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Laundry and dry-cleaning workers clean clothing, linens, drapes, and other articles, using washing, drying, and dry-cleaning machines. They also may clean leather, suede, furs, and rugs.

Laundry and dry-cleaning workers typically do the following:

• Receive items from customers and mark them with codes or names
• Inspect articles for stains and fabrics that require special care
• Sort articles to be cleaned by fabric type, color, and cleaning technique
• Load clothing into laundry and dry-cleaning machines
• Add detergent, bleach, and other chemicals to laundry and dry-cleaning machines
• Remove, sort, and hang clothing and other articles after they are removed from the machines
• Clean and maintain laundry and dry-cleaning machines

Laundry and dry-cleaning workers ensure proper cleaning of clothing, linens, and other articles. They adjust machine settings for a given fabric or article, as determined by the cleaning instructions on each item of clothing.

When necessary, workers treat spots and stains on articles before washing or dry-cleaning. They monitor machines during the cleaning process and ensure that items are not lost or placed with items of another customer.

Sometimes, laundry and dry-cleaning workers interact with customers. They take the receipts, find the customer's clothing, take payment, make change, and do the cash register work that retail sales people do.

Some dry-cleaners offer alteration services. Often, sewers and tailors do these tasks, but some laundry and dry-cleaning workers do them as well. For more information, see the profile on sewers and tailors.

Janitors and building cleaners keep many types of buildings clean, orderly, and in good condition.

Janitors and building cleaners typically do the following:

• Gather and empty trash and trash bins
• Clean building floors by sweeping, mopping, or vacuuming them
• Clean bathrooms and stock them with soap, toilet paper, and other supplies
• Keep buildings secure by locking doors
• Clean spills and other hazards using sponges and squeegees
• Wash windows, walls, and glass
• Order cleaning supplies
• Make minor repairs to the building, such as changing light bulbs
• Notify managers when the building needs major repairs

Janitors and building cleaning workers keep office buildings, schools, hospitals, retail stores, hotels, and other places clean, sanitary, and in good condition. Some do only cleaning, while others have a wide range of duties.

In addition to keeping the inside of buildings clean and orderly, some janitors and building cleaners work outdoors, mowing lawns, sweeping walkways, or shoveling snow. Some janitors also monitor the heating and cooling system, ensuring that it functions properly.

Janitors and building cleaners use many tools and equipment. Simple cleaning tools may include mops, brooms, rakes, and shovels. Other tools may include snowblowers and floor buffers.

Some janitors may be responsible for repairing small problems with electricity or plumbing, such as leaky faucets.

Career and technical education teachers help students in middle school and high school develop career-related and technical skills. They help students explore or prepare to enter a particular occupation, such as one in auto repair, healthcare, business, or the culinary arts.

Career and technical education teachers typically do the following:

• Plan lessons in the subject they teach, such as information technology (IT) or automotive repair
• Teach students how to apply information learned in academic classes, such as math and chemistry
• Develop relationships with businesses to ensure that students develop the skills employers seek and to coordinate internships and apprenticeships
• Coordinate their curriculum with local community colleges
• Assess students to evaluate their abilities, strengths, and weaknesses
• Grade students' assignments to monitor their progress
• Communicate with parents about their student's progress
• Develop and enforce classroom rules
• Advise student organizations related to career fields

Career and technical education teachers use a variety of methods to help students learn and develop skills.

They teach students the theories and techniques of their field and the laws and regulations that affect that industry. They demonstrate tasks, techniques, and tools used in the field.

They also assign hands-on tasks, such as styling hair on mannequins and replacing brakes on cars, to help students develop skills. Students typically practice these tasks in laboratories in the school.

In addition, teachers use work-based experiences to help students apply what they have learned in the classroom to real-world settings. Some students use class time to work at a business that is willing to let them learn on the job; the business then provides feedback about the student's performance to the teacher. In some schools, students run businesses that are owned by the school, such as a school store, to apply their knowledge and skills in a nonclassroom setting.

Some career and technical education teachers teach in traditional schools. These teachers may be part of a career academy, where they work closely with academic colleagues to create a career-themed school within a school. Others teach in regional career and technical education centers that serve students from many districts. Some teach in a career and technical education high school, where students are in workshops and laboratories for most of the school day.

What career and technical education teachers do depends on their particular field. The following are examples of types of career and technical education teachers:

In agricultural science, students learn a variety of subjects related to the science and business of agriculture. Classes may cover topics such as agricultural production; agriculture-related business; veterinary science; and plant, animal, and food systems. Teachers in this field may have students plant and care for crops or tend to animals to apply what they have learned in the classroom.

Career and technical education teachers in family and consumer science teach students about nutrition, culinary art, sewing, and child development. Students in these settings may run early childhood education classes with teacher supervision, manufacture and market clothing, or create menus and cook for a school function.

In health-related occupations, students learn the skills necessary to work as technicians or assistants, such as nursing or dental assistants, in health care. Teachers in this field may have students practice their skills by measuring blood pressure and administering blood sugar tests on other staff in the school. Some programs allow students to receive the certifications necessary to enter the field.

Business and marketing students learn the skills needed to run a business or make sales. They learn the basics of financial management and marketing. Career and technical education teachers in this field may guide students as they develop and establish a business. Many programs operate school-based enterprises in which students operate real businesses that are open to the public.

Career and technical education teachers in trade and industry specialize in an occupation such as in automotive technology, cosmetology, heating and air-conditioning repair, electrical wiring, or computer networking and computer repair. Teachers use laboratory work to allow students to learn through a hands-on approach.

Career and technical education teachers in technology instruct students in general education subjects, such as math and science, through the hands-on application of technology. For example, they may have students build a robot to learn about physics, computer science, and math. These programs are often a precursor to engineering degrees.

Human resources specialists recruit, screen, interview, and place workers. They also may handle human resources work in a variety of other areas, such as employee relations, payroll and benefits, and training.

Human resources specialists typically do the following:

• Consult with employers to identify employment needs and preferred qualifications
• Interview applicants about their experience, education, training, and skills
• Contact references and perform background checks on job applicants
• Inform applicants about job details, such as duties, benefits, and working conditions
• Hire or refer qualified candidates for employers
• Conduct or help with new employee orientation
• Keep employment records and process paperwork

Many specialists are trained in all human resources disciplines and do tasks throughout all areas of the department. In addition to recruiting and placing workers, these specialists help guide employees through all human resources procedures and answer questions about policies. They often administer benefits, process payroll, and handle any associated questions or problems. They also ensure that all human resources functions comply with federal, state, and local regulations. 

The following are types of human resources specialists:

Employment interviewers work in an employment office and interview potential applicants for job openings. They then refer suitable candidates to employers for consideration.   

Human resources generalists handle all aspects of human resources work. They may have duties in all areas of human resources including recruitment, employee relations, payroll and benefits, training, and administration of human resources policies, procedures, and programs. 

Labor relations specialists interpret and administer a labor contract, regarding issues such as wages and salaries, employee welfare, healthcare, pensions, and union and management practices. They also handle grievance procedures, which are a formal process through which employees can make complaints.

Placement specialists match employers with qualified jobseekers. They search for candidates who have the skills, education, and work experience needed for jobs, and they try to place those candidates with employers. They also may help set up interviews.

Recruitment specialists, sometimes known as personnel recruiters, find, screen, and interview applicants for job openings in an organization. They search for job applicants by posting job listings, attending job fairs, and visiting college campuses. They also may test applicants, contact references, and extend job offers.

Human resources managers plan, direct, and coordinate the administrative functions of an organization. They oversee the recruiting, interviewing, and hiring of new staff; consult with top executives on strategic planning; and serve as a link between an organization's management and its employees. 

Human resources managers typically do the following:

• Plan and coordinate an organization's workforce to best use employees' talents
• Link an organization's management with its employees by handling questions, administering employee services, and resolving work-related problems
• Advise managers on organizational policies, such as equal employment opportunity and sexual harassment
• Coordinate and supervise the work of specialists and support staff
• Oversee an organization's recruitment, interview, selection, and hiring processes
• Handle staffing issues, such as mediating disputes, firing employees, and directing disciplinary procedures

Every organization wants to attract, motivate, and keep qualified employees and match them to jobs for which they are well suited. Human resources managers accomplish this by directing the administrative functions of an organization. Their work involves overseeing employee relations, regulatory compliance, and employee-related services such as payroll, training, and benefits. They supervise the department's specialists and support staff and ensure that tasks are completed accurately and on time. 

Human resources managers also consult with top executives on the organization's strategic planning. They identify ways to maximize the value of the organization's employees and ensure that they are used as efficiently as possible. For example, they might assess worker productivity and recommend changes to the organization's structure to help it meet budgetary goals. 

Some human resources managers oversee all aspects of an organization's human resources department, including the compensation and benefits or training and development programs. In many larger organizations, these programs are directed by specialized managers. For more information, see the profiles on compensation and benefits managers and training and development managers. 

The following are types of human resources managers:

Labor relations managers, also called employee relations managers, oversee employment policies in union and non-union settings. They draw up, negotiate, and administer labor contracts that cover issues such as grievances, wages, benefits, and union and management practices. They also handle labor complaints between employees and management and coordinate grievance procedures. 

Payroll managers supervise the operations of an organization's payroll department. They ensure that all aspects of payroll are processed correctly and on time. They administer payroll procedures, prepare reports for the accounting department, and resolve any payroll problems or discrepancies. 

Recruiting managers, sometimes called staffing managers, oversee the recruiting and hiring responsibilities of the human resources department. They often supervise a team of recruiters, and some take on recruiting duties when trying to fill high-level positions. They must develop a recruiting strategy that helps them meet the staffing needs of their organization and effectively compete for the best employees.