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[Podcast] RR 439: Safety Training in the Workplace – Charlie Ayers with CCAR


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Episode RR 439

Charlie Ayers is the President of Coordinating Committee For Automotive Repair (CCAR). CCAR does safety training. Established in 1994, the Coordinating Committee for Automotive Repair is a not-for-profit organization that works – internationally in scope – with the automotive industry, the insurance industry, OEM’s, career and technical schools, collision and automotive repair shops, governments, municipalities and other organizations to provide best practice information and training as they relate to Environmental, Safety, and Hazardous Material handling issues.

Before joining CCAR as President, Charlie first became involved with the organization as a customer. As Midas International’s Manager of Governmental Affairs, he recognized the benefits of using online training for all of the organization’s company store staff. Charlie was also a member of CCAR’s Board of Directors, first as Secretary, then as Vice Chair and finally as Chairman. He began his career in the early ‘80s as a technician for Gould Battery and has been certified by the National Institute for Automotive Service Excellence (ASE) since the early ‘90s. In his 30-year career, he has led teams in a variety of areas, including customer service, fraud investigations and franchisee business support. He is the Chairman Emeritus of the Motorist Assurance Program (MAP), a former arbitrator with the Chicago Better Business Bureau, and has recently provided his expertise as an ASE test question writer. Charlie has a B.S. and an M.B.A. from Northern Illinois University. He and his wife, Diane, are the proud parents of four grown children.

 

Key Talking Points:

  • CCAR- Coordinating Committee for Automotive Repair (ccar-greenlink.org)
    • A non-profit organization focused on providing best practice information for the automotive industry (safety and hazmat)
    • Charlie used CCAR training while working at MIDAS- incidents/injuries went down, insurance rates went down. The program paid for itself
    • Online training
    • Hazmat U- OEM new car dealer staff, learn about handling hazmat products, training satisfies DOT training guidelines, good for 3 years
    • Take care of employees and they will take care of customers
    • Shortage on the shop floor- can’t afford risks
    • OSHA Alliance- only automotive based training organization with OSHA Alliance designation. Provide complimentary courses OSHA has identified
    • CCAR does safety training
  • OSHA in shop- incident or employee complaint
    • OSHA reviews training records and facility
    • OSHA training requirements- before work on the floor and annually after
  • Skills USA
    • Charlie is involved with state and national level competitions
    • Safety is a priority at competitions
    • Safety station at each competition- In June 2019 new competition, CCAR creating safety station at national level
      • Created 5 courses as a bundle at no cost for all Skills USA competitors to learn before going to the competition

 

Resources:

  • Thanks to Charlie Ayers 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.
  • Leave me an honest review on iTunes. Your ratings and reviews really help and I read each one of them.

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NAPA Autotech Training helps your technicians keep their skills sharp and their NAPA Know How up to date. It’s the highest quality technical training that covers almost every vehicle system and every make and model. NAPA Autotech is presented by experienced instructors who are ASE master certified technicians. Even after a class is over, techs can access course information online with ClassPass. So when questions come up later they can get the answers. AutoCare Center owners who have taken advantage of Autotech Training say that well-trained technicians are helping to increase their shop’s repair capability and raise bay productivity. That results in fewer comebacks, more satisfied shop customers, and reduced technician turnover. NAPA-AutoCare-Logo-Vert-A.gif

Learn more about NAPA AutoCare and the benefits of being part of the NAPA family by visiting 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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