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[Podcast] Automotive Instructors Move to Online Training Amid Pandemic [RR 523 ]


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Kevin Holzworth, is currently working as an Assistant Professor of Automotive Technology at Montana State University-Northern in Havre, MT. Kevin started his career at MSU-Northern where he earned his 4-year undergraduate degree in Automotive Technology. Upon graduation, Kevin went to work as a technician at Ressler Motors in Bozeman, MT for 5 years. Throughout his tenure at Ressler, he earned Master Toyota Technician status and became a shop team leader. After his tenure as a technician, he returned to MSU-Northern and began his teaching career and now has 4 years under his belt. Additionally, he owns and operates a mobile air conditioning business where he services auto, ag. and semi-truck applications. Kevin’s previous episodes HERE.

Vincent 'Vinnie' LaVerdi, is an instructor of Automotive Technology at the State University of NY (SUNY) - Erie in Orchard Park, NY. Vinnie has been an automotive instructor at SUNY Erie for three years. He previously worked as an Instructor at Alfred State College of Technology, another SUNY school. Vinnie has an associate's degree from Alfred State in Automotive Technology and worked in the Automotive Industry for twenty years as a General Motors Technician. He attended the Career and Technical Education program at Buffalo State College to prepare for his teaching career.

Vinnie has enjoyed the transition from technician to teacher and is working hard to bring as much technology to the classroom as possible. Vinnie's previous episodes HERE.

Scott Shotton, the owner of The Driveability Guys, Scott performs mobile diagnostics and reprogramming for local repair shops in the DeKalb Illinois area as well as industry training around the United States and Canada. Scott has been an automotive instructor at Kishwaukee College since 2009. Prior to Kishwaukee College, Scott was adjunct faculty at the College of DuPage for 7 years. Scott’s previous episodes  HERE.

 

Key Talking Points:

  • Shutdowns and social distancing has posed a challenge for continual skilled trades training
  • Ideas, in the beginning, were to have smaller classes
  • Using a Learning Management System (LMS) to drive the learning more now than ever
  • Kevin is asking his students to do a complete component ID via their smartphone
  • How does a diagnostic instructor complete a lab class?Scan data, scope captures
  • Bright Space, Blackboard are LMS’s that colleges use
  • Group messaging
  • Using a screen recorder and recording voice will complete the lecture part
  • Demo videos
  • Vinnie is doing voice-over powerpoints to put onlineKeeping them at 15 minutes
  • Edpuzzle is software Vinnie uses along with Electude
  • Kevin is requiring his students to take notes using the Cornell Note-taking SystemLink to Cornell Notes: http://lsc.cornell.edu/study-skills/cornell-note-taking-system/
  • Publishers are stepping to the platePearson.com (find resources)
  • Electude.com (free trial link)
  • Halderman books ([email protected])
  • Paul ‘Scanner’ Danner ([email protected])
  • Classroom webcam broadcast by Kevin
  • They are prepared for this diversion to last until the end of the semester
  • They are working to get their seniors their degree anyway then can
  • Make a ‘contract with the instructor’ to complete your schoolingMaybe special assignments
  • Possibly summertime
  • Instructors are forced to use more online tools, however, the hands-on element is necessary for any skilled trade trainingThis team does not see virtual happening
  • Students need access to service information to answer certain test questions. They may not have access at their homes
  • Kevin has his students on a snap chat groupTake pics of work you do at your part-time job
  • New shocks put on. Show proof. This may count toward credit
  • Vinnie has their own google page and creates albums on the cars they work onIt also provides content for Vinnie
  • In his teams, he had a QC person and a media person who is documenting the repair
  • Do you share your cell phone with your students?Kevin shares his
  • Scott is not sure what he would do

Resources:

  • Thanks to Kevin Holzworth, Vincent LaVerdi and Scott Shotton for their contribution to the aftermarket’s premier podcast.
  • 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
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Learn more about PROimage and the hundreds of other benefits NAPA offers. Talk with your servicing NAPA store or visit www.NAPAAutoCare.com

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  • Have you checked out Joe's Latest Blog?

         5 comments
      I recently spoke with a friend of mine who owns a large general repair shop in the Midwest. His father founded the business in 1975. He was telling me that although he’s busy, he’s also very frustrated. When I probed him more about his frustrations, he said that it’s hard to find qualified technicians. My friend employs four technicians and is looking to hire two more. I then asked him, “How long does a technician last working for you.” He looked puzzled and replied, “I never really thought about that, but I can tell that except for one tech, most technicians don’t last working for me longer than a few years.”
      Judging from personal experience as a shop owner and from what I know about the auto repair industry, I can tell you that other than a few exceptions, the turnover rate for technicians in our industry is too high. This makes me think, do we have a technician shortage or a retention problem? Have we done the best we can over the decades to provide great pay plans, benefits packages, great work environments, and the right culture to ensure that the techs we have stay with us?
      Finding and hiring qualified automotive technicians is not a new phenomenon. This problem has been around for as long as I can remember. While we do need to attract people to our industry and provide the necessary training and mentorship, we also need to focus on retention. Having a revolving door and needing to hire techs every few years or so costs your company money. Big money! And that revolving door may be a sign of an even bigger issue: poor leadership, and poor employee management skills.
      Here’s one more thing to consider, for the most part, technicians don’t leave one job to start a new career, they leave one shop as a technician to become a technician at another shop. The reasons why they leave can be debated, but there is one fact that we cannot deny, people don’t quit the company they work for, they usually leave because of the boss or manager they work for.
      Put yourselves in the shoes of your employees. Do you have a workplace that communicates, “We appreciate you and want you to stay!”
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