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My first post hello to everyone, I'm a new shop owner preparing to have a grand opening in a couple of months. A little bit about myself I was first GM certified in 1987 and ASE master certified in 1990 And work for dealership until 2000 'a shout out to Scanner Danner i'm one test away from being master certified again' When I entered into EMS and fire service As a paramedic until covid Vaccination restrictions force me from my job, but that's another story. I've been running my part time shop during this time keeping up with my training any equipment Trying to provide an OEM Quality of work using OEM service data and scan tools. My question is what is the best Warranty/ Insurance can I get to provide protection for myself and my customers to cover In the event there is a part failure or a mistake on my part that may Have led to disastrous results? Example may be a timing belt or chain breaks that I install That now exploded the engine or Heater core start leaking a week after I install it.Another question is how much should I be charging for my parts and should that percentage be from what I pay for the part or from what MSRP It's for the part, I'm sure I have many more questions in the future. Just trying to do right to myself and to my customers.

Thanks in advance

Scott.

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Posted

Welcome.  I'll tackle a few points for you.

Warranty:  Likely no warranty on engine rebuilds from most places.  You need to charge enough to pay for the possible disaster yourself.   Engine rebuilds are a danger zone.   We try not to do much engine internals, although I have one such project active now, but it's on the most beautiful 74 Bronco.  It's a head turner.  We're charging dearly for it.   Most we refuse.  Timing chains if basic and we are sure of the outcome.  No learning on the job for these.

Warranty:  I like having a nationwide warranty for my customers because it gives ME peace of mind.  When their car breaks down while a 1000 miles away on vacation, call the warranty company.  I'm not involved.   I've used Pronto Warranty which covered repairs 25 miles from the shop, with a reimbursement program, up to the cost of my repair and of course only if one of my parts is the failure.  New failures are on them.  This was about $600/yr.   I've switched to TechNet Warranty.  They are more expensive at $89/month (1$068/yr).  They have the same coverage as Pronto, but they will refer customers to another TechNet shop for repairs.   They also will cover labor for repairs in YOUR shop if and only if you bought the parts from one of their vendors:  WorldPac or Advance Auto Parts.   I think $75/hr labor warranty.  They do cover anyone's parts when it is not in your shop.   So, bottom line, you charge enough to eat the cost of warranty work when you must eat it.   In this business, you win some and you lose some.   Shoot for more wins than losses!    You can get a 2/24K or 3/36K warranty.  We have a 2/24K.  We don't do much warranty repairs, but they happen.

Parts Margin:   You should be aiming for 60% gross margin (buy for $40, sell for $100, gives $60 profit: $100 * 60% GM = $60)  I have a parts matrix that runs from 80% down to 42% GM at the bottom.  Our parts margin for 2022 was 60.09%.  Low $ parts sell at high margins and very expensive parts sell at a lower margin.   MSRP is a made up number.  I mark my dealer parts up just like the dealer does.  The counter price is for DIY guys.

Labor Margin:  You should be aiming for 70% labor margin.   Book times are not accurate and sometimes are downright wrong.   My favorite mistake was 1.5 hours for a transmission valve body.....  after it was on a table belly up.   AllData wasn't exactly clear on this.  We were expecting a pan drop and switcheroo.

SMS:  You need a Shop Management System.  These tend to cost about $400-$600/month and are worth it.    Possibly need a DVI system too.

The one thing that I was told as a new shop owner was this:   Watch out.  Some customers prey on new shop owners and try to take advantage of you.   Not every car that shows up is your customer.   If it does feel right, don't do it.  You might want / need that income, but when you marry it with the resultant warranty costs, you lose big.    I had many used car lot salesmen tell me how much business they could bring me.... if I could cut them a deal.

Start listening to the "Changing the Industry Podcast" - Lucas Underwood and David Roman.  Also "Business by the Numbers" - Hunt Demarest.    Do your best to attend the Ratchet and Wrench Management conference.  I learned so much there. 

Posted

Thanks Bantar That's just the kind of information I needed. I will be checking in on Pronto And Technet, I couldn't figure out how I could do in nationwide warranty, I know that sounds dumb but I just didn't know.., My main supply of parts is autozone,NAPA and OEM Autozone will give me a one year parts and labor warranty on there parts, but I was looking for more of what you are talking about the nationwide warranty.. Is this the same thing as Endurance or CarShield extended warranty? I do listen to Changing the Industry Podcast And heard lucas and david say that I shouldn't put part numbers on my RO They did message me back stating that would be a ton to unpack and they will try to make a video on it soon but in the meantime. Do you know why I shouldn't put part numbers on my RO, I deeply appreciate you reaching out to me ,I'm trying to do right by myself and my customers. But of course make money in a process. Like a Business management advisor told  me,  I can work on cars 16 hours A-day 6 days a week and still not have enough money to pay my power bill, Working on your buddy's car for free has to stop when you are running a business. 

I'm sure there will be more questions in the future and I hope you'll be around to help answer those

Posted

First, if CarShield or American Car Shield graces your door, slam it shut!  Never work with these consumer warranty companies.   They will waste hours and hours of your time and they'll deny most claims.  They are a consumer plan, not a shop plan.  I work with other extended warranties, but we have a conversation.  The warranty is a contract between you and them.  Our invoice is a contract between you and us.  You pay the difference.  We'll fight for the best payout, but they are experts at their own fine print.   We'll both learn what is and is not covered when we go thru this process.   Are you ok with this?

You can get a nationwide warranty through AutoZone or NAPA as well.  I don't know their terms.  Like any warranty, you want one that will pay out when it is needed and give your customer a positive warranty experience.   Across the street from my shop is an AZ.   I may spend $250-500 monthly with them.   I'm both their closest and worst customer.  We focus on brand names vs their white boxes.

If you are going to price your parts right, then you will be selling them for more than 2x the cost of these parts.   If you put the part number on the invoice and the customer googles that part to see what his cost would be, you will then have an unpleasant conversation.  (And if asked, I say, Oh, that's the DIY price). This avoids the post-sale depression / regret by your customers.   We build value before starting any repair and again build value at the end.  We got that part installed.  It's working like it should.   You'll be happy, but if anything goes wrong, we have you covered.  Bring it back and we'll make it right.  If you are traveling call these guys and they will help you get it repaired elsewhere.  If the customer does not leave nervous, they are less likely to want to dig into your invoice.  You want them happy with the value that they received on the way out.  Received Good Value means that they are not (likely) going to question your labor rate or parts markup. 

--brian

 

 

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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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