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Posted

For those of you guys whom use a outside book keeper that is not you, your wife, your mom etc what do you pay? How often do they do your books? What qualifications did you look for? Did you set up how you want everything accounted or did you rely on them to choose their methods.

Posted

What are you trying to accomplish? Are you looking for someone to sort through and match

the invoices with the billing from the vendor?

 

Or are you looking for someone to produce a P&L every month? Or something else entirely?

If you have an accountant that does your year-end work, he or she will usually have a system

they prefer be used, in order for them to get an accurate picture of what happened each month,

in your business.

For example, do they prefer you use QuickBooks? Or some other system of recording the
day to day information?

I've seen book keepers that had their own system that wasn't really accurate. Therefore, even

though the book keeper didn't cost much in salary... it cost tons of hourly fees on the accountant's

end, in order to clean up the "mistakes" that were made by that person, in QuickBooks.

  • Like 1
Posted

What are you trying to accomplish? Are you looking for someone to sort through and match

the invoices with the billing from the vendor?

 

Or are you looking for someone to produce a P&L every month? Or something else entirely?

If you have an accountant that does your year-end work, he or she will usually have a system

they prefer be used, in order for them to get an accurate picture of what happened each month,

in your business.

 

For example, do they prefer you use QuickBooks? Or some other system of recording the

day to day information?

 

I've seen book keepers that had their own system that wasn't really accurate. Therefore, even

though the book keeper didn't cost much in salary... it cost tons of hourly fees on the accountant's

end, in order to clean up the "mistakes" that were made by that person, in QuickBooks.

 

 

My question is under the assumption data and numbers will be recorded accurately and in congruence with your accountants method.

 

Really I was just wondering what you guys are paying out there.

Posted

What qualifications did you look for? Did you set up how you want everything accounted or did you rely on them to choose their methods.

My question is under the assumption data and numbers will be recorded accurately and in congruence with your accountants method.

I was answering your first question about methods.

 

Just like you can't assume hiring a tech who says they do things accurately - actually does,

you can't assume a bookkeeper who says they know how to do bookkeeping accurately...

actually does.

 

My daughter-in-law works for an accounting firm that specializes in working with small

business owners. Her job is to clean up bookkeepers records so the accountant

can then, file a proper tax return that isn't going to trigger an audit from the IRS.

 

Or cause the business owner to pay more taxes than they should have.

Posted

By the way, your accountant may be a great resource to not only recommend someone,

but answer your question about what a good book keeper might cost you, based on your needs.

Posted

We have a bookkeeper/accountant and we pay $275 per month. This includes monthly/quarterly/yearly PnLs and respective reports, monthly withholding taxes called in, quarterly tax reports completed, annual report (we are a Corp) any property tax calculation forms etc and our yearly corporate return. She also answers any questions etc we have along the way. We just send her our payroll info (done in house) and our sales monthly and she does the rest. She also provides all W2s and and will do the owners personal returns as well.

 

In terms of what we look for, we look for someone who is knowledgable, pays attention to details and has a CPA or practices under a CPA.

  • Like 1
  • 2 weeks later...
Posted

I've found if the service writer web orders parts, and checks the parts invoices to the ro parts costs every time it eliminates the need for a bookkeeper. I'm not talking about an accountant. Back in the old days with hand written invoices a bookkeeper was required, not so much today IMO.

Posted

I've found if the service writer web orders parts, and checks the parts invoices to the ro parts costs every time it eliminates the need for a bookkeeper. I'm not talking about an accountant. Back in the old days with hand written invoices a bookkeeper was required, not so much today IMO.

 

 

Do your service writers also pay and enter in expenses? Mine don't and I would never add that to their job description.

Posted

Yea its me. All utilities are set on auto pay, the parts bills get paid once a month. It takes me literally one to two hours a month to check the Mitchell reports against my bills and confirm the difference is either in an unpaid invoice, parts put into used cars that didn't sell, or in inventory. Shrinkage - parts used and not billed - is less than 1% so its really not worth stressing over. I've managed other peoples shops where shrink was 10-15%, the bookkeeper was needed to keep the people that really needed to be fired in line. While the workload is difficult sometimes keeping a lean crew has its benefits.

  • Like 1
Posted

Wow you all are efficient. I have a bookkeeper 20-25 hr a week $15-$17 per hr. I don't know how i would run the business without one.

She takes care of tracking insurance, new hires,inputs the totals from each day. Reconciles the merchant account.

Checks on the loaner car paperwork to make sure we have all service records in compliance.

Pays traffic tickets and chases down the customer who got them .

Keeps track of appointments and schedules new ones.

Pays all the bills and helps answer the phones when all more than 3 lines are in use.

and so much more. If i didn't have a bookkeeper i would need a personal assistant for sure.

 

Ollie owner GermanCarDepot.com

10 bays 10 employees.

  • Like 2
Posted

Wow you all are efficient. I have a bookkeeper 20-25 hr a week $15-$17 per hr. I don't know how i would run the business without one.

She takes care of tracking insurance, new hires,inputs the totals from each day. Reconciles the merchant account.

Checks on the loaner car paperwork to make sure we have all service records in compliance.

Pays traffic tickets and chases down the customer who got them .

Keeps track of appointments and schedules new ones.

Pays all the bills and helps answer the phones when all more than 3 lines are in use.

and so much more. If i didn't have a bookkeeper i would need a personal assistant for sure.

 

Ollie owner GermanCarDepot.com

10 bays 10 employees.

 

Sounds like your book keeper does a lot of the job duties that a service adviser does and some admin that a manager would take on.

  • 3 weeks later...
Posted

I agree with AlfredAuto, many of these duties can be streamlined to make the business more efficient. I believe that the owner should do most if not all of it that they are able to do themselves, this keeps their finger on the pulse of the business. I started out doing a monthly P&L using Excel, and submitted all of my info to my accountant, who charges me about $950 yearly to do my personal and business returns (Corp). I have recently started learning Quickbooks, and absolutely LOVE it! And for $13/month, you can't go wrong. As a sidenote, I also have the Mitchell 1 Program, but have not yet integrated it with QB yet.

 

Jamie

Posted

To be a true owner you would have to delegate that duty to someone. I personally do not want to get into the habit of doing it myself. My goal is to make this business function so that if I wanted to step away and manage it from tahiti I can do so.

  • Like 1
Posted

I pay $350/month. She comes and picks up the receipts that I keep in a file folder once a month. She provides P&L reports as requested. She is starting to scan all receipts to have digital back up copies. I was referred to here via my CPA. She communicates with my CPA to make sure all taxes and other legal BS is handled and paid. She makes all tax payments for me. If I want anything changed, she changes it. She also does payroll and direct deposit.

  • Like 2
  • 9 months later...
Posted (edited)

Hey guys,

 

I've been a full-time bookkeeper for several years, but I'm wanting to work specifically with mechanics. I know you all have unique problems, that only you guys deal with - and I'd love to hear about your pain points, and what areas you would like help in - even what you want out of it, in the end. Is it communication? More free time? Knowledge?

 

I'm working on a website right now (linked below), but if any of you would like to get in contact, I'd be happy to answer questions or help in any way I can.

 

http://www.constructivebookkeeping.com

Edited by lydiakate223
  • 3 weeks later...
Posted

I'm fortunate to have enough biz to have a full time bookkeeper/admin. Life would suck without her here. She takes care of my Quickbooks, HR, tracks my marketing, does my tech time management spreadsheets, pays the sales tax on time, does payroll, and generally keeps my guys in line. All for only $20 an hour.

I can pull a P&L or balance sheet and know it's always up-to-the-minute up to date. When I had an outside bookkeeper/cpa, he would pick up receipts and the check registers once a month, then return a P&L the following month when he picked up the next batch. My P&L was always 6 weeks behind, and honestly I didn't understand it back then anyway. If I did understand it, it was 6 WEEKS OLD. What am I going to do to fix a problem that was half a quarter ago? Even before I could afford to hire Terri I started doing the books myself, and it was the best thing I ever did. There's no better way to understand where your profitability is going, either in gross profit or expenses, than being able to see it in real time. Besides, if you don't understand your books (P&L and balance sheet), you don't understand your business.

Terri and I go over all of the numbers line by line once a month to make sure everything is on track, and it helps provide the checks and balances we need. Of all my employees, Terri has the greatest ability to steal from me. I trust her implicitly, but as the old saying goes, trust, but verify.

All of that being said, I still use a CPA for my taxes. Once a year, Terri, my CPA, and myself get together and work through any issues to make the tax prep smooth and easy.

Posted

I'm fortunate to have enough biz to have a full time bookkeeper/admin. Life would suck without her here. She takes care of my Quickbooks, HR, tracks my marketing, does my tech time management spreadsheets, pays the sales tax on time, does payroll, and generally keeps my guys in line. All for only $20 an hour.

 

I can pull a P&L or balance sheet and know it's always up-to-the-minute up to date. When I had an outside bookkeeper/cpa, he would pick up receipts and the check registers once a month, then return a P&L the following month when he picked up the next batch. My P&L was always 6 weeks behind, and honestly I didn't understand it back then anyway. If I did understand it, it was 6 WEEKS OLD. What am I going to do to fix a problem that was half a quarter ago? Even before I could afford to hire Terri I started doing the books myself, and it was the best thing I ever did. There's no better way to understand where your profitability is going, either in gross profit or expenses, than being able to see it in real time. Besides, if you don't understand your books (P&L and balance sheet), you don't understand your business.

 

Terri and I go over all of the numbers line by line once a month to make sure everything is on track, and it helps provide the checks and balances we need. Of all my employees, Terri has the greatest ability to steal from me. I trust her implicitly, but as the old saying goes, trust, but verify.

 

All of that being said, I still use a CPA for my taxes. Once a year, Terri, my CPA, and myself get together and work through any issues to make the tax prep smooth and easy.

 

Do you mind if I ask how much you pay your book keeper? Seems like she does a bit more admin duties as well. If you don't feel comfortable posting please PM me. Thanks!

Posted

 

Do you mind if I ask how much you pay your book keeper? Seems like she does a bit more admin duties as well. If you don't feel comfortable posting please PM me. Thanks!

No worries, it's right there in my post. I pay her $20 an hour, and she has flexible hours. She pretty much comes and goes as she pleases, and as long as her work gets done that's just fine with me. Generally she works from open until about 3 in the afternoon.

  • Like 1
  • 2 months later...
Posted

I ended up hiring somebody on a personal recommendation from my CPA. $75/hr, thus far she went and cleaned up my first year and a half for just under $1k. Planning to start looking at stuff quarterly, should only take her a couple hours.

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  • 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.
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      But those fees could go up with no notice at all
      The Company shall remit payment to you net of any applicable transaction fees as promptly as practicable after, and contingent upon, Company’s receipt of payment from the applicable fleet customer for the services rendered by you. 
      They will pay you for the work you did, as long as they are able to get paid.
      You acknowledge and agree that the Company shall not be responsible for any delays or failure to pay that may be caused by a fleet customer.
      And if the customer fails to pay them, too bad.
      You further acknowledge and agree that (i) the Company may withhold funds in the event of any dispute between you and the Company pending the resolution of such dispute, (ii) you shall not collect any fees for services rendered hereunder directly from a fleet customer and shall receive payment for such services solely from the Company, (iii) in the event the Company determines that you have violated the foregoing subsection (ii), the Company shall have the right to charge a penalty of 10% of the gross value of the applicable services and may withhold that amount from future payments or debit your bank account to recover the penalty and any applicable fees for services.
      AND if they customer fails to pay them and you go directly after the customer yourself, tack on another 10%
      So basically, you fix our cars, and we maybe pay you after we take fees.
      Has anyone used this platform? What do you think?


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