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Currently customers gauge the cost of one shop vs. another entirely on labor rates.  I wouldn't mark up any parts if I could charge the labor rate required to accomplish that. In Minnesota only the parts are taxable. The labor is exempt as long as it's repair work. The customer would pay less sales tax if I charged cost on my parts, but I'd have to just about double my shop labor rate.  The total cost to the customer would be close to the same either way, but I'd have to have customers that had as much schooling on economics as they did algebra in order to get them to understand.  The other benefit would be that I just wouldn't care if the customer supplied their own parts anymore.  Wouldn't affect me or my bottom line.

 

Posted

When I mentioned this exact thing on a Facebook auto shop owners group, I was basically ganged  up on by an angry mob fueled by one idiot shop owner who said I was a you tube mechanic newbie idiot. His words, not mine. Actually I’ve had a successful shop for over twenty years, but have always been forward thinking. As long as dinosaurs such as that shop owner exist in this industry we’ll never move forward. Face it, parts margins are shrinking and it’s time to adapt. I’ve been looking at ways now to get more labor out of the job and not worry so much about the parts. Any ideas would be welcome as I’m just starting to experiment with this. 

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Posted

This is an old discussion around our shop.  Our best answer is: wholesale on parts & whatever labor rate it takes to reach your gross profit goal is what is charged to customer.The challenge is we are too fearful to think about stating that actual dollar amount per hour for mechanical labor & diagnostic labor that it would take to take to a customer. Mostly due to the perception (or fact) that consumers really don't care about why; they just want to compare a number.  Many assume a good warranty, customer service, and value is standard.  We may age out before we can ever get on the same page together on this as an industry.

  • Like 1
Posted

That’s the exact formula I’m looking at, but worry about the high labor dollars too. I like to be a disrupter, but I don’t want to disrupt myself out of business. Do we charge $29 for brake pads and $250 to install them? Does the consumer adapt to that and say they have great parts prices but their labor is ridiculous? Has anyone tried this approach?

Posted

Yesterday I had a conversation with an investigator for the sales tax division in my state. I ask her the following questions:

If I stop charging a mark up on parts and roll all the charges into my labor rate, would I be flagged for an audit by the sale tax division, because my overall sales would remain the same but the sales tax that I report would be cut in half. She did not think so and she had been asked the question before by other owners. Labor is not taxable in Michigan.

I then asked her "what if" I stopped charging markup on parts and started charging a "shop rate" (in lieu of a markup on parts), and that "shop rate" was a variable of (and based on) the cost of the parts used on the invoice.  She wasn't so sure how that would be received by sales tax division, by she would ask a compliance officer and report back to me. 

Personally, I would rather just have a shop rate that covers all controllable costs to the customer. Unfortunately in Michigan we are mandated to have parts & labor charges, plus billed hours, clearly called out on our estimates. It is unlikely, in my opinion, that the BAR would allow a "shop rate" other than as an additional charge on top of parts and labor, which is no less confusing to the consumer than our current scenario of marking up parts. I am currently in the middle of a friendly audit by the BAR and I will ask the compliance officer his thoughts on this. 

Maybe the first thing we need to agree on is that our true charge to any and every customer(consumer), by every and any automotive service facility, is typically:

"Our normal charge for the job minus our cost on the parts "   We control all other charges on the job, except parts cost. Regardless of what quality of part we use, there will be a parts charge and we did not set that cost.

This whole mess became much clearer to me, when I figured out that the price we charge a customer that wants to supply their own parts, is as follows:

Our charge when a customer wants to supply their own parts is whatever our normal everyday charge for the job is, less our cost on the parts required.

Once we agree that is exactly what we charge our very best customers, in every shop model, we will be one step closer to a solution, Imo. 

  • 4 weeks later...
Posted

We charge by the job but we do breakdown parts and labor on the ro. Once in a while someone will question the markup I reply "the Amazon price is if you do it yourself" end of story we don't put in your parts I need to buy groceries like everyone else. Some people complain about the 8.5% sales tax i tell them to call Albany it's not up for discussion. 

I suppose we could just raise the labor rate to compensate but I'm afraid its going to be a race to the bottom once everyone starts wholesaling parts 

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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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