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Posted

It seems I'm finding myself sourcing parts more and more from the dealer for a variety of reasons. I always find it difficult to work these into my standard automated price matrix markup. Margins are typically list less 20% for us for from most dealers - some 25%, but when I plug that into my matrix it usually bumps the sell price well above the dealers "list" price.  How do you guys calculate parts from the dealer? Can you comfortable charge above dealer list or how do you make dealer sourced parts as profitable as a normally sourced parts repair? I don't want to hear "you're charging more than the dealer" for that part.

Thanks

 

Posted

I have found that a lot of dealers charge more than the suggested retail price to their service customers.  Not by a enormous amount like 40% but more like 10-20% I'm guessing.  I do the same and my customers don't complain about it.  

  • Like 1
Posted

1- correct, lots of franchise dealers bump up the msrp.....especially ones with urban location!!  also, they print different MSRP numbers to customers as they wish ....!!!! I get 15-25% off of dealers msrp most of the time... they make huge $$$, and they really hate us because they think we steal jobs from them....

2- we NEVER charged a cent over msrp from number from mithell or worldpac! I am super careful on that, as customer can easily go online and see if we overcharge and would get the wrong idea. we have a high labor rate and stick to little margins on the parts, and when it comes to that, I explain how our total price is the same as others....

Posted

I charge more than dealer list on most parts. If the parts is outrages from the dealer I may not go as high. On the under $50 parts I throw in my matrix like everything else. I am in a rural area and have a big dealer network 2 hours away. They deliver 5 days a week. I try to buy online at repairlinkshop.com. I usually have 30%margin to work with and more on other things. I can see there inventory also. I also warranty all of my jobs for 2year 24 months. The dealer doesn't. 

Scott

  • Like 1
Posted

I run almost every part through my matrix. Doesn't matter where it comes from. The exceptions are engines, transmissions, and the like.

I haven't found any good reason to discount dealer parts. I rarely tell customers where a part comes from. Rarely meaning almost never. Like NEVER.  I get things from "my supplier".

I give twice the warranty the dealer gives me, and the dealer doesn't cover labor on any of it. Why on earth would I make less on their part?

  • Like 4
Posted (edited)

If I have the time or if the customer isn't scheduled for a few days I use rockauto or amazon prone to buy a lot of OEM parts.  Just last week I got a motorcraft transmission filter housing for a diesel for $229 from rockauto when the list at the dealer was almost $600.  Doesn't always work out time wise but Amazon also has those same parts often for a little more than rockauto but they can deliver next day.   Not exactly what your question was but good way to make more profit off quality parts

Edited by JohnC0721
Posted
On 5/6/2017 at 8:06 AM, JohnC0721 said:

If I have the time or if the customer isn't scheduled for a few days I use rockauto or amazon prone to buy a lot of OEM parts.  Just last week I got a motorcraft transmission filter housing for a diesel for $229 from rockauto when the list at the dealer was almost $600.  Doesn't always work out time wise but Amazon also has those same parts often for a little more than rockauto but they can deliver next day.   Not exactly what your question was but good way to make more profit off quality parts

I would like to caution everyone about buying "cheap" brand name parts online. Specifically Amazon and Motorcraft.  I have not had any personal experience, but it is known that there are counterfeit car parts for sale online. Motorcraft and NTN bearings both have formal articles showing how good these counterfeits are at fooling even those of us "educated" consumers.  I overheard a conversation about Motorcraft doing some kind of audit on their parts on amazon and found a staggering number of "motorcraft" parts were fake.  I've also read a few Ford forums were consumers had proof that their "Motorcraft" coils were indeed counterfeit. I'm not saying all (or even most) of the great deals online are fake parts, but it is absolutely a "buyer beware" kind of situation. Just a heads up for anyone who wasn't already aware of how big this issue is. 

   

  • Like 1
Posted

It really depends on your business model. To hit industry target numbers you are looking at getting an average GP on parts of about 50%. If there are lot of dealer parts in your mix and you are not comfortable charging over "list" then you better make sure your labor GP will make up the difference. Essentially all you would be doing is hiding the profit in your labor so you can show your customers a lower parts price. I personally have not had an issue with any customers bringing up the price on our parts. We charge higher than list on dealer parts but we also provide a much longer warranty and an expert certified technician that is performing the service on their vehicle. They get our continued support as a client after the service. Our customers see it as a win and vote with their dollars. Also let us not forget that when you take your car to the dealer for service, you are paying over list for the parts portion of your ticket. If you aren't then that is a poorly ran dealer and you bet your ass their profit margins are in the toilet!

  • Like 1
Posted

Agreed with what everyone posted mostly. At the end of the day, you have to make your margins to stay open. That means you're not always gonna get the job. Focus on getting quality customers through the door and the rest should take care of itself

  • Like 1
Posted

We use our matrix but if dealer list is well below our markup I will on occasion move it down. I'm training my staff to use the 'my supplier' instead of dealer. I never say dealer and always use 'from the manufacturer' but only in the case of explaining of Repair Order turn around. My warranty is better than the dealer  and I can guarantee my customer service is superior as is our diagnosis. Remember to think in terms of mindset as in: The Dealer only pays $5 for the part they're charging you $40 for and lists as $52.50. I've found some manufacturer parts people are cooperative and want our business while others don't. Service departments only get what I can't do and that's reprogramming PCM's and the like. 

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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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