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[Podcast] Apprentice Program – Grow Your Own Technician [THA 185]


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https://youtu.be/aDKpVC5ipd0

Pete McNeil is a second-generation family-owned business that started out as a Volkswagen specialist. They quickly recognized their potential for all makes and models and expanded their service offerings. During this time, they joined the NAPA AutoCare program, expanded their footprint in the Salt Lake valley and became a pillar in the automotive repair industry.

In 2018 alone, McNeil’s expanded their Sandy location to 16 bays to help accommodate their growing business, training center and partnership with local schools for the continued growth of their apprenticeship program. During this time McNeil’s also took advantage of the Interior ProImage program and remodeled their entire showroom! This included new counters for their 4 Service Advisors, new epoxy flooring, signage, and upgraded comfortable furniture and fixtures! This is truly a place where their customers can relax while having their vehicle repaired.

In addition, Pete opened a 2nd location in Riverton, Utah in May of 2019. Pete is very involved in the community both locally and abroad He is active in the local Church Youth Conference, Angel Hands, which assists people with disabilities.

Very active in youth soccer with contributions and cars washed to raise money for Sparta-United. He has donated time and resources to “Sandy Pride” which helps residents clean up and beautify the city.

Jake Sorensen is the 2019 NAPA ASE Technician of the Year and 2019 Ratchet + Wrench All Star technician of the year. He is an ASE Master technician with L1,2 and 3 advanced level certifications. He is the shop manager and diagnostic technician at McNeil’s Auto Care in Sandy, UT where he helped develop an apprenticeship program that is registered with the U.S. Department of Labor. This program has graduated several high performing automotive technicians and was used by NAPA Auto Care as a template for their automotive apprenticeship program. Jake also developed the curriculum for an automotive course that he teaches at an adult education high school.

Alexia Murphy is Program Specialist, Department of Workforce Services, State of Utah

Key Talking Points:

  • Sustainability- Without a program, there “will not” be enough technicians for the independents to be able to compete, or grow in this industry.
  • By 2026 we are going to need 46,000 additional technicians (Bureau of Labor Statistics)
  • Less coming into the trade
  • You cannot afford to take your ‘lead’ technicians to teach a new member of the team
  • You need a roadmap and an officially approved apprentice program to support a mentor, training and a career path
  • (Jake Sorensen) Benefits from apprenticeship program Common questions:
  • How much will it cost me?
  • Answer: How much are you losing by not having enough technicians? That number far exceeds the cost of training. Also, the program is not as expensive as most believe. On average, an apprentice will start producing more revenue than the cost of their employment and training within three months!
  • What if I train and invest in someone, and they leave?
  • Answer: If you: choose the right candidate, offer free training, assist with tool purchases and treat them well through their apprenticeship, they will appreciate what you have provided and stay around for the long haul. McNeil’s still employs all three of the technicians that graduated from their program.
  • Maybe more importantly, what if you and every other shop owner sits back and does nothing?It is important to remember that if you lose an apprentice to another shop, that shop is no longer looking for a technician, which may free someone up for you.
  • Department of Labors throughout the country is willing to help for employer and apprentice by providing moniesStates vary. Meet with then and ask them questions and show them your program
  • Skilled trades are advertising to bring in young people into their industry through apprentice programs.
  • Not every candidate will work outA big problem is communication
  • Every other week you need a sit down to review and talk about the next two weeks.Discover if the training methods are working
  • If you find the right candidate, it will work
  • Apprentice vs 2-year collegeStudent loan debt
  • Tool investment
  • Not as much hands on as in shop
  • Schools let them know that when they enter the job market they can get top pay
  • Some schools do not have the latest equipment
  • Many counselors are naive about the industryWe must get involved and change the perception
  • Their supplier, NAPA, is providing incentives along the way. Toolbox, tool credit.
  • Incentives (rewards) for the apprentice to earn
  • Just because you are providing free training, they still have rent, car payments, food. They have a life. Create incentives along the way to keep them motivated and engaged while they are growing their skillsHelp shape their attitude for our trade
  • Departments of labor can help you find training
  • Need a technician. Start with an apprentice.
  • There is no silver bullet to growing technicians.There will be an investment.
  • We must get involved with our community and department of labor.
  • Share your success story
  • STARTFind a group to help you. Example NAPA has this programThere is also a program from the IGONC in North Carolina and many others.
  • Look at an apprentice program as a shop tool, a recipe for success
  • Contact (reach out) to your Department of Labor
  • Look for your candidate by advertising.Jake’s inbox was flooded with applicants.
  • Look for key indicators for holding a job even if not paid shadowing type of experience
  • Their apprentice program has spiked ASE certifications among their technicians
  • The program is broken into 9 stages over two years.  Requirements along the way
  • Training classes, virtual, leader-led
  • Demonstrations from equipment people
  • Online video’s
  • Be sure you have an LMS (learning management system) to help track the progress
  • There is a competency section
  • They must their mentor that they learned and can do the tasks that they learned
  • The quality of work in the shop improved because they are a teaching center
  • An apprentice is like a doctors residency to earn certification  
  • Jake Sorensen: We all need to buy into certifications.
  • ASE is a very valuable resource for our industry to separate the professionals from the DIY’ers. You cannot become an electrician or a plumber just because you helped a friend or family member on a home project. Yet we accept that exact same experience in place of certification in our industry all the time. Apprenticeships help force up and coming technicians to become certified.I hear people all the time say “I’ve known plenty of ASE Master Techs that don’t know what they are doing and plenty of really good mechanics that just can’t pass a test,” Well I can tell you I have seen it the other way a whole lot more. I know we like to compare ourselves to the medical profession quite a bit. Would you go to a doctor or see a Nurse that was not certified just because they couldn’t pass a test? Not a chance, so why are we so willing to accept that excuse from our professionals? 
  • Pete has been tracking his apprentice program for four years and has numbers that show a growth in sales from the training and team approach to share work and build the next generation.
  • Other episodes on Apprentice ProgramsRR 335 Build Your Own Apprentice Program - Dwayne Myers
  • RR 482 IGONC Apprentice Program. Three Students Speak.
  • FTR 064 - Mike Davidson. Find Your Apprentices
  • RR 383 - AAPEXedu 2018 - Road to Great Technicians - Roundtable
  • THA 087 - Automotive Career’s Start in High School and in the Home
  • FTR 007 - Matt Fanslow - Integrate the Malleable Young Apprentice Into Your Shop
  • RR 353 - Kyle Holt - S/P2 - Helping Entry Level Technicians Enter and Stay in the Industry

Resources:

  • A special thanks to Pete McNeil, Jake Sorensen, and Alexia Murphy for their contribution to the aftermarket.
  • Link to the ‘BOOKS‘ page highlighting all books discussed in the podcast library HERE. Leaders are readers.
  • Listen for free on Apple Podcasts, Google Podcasts, Spreaker, iHeart Radio, Spotify, Podchaser, and many more. Mobile Listening APP’s HERE
  • Find every podcast episode HERE.
  • Every episode segmented by Series HERE.
  • Key Word Search HERE.

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  • Have you checked out Joe's Latest Blog?

         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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