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TireChamp
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TireChamp Rookie

TireChamp

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I think that it is very important for shops to check TPMS sensors BEFORE changing tires to avoid blame for defective sensors.

 

What equipment is your shop is presently using--how satisfied are you with it?

 

I'm considering the purchase of the following KTI tool: http://ktipst.com/index.php?page=press_release

 

And the following system (affordable universal replacement sensors that can be programmed to mimic OEM sensors) sounds great, but I don't know anyone who has used it: CUB Programmable Universal Replacement - TPMS Scan Tool ($650 from Tire Rack Wholesale) and TPMS Sensors ($28 each from Tire Rack Wholesale)

 

Thanks for your help!

DAVE Newbie

DAVE

Posted
Posted

We use the OTC 3833. Worked good for awhile then started having problems on G.M.'s. We called tech assist, they stated I needed another update. Update was on back order. Took about two months to get the update. Now it works fine. Has an RKE identifier, which we have found to be most of the problems with tpms. Make sure your customers leave the RKE with the vehicle.

  • 1 month later...
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  • 4 months later...
partsman Apprentice

partsman

Posted
Posted

That's great information, we went a little nuts today on a lexus. We have the Bar Tech. It read the fault ok, but re-set was a pain.

 

Thanks again!

 

 

It is a well know fact that Japanese and other Asian vehicles are among the most difficult to reset, the reason is the availability of quality software. Being that ATEQ is the worlds largest OE manufacturer of TPMS equipment for new vehicles, for original vehicle setup at a factory, they have first access to software over all the other non OE tool suppliers. It's a know fact that many of the aftermarket re-set tool suppliers have to rely on buying sensors and then backward engineer them to try and retrieve the operating software.

 

ATEQ's VT55 tool can re-set and upload the TPMS data on more vehicles than any other tool on the market and at twice the speed. Better yet, the update subscription won't cost you an arm and a leg, it's less than half the yearly fee charged by Bartec.

 

www.ateqTPMStool.com

 

When you're ready for the OE TPMS tool, or deside to update limited equipment, we are able to offer special discounts to all ASO members through an in house program. Please call me for details, I'd be happy to explain how it works.

 

Thanks, Gary

1(800) 266-4497

www.GWRauto.com

 

P.S. I wanted to mention that we just finished our new TPMS Sensor Assortment Kit, this program is revolutionary. We have both OE replacement sensors and our patented Universal TPMS Sensor, so you have a choice for your customer. These are not the aftermarket versions so common at local auto parts stores, rather they are built by the OE supplier to many of the largest Asian car manufacturers. You won't have to wait for delivery and pay higher prices for the odd sensors not easily available.

 

www.universalTPMSsensor.com

  • 5 years later...
kslade Rookie

kslade

Posted
Posted

I am using the Bartec 400SD. Has worked on everything I have needed it for including reprograming sensors. Also a difficult Lexus IF.

ajnealey Contributor

ajnealey

Posted
Posted

ATEQ VT55. I have not had one vehicle I couldn't reprogram/reset with it.

 

I also have a cradle to program the Dorman Multi-Fit sensors. I can actually program these Multi-Fit sensors with the original sensor ID's. By doing that, there is no need to reprogram the module for the new sensor ID. Pretty slick.

Gonzo Grand Master

Gonzo

Posted
Posted

I've used an AUTEL ts401 for years, then... just the other day, I had a 09 Mits. Eclipse to do. I could read the tire sensors but it would not register the sensors to the ECU. Called Autel and asked them "Hey, this here tpms tool says on the first page... Does ALL cars...but it won't do this one." They told me I have to buy a new tool. The MS905 and hook the ts 401 tool to it with the USB that comes with the tool and then I can. Great...another 1500 bucks to do the same thing I did last year without this new tool. hate it hate it hate it hate it. friggin tool manufacturers are like car manufacturers... "Obsolete the parts and change things so you have to buy new"

 

Apparently, ALL doesn't mean ALL,,,, only I suppose.... up to the manufacturing date of the tool. go figure.

  • 3 months later...
Bock automotive Newbie

Bock automotive

Posted
Posted

Napa has a great deal right now with an entire tpms kit, it ateqs tool, cabinet repair kit and sensors. I have not had a single car unable to program or relearn, including Aston Martin, Maserati and bentleys

  • 2 weeks later...
alfredauto Experienced

alfredauto

Posted
Posted

Lately we've been using cloned sensors from auto plus. I call, give them the FCC id#, a programmed one shows up in a few minutes. It saves me time and $.

 

I see dorman makes a 315mhz kit for about $300, at least the industry is heading in the right direction.

 

Ironically the easiest sensors to program are the brown Mercedes Benz units, they are plug and play. Try that with a scion sensor. Ha!

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    • Joe Marconi
      The Technician Shortage Is Our Fault, And It's Time We Own It
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      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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