Quantcast
Jump to content

Parts deliveries


Recommended Posts

I was hoping some of you might share your process for parts deliveries and returns within your shop. I made some changes due to COVID to minimize vendors having too much contact with my employees. But now looking beyond COVID I am reconsidering my entire system. Does a vendor deliver a part to your front counter/service writer? To a technician? Or do you have a dedicated "drop off" location? Also, how are returns handled? Thank you in advance for any suggestions/advice you can give me.  

Link to comment
Share on other sites



I always want parts coming through my front counter people.  If it's direct to the tech, we can't keep track of what's coming and going and get it to the computer. Techs need to be turning wrenches. Not entering parts into the computer or locating parts or ordering parts.  If they are waiting on parts for one job, they are figuring out what's needed for another.  Each tech has multiple work orders they may be working on at once.  As parts come in, they can complete jobs.  My service writers or myself are ordering parts, dealing with customers and checking parts in and arranging the schedule based on where the  parts are.  The service writers job is keeping techs busy and efficient.  We have a shelf for parts for customer jobs and once all parts needed are received, we get the vehicle in and the work done.  I have 3 techs and limited space. We work on everything from lawn tractors to atvs and utvs and automotive.  many of our jobs parts are 3 days to a week out. automotive is usually same day or next day on parts, but sometimes longer.  Whatever you do make your deliveries and your process consistent.  One parts supplier always drops the parts in the shop and leaves. I've asked many times for them to come to the front end. I'd order from them more often, but not if they can't deliver my way.  It almost always throws us off schedule wise as the service writer doesn't know the parts arrived and the tech may or may not know either.  I've found the stack of parts sitting there late evening (as I live in the same building and am always working), and come to find out the delivery driver told the tech that wasn't working on that vehicle where the parts were. He forgot to mention it as he was busy on an ATV he was working on.  

 

  • Like 2
Link to comment
Share on other sites

We’ve trained our drivers to put the parts on the parts shelf and take the paperwork to the front counter.

If they don’t, we call the vendor and ask when the part will get there and tell them we don’t have it.  Then we install the part in the meantime and return the extra part.

It doesn’t take long for the drivers and store managers to catch on.

  • Like 1
Link to comment
Share on other sites

  • 1 month later...

We have a dedicated parts vendor entrance with a shelf for deliveries and one for returns. All vendors have been put on notice that unless there is a purchase order on their delivery ticket, we don't pay for the part. Like jfuhrmad said above, it doesn't take long for them to catch on. You might want to meet with your reps for the vendors and let them know what you are doing. We find there is a lot of turnover in the stores and they have to be reminded every few months.

We order 90% of our parts electronically through our point of sale software It is set up so that any part that is ordered is either assigned to a work order or, in the case of a wrong part, it gets put into the return portion of our software. I look at the parts waiting to be returned report every Thursday and go over it with the shop manager and find out why certain parts have not been returned that week. usually, it's because we are so busy he just hasn't had time to print up the the return slip. We print our own return tickets so that the new steering rack you are sending back doesn't get recorded as a core instead because the driver was lazy and didn't open the box.

  • Like 1
Link to comment
Share on other sites

  • 2 months later...

Small owner run shop here. (I'm owner, general manager, service consultant and I also help the techs when I can)

We have a shelf for incoming parts, and another one for returned parts. The drivers for our various parts vendors know to drop them at the incoming parts shelf, and then come get me to sign their invoice. 

I personally verify the part is there (and what I ordered) before signing the invoice. 

We segregate the return parts by 1.) Which parts supplier it goes to, and 2.) What type of return it is (New Unused Part, Core, Warranty bad part) so when the driver is their dropping off parts they or I can quickly glance and see if we have anything going back to them.

Link to comment
Share on other sites

Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Register a new account

Sign in

Already have an account? Sign in here.

Sign In Now
  • 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!”
  • Similar Topics

    • By nptrb

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By Joe Marconi

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By carmcapriotto
      Welcome to this episode of "Business by the Numbers," where we dive deep into the often controversial topic of tax fairness. Join Hunt, as he explores if the wealthiest among us are really shouldering their fair share of the tax burden.
      • Defining 'Rich': How income levels and perceptions of wealth vary across different regions and impact tax contributions.
      • The Progressive Tax System: A closer look at how the U.S. tax system scales with income and what that means for the top 1% of earners.
      • Real Figures: We break down recent statistics to understand the actual tax contributions made by high earners.
      • Beyond Income Tax: Examining other significant tax obligations faced by the wealthy, including sales tax, property tax, and surtaxes.
      • Debunking Myths: Addressing common misconceptions about tax evasion among the wealthy and what the data really shows.
      Thanks to our partners, NAPA TRACS and Promotive
      Did you know that NAPA TRACS has onsite training plus six days a week support?
      It all starts when a local representative meets with you to learn about your business and how you run it.  After all, it's your shop, so it's your choice.
      Let us prove to you that Tracs is the single best shop management system in the business.  Find NAPA TRACS on the Web at NAPATRACS.com
      It’s time to hire a superstar for your business; what a grind you have in front of you. Great news, you don’t have to go it alone. Introducing Promotive, a full-service staffing solution for your shop. Promotive has over 40 years of recruiting and automotive experience. If you need qualified technicians and service advisors and want to offload the heavy lifting, visit www.gopromotive.com.
      Paar Melis and Associates – Accountants Specializing in Automotive Repair
      Visit us Online: www.paarmelis.com
      Email Hunt: [email protected]
      Get a copy of my Book: Download Here
      Aftermarket Radio Network
      Click to go to the Podcast on Remarkable Results Radio
    • By Changing The Industry
      Bonus Episode - Frank Scandura on AutoTechIQ And Enhancing Shop Dynamics
    • By Changing The Industry
      Why You Cant Raise Your Price


  • Our Sponsors










×
×
  • Create New...