with the following guidelines:
What are the top qualities of good employees:

    * Identifying high-quality employees improves workplace productivity

    * Rewarding top-notch employees increases work morale and job satisfaction

    * The best employees train others in the company in order to transfer desirable skills.

Identifying the various qualities of a good employee can be challenging, but knowing what characteristics to look for helps forecast the employee’s success in the workplace. Once your company has established a pool of top-notch team members, it’s important to recognize those people, as this can boost job satisfaction and decrease turnover.

What are the qualities of a good employee?

1. Leadership skills

Employees who display leadership qualities are generally the ones your organization will want to hire and keep long-term. Leaders have potential to move up the corporate ladder, fill future management positions, lead teams, train new team members and boost workplace productivity.

2. Organizational skills

Even if employees aren’t natural-born leaders, organized workers benefit your company’s bottom line. Organization means better workplace efficiency, and it can boost your company’s reputation among customers and competitors.

3. Excellent written and verbal communication

Communication skills are a key component of every successful employee. Solid writing skills and a dynamic speaking ability (using eye contact) are all qualities to look for during the hiring process. Whether you’re filling a sales role, management position, customer service role or creative position, good written and verbal communication skills can make—or break—the face of your company’s brand.

4. Intelligence

Intelligence, especially emotional intelligence, is a strong predictor of job performance. Candidates who are sharp and able to connect with others both socially and emotionally can improve your company’s reputation.

Intelligent employees will keep your organization on the cutting edge by introducing new technologies, using high-quality marketing skills and maintaining strong customer relationships. Administer an IQ or personality test to identify the best job candidates, and weed out the others.

5. Active listening skills

Finding employees who actively listen means they’ll catch on quickly, follow tasks properly and get the job done efficiently. These employees are typically adept at developing (and maintaining) good relationships and building trust with clients. They also tend to excel in sales, management, customer service and other client-centered roles. Seeking out individuals who actively listen could eventually boost your company’s bottom line.

6. Honesty, ambition and a strong work ethic

Hardworking, honest employees with ambition can keep your company’s morale high. Employees possessing these traits are marketable, can be trusted with increased autonomy and are the ones you want to stick around. Honest, ambitious employees can sometimes be hard to find—so once you have a high-quality candidate pool, find ways to keep them engaged and satisfied.

Identifying top employees

There are several ways to identify individuals who possess desirable skill sets. Pre-employment screening tools—such as drug tests, background checks, personality quizzes and IQ-related tests—can help. Additionally, a face-to-face interview serves to identify candidates with top-notch interpersonal communication skills.

High-quality employee recognition

Once you’ve identified your best employees, be sure to recognize these people and reward them for a job well done. Acknowledge accomplishments with shout-outs, awards, bonuses, paid time off or other perks (such as half-day Fridays or options to work from home). Promotions and pay raises are also good ways to recognize top employees.

Transferring desired skills to others

Honest employees with the desired characteristics of good leadership, organization and communication skills can be trusted to pass on these traits to employees who under-perform. Have top employees train new (or subpar) employees and allow under-performers to shadow the best workers in order to help transfer desired skills.

Once all—or most—of the workforce possesses desirable characteristics, your company can reap numerous benefits. Whether it’s better workplace productivity, an increase in revenue, improved morale or enhanced customer satisfaction, the perks of finding the right employees are endless. Once you have a top-notch team in place, remember to ask them for referrals so you’ll have a list of candidates when you’re ready to hire additional personnel.