Quantcast
Jump to content

Recommended Posts

Posted

I am a newbie here guys, I have a Tire and Repair Shop in the Panhandle of Florida. My father opened in 1961as a Tire, brake and alignment shop. We have adapted to the change of 1 stop shopping , Thanks to Sam Walton. Our labor pricing is going crazy down here it is skyrocketing for our area. I see a trend around our area that the independent will surpass the Auto dealerships in hourly rate. I have raised my rate to 100.00 hour and no one bats a eye. People in our area are just starving for honest businesses. I am fortunate, although we have worked very hard over the years. I am turning away customers almost seems I am picking and choosing who to work for. I have 10 stalls with 7 racks, 2 alignment . I am curious if other areas are seeing this trend, I am really considering putting in 2 or 3 locations to relieve my store. It is really crazy. I will tell you guys one thing I have done that has been a huge money maker for me, aluminum wheel repair , straighten, curb rash and painting. I start at 150 and go to 300, It generally takes me 15 to 3 minutes to straighten 1 wheel. I literally have 2 to 5 calls a day on it. I fix some curb rash with a small file and airbrush, I a paint allover body shop guys does them for 30.00 cash. I never take the tire of the wheel. Also most need a new tire with a bent wheel. I heat them and straighten them. I wish I would have done that 5 years ago. So Long, David

  • Like 1
Posted

I have worked at a station for the last 24 years. The labor rate started at 38.50 an hour when I started , I have been trying to get the owner to up his rate since it has been at 90.00 for the last 7 years. I have been telling him that the cost of living has gone up every year and our pay has stayed the same so we are behind as far as pay. I am in Maryland and I am pretty sure the labor rate around here is much more like 100+ . That is one reason I am really thinking about starting my own repair shop , people will pay for honest and quality work with out batting an eye. Look at the price of gas it goes up , yes people may complain , but do they stop buying it?? No . Is anyone from the Maryland area? if so what are your rates?

Posted

I have worked at a station for the last 24 years. The labor rate started at 38.50 an hour when I started , I have been trying to get the owner to up his rate since it has been at 90.00 for the last 7 years. I have been telling him that the cost of living has gone up every year and our pay has stayed the same so we are behind as far as pay. I am in Maryland and I am pretty sure the labor rate around here is much more like 100+ . That is one reason I am really thinking about starting my own repair shop , people will pay for honest and quality work with out batting an eye. Look at the price of gas it goes up , yes people may complain , but do they stop buying it?? No . Is anyone from the Maryland area? if so what are your rates?

I don't know what part of Maryland you are in but we just went to $100 after being at $95 for over 5 years and we are in the most affluent area of Maryland just outside of Washington DC. I know of only one other independent that is $100 or more. I'm with M-Spec. I'm moving to Florida.

 

Scott

  • Like 1
Posted

The Chevrolet dealer by my shop is at $60/hr. I have held estimates from customers and they quote right at book time and even offer aftermarket parts vs dealer.

 

The Euro dealer (volvo, jag, VW) downtown is $100/hr, other domestic dealers 70-80. Most Independents are $65-75, with the national chains being all over the place with price and routinely more expensive then the dealers.

Posted

You have to look more local then state. Everyone should be calling 10 local shops every now and again to compare labor rates (use a friends phone). If your good and honest and want to stay busy put yourself among the top three most expensive.

  • Like 1
Posted

The reported labor rates ranged from $48-$109 per hour.

 

Good gracious ... I cannot even imagine staying open at $48/hr. Even in a garage behind my house. How do these shops stay in business?

 

For the record, we called every shop in town before opening. Made a massive spreadsheet of labor rates by neighborhood. Then, set ours at the mid to upper side of that curve. $109.99/hr. This also allows us to hit 70% margin on labor.

  • Like 1
Posted

Guys, be careful about discussing this in too much depth on a forum like this. FTC is always looking for what they believe is

collusion to fix prices.

Posted (edited)

Guys, be careful about discussing this in too much depth on a forum like this. FTC is always looking for what they believe is

collusion to fix prices.

We are discussing going open market prices for labor in areas all across the United States.

Edited by Mario
Posted

Just letting you know. All it takes is for a group to discuss it for the FTC to launch an investigation. BTW, insurance companies are exempt from price fixing by law.

Posted

We are discussing going open market prices for labor in areas all across the United States.

Open market pricing in aftermarket automotive repair already exists, so I do not quite understand the discussion. In auto body repair with all the government/insurance regulations open market pricing is non-existent on insurance regulated claims which there are market caps on parts and labor.

Only on custom work, some sublets, and non-insurance related jobs are there reasonable margins possible for auto body shops.

 

As for aftermarket automotive repair ...

 

...for example, our shop labor rate is dependant on different factors that are easily understandable and by differentiation of jobs by risk factor of employee and vehicle, intelligence and ability required, value of vehicles (classics, customs, exotics), and equipment necessary to do a job. On a bare basic example, a shop down the road charges $10.00 per each wheel/tire to balance each wheel/tire. We get paid $35.00 each to balance each tire plus $1.00 each per ounce of weights used. Does not include mounting.

 

Another example, our basic general labor price is $125.00 per hour on general labor, a shop down the block is $84.00 an hour for general labor and even another claims that they are $65.00 for general labor.

 

The Volvo dealer 6 miles away is $160.00 per labor hour. The local Mercedes dealer is over $200.00 per hour in labor.

 

On our exotic end we have been as high as $325.00 per hour for labor, depending on the value of the vehicle, the exclusivity of the client and what exactly they want, the time of operations (sometimes I have to start a job at 1:00 am with no hassles, distractions, etc.), equipment procured, and the supplemental insurance required.

 

This above is open market pricing.

 

If the industry goes regulation bound, as in not open market pricing the restrictive nature of producing an income will produce a lower class of technician with lower quality workmanship. The technicians in this industry are already too underpaid because of a cut throat fear based labor pricing system.

With a low paid industry you typically attract low educated individuals who do not have the IQ or aptitude to produce good quality products.

 

If your not to certain about this, go to your local fast food establishment and see if you can find highly intelligent/skillful people working long term at these low wage operations.

 

Basically highly intelligent/skilful employees do not equate low paying labor jobs as a long term solution for survival for themselves or their families regardless of how good the working conditions may be. The uneducated but willing though are thankful to have jobs and will work for their money(lower income) but lack the education to produce high quality products. That does not mean they are hopeless, but initially they are productive on very low levels. They are laborers not technicians.

 

Then the cycle begins:

They are laborers and not technicians unless you highly train them into professionals.

 

Then these laborers turned professionals, knowing their increased value and rightfully deserving to be paid more, look for raises or higher paying jobs. If the business can afford to pay the raises and higher salaries it will attract and retain professionals. If it cannot, due to low labor rates, regulations, and/or inefficiencies, that shop or industry is doomed to a low level survival potential or failure for the company and its staff.

 

And the cycle starts all over again.

 

_______________________________________

 

 

There is prosperity where there is knowledge and ability, but there is no hope where ignorance of facts exist.

For basic financial prosperity: Income must be greater than expenses.

Expenses × 5 = MINIMUM Income necessary for security.

  • 1 month later...
  • 1 month later...
Posted

Well I'm located in Miami, Fl. I cannot vouche for TC's experience. Here in Miami competition is fierce. Ppl care not how good your are, rather where it can be done the cheapest. Most shops here are in the range of 70-80/hr. My rate is 85.00 and that is only because I specialize on Euros, and many other Euro shops fall in that range. About the only elevated fee I have is a 120.00 diagnostic fee. This is because I have OEM scan tools and have access to certain systems, and certain features some aftermarket tools do not on these vehicles. I charge my fee and guarantee that what I say the issue is, will be the fix. Outside of that, my rate is on par with every other shop in the area. A 100/hr rate won't get you too much business here.

Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Register a new account

Sign in

Already have an account? Sign in here.

Sign In Now
  • Available Subscriptions

  • Have you checked out Joe's Latest Blog?

         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
  • Similar Topics

    • By nptrb

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By carmcapriotto
      Thanks to our Partners, NAPA Auto Care and NAPA TRACS Watch Full Video Episode Host Carm Capriotto welcomes Chris Lawson, founder of Technician Find, to discuss one of the biggest challenges facing independent auto repair shops today: finding and keeping great technicians.
      Chris explains why many shop owners fall into what he calls "fire alarm syndrome," waiting until a technician leaves before starting the hiring process. That reactive approach often leads to rushed decisions, poor hires, and ongoing turnover. Instead, he advocates for an "Always Be Recruiting" mindset, where shops continuously build relationships with potential candidates long before they have an opening.
      The conversation explores practical strategies for becoming a destination workplace, creating a recruiting pipeline, and building a culture that attracts top talent in a competitive market.
      What You'll Learn Why reactive hiring creates costly staffing problems How to build a bench of pre-qualified technicians before you need them Why becoming "10-mile famous" can help attract both technicians and customers How culture-focused marketing can outperform traditional help-wanted ads The three things technicians value most: respect, growth, and compensation Why sign-on bonuses often fail and how to structure them more effectively Practical ways to engage passive candidates who are not actively job hunting Resources available through Chris Lawson's free online community for shop owners
      The best time to recruit a technician is before you need one. Shops that continuously market their culture, build relationships with local talent, and maintain a pipeline of qualified candidates are better positioned to grow, avoid staffing emergencies, and create a workplace where top technicians want to stay. Recruiting is no longer an occasional task. It is an ongoing business strategy. Chris Lawson, TechnicianFind.Com Love your shop? Stay, but stay ready. Auto techs join to level up, find good shops, and keep tabs on top indie jobs nationwide. Techs only. No BS. Independent Wrench Jobs: https://www.skool.com/independentwrenchjobs Finding Technicians Part 1- Chris Lawson [RR 803]: https://remarkableresults.biz/remarkable-results-radio-podcast/e803/
      Finding Technicians Part 2 – Chris Lawson [RR 816]: https://remarkableresults.biz/remarkable-results-radio-podcast/e816/
      Technician Attraction Blueprint [RR 921]: https://remarkableresults.biz/remarkable-results-radio-podcast/e921/
      Attract, Develop, and Retain Top Automotive Talent [CC 113]: https://remarkableresults.biz/remarkable-results-radio-podcast/cc113/
      Beyond Babysitters: Developing Strong Managers and Financial Transparency [RR 1076]: https://remarkableresults.biz/remarkable-results-radio-podcast/e1076/
      Thanks to our Partners, NAPA Auto Care and NAPA TRACS
      Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care
      NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/
      Connect with the Podcast:
      Visit the Website: https://remarkableresults.biz/
      Subscribe on YouTube: https://www.youtube.com/carmcapriotto
      Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/
      Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ Join Our Virtual Toastmasters Club: https://remarkableresults.biz/toastmasters Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 Join our Insider List: https://remarkableresults.biz/insider All books mentioned on our podcasts: https://remarkableresults.biz/books Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom Special episode collections: https://remarkableresults.biz/collections Buy Me a Coffee: https://www.buymeacoffee.com/carm   The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/ Remarkable Results Radio Podcast with Carm Capriotto: Advancing the Aftermarket by Facilitating Wisdom Through Story Telling and Open Discussion. https://remarkableresults.biz/ Diagnosing the Aftermarket A to Z with Matt Fanslow: From Diagnostics to Metallica and Mental Health, Matt Fanslow is Lifting the Hood on Life. https://mattfanslow.captivate.fm/ Business by the Numbers with Hunt Demarest: Understand the Numbers of Your Business with CPA Hunt Demarest. https://huntdemarest.captivate.fm/ The Auto Repair Marketing Podcast with Kim and Brian Walker: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level. https://autorepairmarketing.captivate.fm/ The Weekly Blitz with Chris Cotton: Weekly Inspiration with Business Coach Chris Cotton from AutoFix - Auto Shop Coaching. https://chriscotton.captivate.fm/ Speak Up! Effective Communication with Craig O'Neill: Develop Interpersonal and Professional Communication Skills when Speaking to Audiences of Any Size. https://craigoneill.captivate.fm                                          Click to go to the Podcast on Remarkable Results Radio
    • By Joe Marconi

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By Riccardo

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By Riccardo

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.



  • Our Sponsors

×
×
  • Create New...