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Employment Job Descriptions


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I have been working on job descriptions for my employees for quite some time now and am looking for anyone out there who may be using these in their business already. I am preferably looking for job descriptions for Apprentice, Journeyman and Master Technicians. If anyone has job descriptions they would be willing to share I would greatly appreciate the help. I am willing to share what I have so far also if anyone is looking for some ideas. You can email me directly at [email protected]

 

Thank you in advance for help, ideas or suggestions you may have.

 

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I have a list on my computer that I'll send you tomorrow. I based it off my days in the union.

 

One piece of advise I would give. We had a problem employee. He was hired as a smog tech. We do about 60 sniffs a day and have 3 dedicated smog techs and 1 office personal.

 

There was a lot of downtime where the techs would be on their computer or on the phone. I never minded because the shop was clean and there wasn't anything to do. Well, the repair side was slammed like always and we asked the tech to help us move cars. He response was"that's not my job". Classy response.

 

Long story short,I cut back his hours, loaded him with work and made it so he wanted to leave. He ended up quieting about 2 weeks later.

 

Morale if the story. Now in all job descriptions in the employer hand book it is written that everyone is to do anything and everything for the betterment of the company when asked by management.

 

I don't abuse it at all but it has prevented that from happening. I have a full time janitor to clean up after the techs,a parts guy that gets the techs the parts, and a shuttle driver so no one ever has to do what they weren't signed up for. I don't believe techs should be asked to mop up the shop if they aren't getting paid for it. However, if I'm paying you then you better move a car or help out if I ask.

 

We've never had a problem except for the one guy but I learned my lesson.

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  • Have you checked out Joe's Latest Blog?

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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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