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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?

         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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