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Camaro motor replacement question


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For our shop car we are replacing the motor in a 98 Camaro 3.8. The issue is conflicting reports on which year Camaro/Firebirds are compatiable. Some say 96-98 other say 99-02. Before I spend too much on a motor and have it shipping can anyone help clarify. I have spent some time searching the web but am only finding info on the LS motors.

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If we are dealing with used engines we depend upon our local salvage yard to give us that information.  Call LKQ and get a price and see if they can tell you what years will work.

Www.car-part.com uses the same software design as most junkyards and links to them all. It gives the option and year ranges in look up options on some vehicles!

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If we are dealing with used engines we depend upon our local salvage yard to give us that information. Call LKQ and get a price and see if they can tell you what years will work.

 

Thats where the conflicting info is coming from multiple salvage yards.

 

car-parts.com says 96-98

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I would be very careful about doing a used engine in a vehicle that old.  We as a rule won't do an engine or transmission unless we can get one from LKQ with a 12/12 warranty (less than 100K for LKQ to do that).   We did a transmission in an older pickup truck a couple of years ago without it only because it was about  3.5 hours.  However, by the time we installed the 4 used transmission we had had enough.  Finally had to do a rebuild.

Agreed. I've been through the mill with used parts. Just went through three motors to find a good one, finally installed the good one that looks to be a fresh rebuild and it's got a slight knock. (Most all 4.7l chryslers knocked at some point).

 

 

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It's our shop car not a customers. If we charged labor it would be better to scrap the car. It's a clean car that has records and is very good condition. We are just using it as and errand runner to save my patents classic Mercedes from the miles. Unfortunately we cannot rebuild due to a cracked block.

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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