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  • 2 weeks later...
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I think the problem Robert was asking about and everyone else is having in maybe a breakdown in translation. 

Could you please give us more information about what you are asking about?  No matter the language barrier we will try to help you if we can.  We just can't with the posts so far.

 

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Posted

Innovations in the automotive industry have gradually transformed,so with the high school education(automotive repairs programs ) is important for automotive industries ?

Posted

If I understand you right, you are asking IF high school auto shop classes are still important because of the advances and innovations in the automotive industries.  IF the classes are teaching students the skills and knowledge that the auto repair industry needs. 

Estoy usando un servicio de traducción, no hablo o Leo español muy bien.  Si te entiendo correctamente, estás preguntando si las clases de taller de auto de la escuela secundaria siguen siendo importantes debido a los avances e innovaciones en las industrias automotrices.  Si las clases están enseñando a los estudiantes las habilidades y conocimientos que la industria de reparación de automóviles necesita. 

 

I believe the value and quality of high school education classes for automotive techs is and will be directly connected to how involved we as an industry are with the curriculum and how well the classes are funded.  In years past, at least into the 1980's auto shop classes were where the "dumb" kids were dumped.  I mean how hard is it to pull bolts and change an alternator, right?  Well today, it can be a major project and the electrical testing to verify it's the alternator and not the PCM is not simple, it only seems that way to experienced techs.  But a professional grade scanner is required for proper diagnosis.  And those scanners are not cheap.  The auto shop class MUST have the resources (money) to invest in modern equipment and updates in order to properly train the students and render value and relevance to our industry.  That requires tax money and we know how people "think" we are taxed enough already. (that is another discussion for another time) If we continue with OUR ignorance of thinking our taxes are too high and expecting the government to do all of these things for us with less and less revenue (relative to the actual increasing costs of everything) we will never see the value that the government COULD provide much less have auto shop classes that are properly equipped to teach and train our future employees.  How valuable is a student leaving an auto shop class that only had a red brick scanner?  Incapable of teaching bidirectional controls on a late model car?  Any capable, competent full function scanner-only tool will cost around $3000 (or more) plus periodic updates, that is $3000 TAXPAYER dollars.  If we as an industry get involved, have a voice, are paid attention to and PAY for the value we expect then high school auto shop classes can have great value.  The students almost certainly will NOT come out fully capable to start work unsupervised, but at least we won't have to teach them to push a wrench with an open hand instead of wrapped around the tool to smash their fingers when it breaks loose or to start all bolts before tightening the first one.  When we ask them to install a vacuum gauge or a cooling system pressure tester they will know how to do it.  When we teach them, as we would even with a technical school (college) graduate the high school auto shop graduate will at least have an understanding and know what they are looking at when they learn something new.  For instance, when we teach them voltage drop they will know and understand how the meter works and what we are testing, maybe not WHY we are testing this way.

 

If we think that high school auto shop classes have no value or are "for the dumb kids" then we are selling ourselves short too.  Just as we sell our customers, VALUE is not a cheap price, it is the benefit you get from the money you spend.  To get true value out of our schools, not just auto shop class, we MUST spend money, we MUST invest resources including our time.  If we put into it what we want to get out of it, we will see value in high school auto shop classes.  But if we ignore the teacher, the curriculum, the students and the school, we will see and realize only failure.  Now don't get me wrong, I don't mean give the school a blank check or quit your job and become a teacher or spend every day bugging the teacher, but be available to offer guidance, to give unsolicited suggestions and yes, to pay taxes to support the school that you and I and all Auto Shop Owners members benefit from the students that are educated there. What I mean is like in your business, you invest in tools and equipment that you think will grow your business, increase your revenue (and hopefully profits) and the same goes for the school, INVEST in the students so they can be of value to your business, even if it's only as an educated, income earning customer.  If you don't see a value or benefit from the high school auto shop classes, if you haven't been involved, then you are part of the problem and could be part of the solution.  If you don't see a value or benefit from the high school auto shop classes and you have been involved, then maybe it's time to ask for advice from fellow colleagues on how to try and change the curriculum, approach the board or change the board so they are responsive to the needs of the industry their classes are supposed to be benefiting.  And of course coach the board how to spend the money they have for auto shop class tools and equipment more efficiently to gain the most value from it, just like you do in your own business.  The underlying theme, if you haven't guessed, is industry involvement, as a resource for not only knowledge, guidance, finances and emerging trends/needs. 

 

I know I touched the third rail here so if anyone disagrees with me, please make your replies IN CONTEXT and well explained so we can understand your viewpoint and its foundation and maybe engage in more than a "witty one liner" discussion.  Thank you.

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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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