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Posted

Is anyone using Smart eCat with R.O.Writer? I was looking for some feedback on this system. Below is the description off of their website:

 

Progressive Automotive Systems, Inc. Introduces the latest Shop Management System Innovation: Smart eCat

 

Let me ask you three important questions…

 

Are you taking advantage of the power of the Activant Catalog Today?

Yes you say, excellent…

Are you utilizing electronic parts ordering from inside of R.O. Writer?

Yes again, wonderful…

Do you have more than one parts supplier?

Yes, of course you do…

 

If you answered yes to all three of the above questions, then you already know how great the Activant catalog is! Six years ago, Progressive Automotive Systems integrated this awesome technology into the R.O. Writer Shop Management System. You also know that the Activant catalog has information on over 4.5 million parts, labor time information, factory scheduled maintenance, tire information, VIN decoding, cover to cover part pictures and much more. Who doesn’t need access to all that information?

 

Of course R.O. Writer didn’t stop there! Four years ago, we built new functionality on top of the Activant catalog and brought you R.O. Writer’s SmartJob functionality. These are predefined canned jobs of parts, labor times, shop supplies, and vehicle specifications. They are setup for package or flat rate pricing, presenting information specific to the vehicle that you are working on in an easy to use step by step methodology.

 

And you already know that eOrder within R.O. Writer is a wonderful and powerful innovation that we launched three years ago. With electronic connectivity to all the major parts suppliers including NAPA, CARQUEST, O’Reilly, CSK, and 1,000’s of independent parts suppliers, R.O. Writer’s eOrder functionality easily connects you electronically to the parts suppliers in your area.

 

Ok, so you knew all that – then what’s this new Smart eCat feature? Well, Smart eCat combines the data from Activant with the connectivity of eOrder, presenting the information to you the way you want to see it, in the way that you conduct business. You can now lookup a Water Pump for a 2002 Chevrolet Cavalier and see all the parts that fit that application from all of your part suppliers including pricing and availability in real time on one screen. No more jumping from the Activant catalog to the eOrder module to check part stock and determine profit margin. R.O. Writer Smart eCat gives you all that functionality in one easy to use, simple interface.

 

But wait, we didn’t stop there… We built on top of Smart eCat brand new Smart eJob functionality that takes all the best features of R.O. Writer’s SmartJobs and combines them with the real time lookup capabilities of R.O. Writer’s new Smart eCat. Yep, you read that right! Real time pricing and availability displayed from multiple suppliers within a SmartJob that is fully integrated into R.O. Writer’s workflow and application functionality. (I know, whoa!) You must see how this seamless, beautiful integration really addresses the needs of the service writer.

 

So don’t waste your time with Web Based Catalogs or buttons to other third party modules that force you to learn new navigation techniques. Use the power of R.O. Writer and Smart eCat functionality to reduce your estimating time; you don’t have to jump between Activant and eOrder to check parts suppliers pricing and availability. Improve your shop profitability by knowing the actual cost of the parts before you present the estimate to the customer and finally (oh finally) be able to protect your profit margins. Live up to the promises you make to your customers by ensuring that parts are available before you tell them that their car will be ready by 5:00pm today.

 

Smart eCat does not emulate the way you conducted business yesterday. Smart eCat does not let you continue to make the same uninformed decisions today. Smart eCat is the way that business will be transacted in the future. Smart eCat and Smart eJobs are both available now in the v1.20 release of the R.O. Writer Shop Management Suite.

 

Are you ready for the future?

 

Here's the link: http://www.rowriter.com/SMARTeCAT/tabid/57/Default.aspx

  • 4 weeks later...
Posted

Here at Midas in Towson, MD we use Activant with R.O.Writer on a daily basis. It (Activant) does integrate rather seamlessly with R.O.Writer. Overall, it is a pretty good cataloguing system, as long as you keep your updates current. We are sent a DVD at the beginning of each month that must be installed on all terminals within the system. This is crucial!

 

The only downside to it is the lack of computerized engine parts included. For example, it's almost impossible to give prices on any sensors, solenoids, etc without calling the individual vendors on these jobs.

 

Other than that, I have no real qualms, and would recommend the system.

 

Hope that helps...

 

-=Mike=-

Mgr. - Towson Midas

Posted (edited)

To all those who don't know it, Midas is the parent company of R.O. writer so I don't think Midas has a choice on what management software they use .

 

That being said, Scott Systems MaxxTraxx Pro software integrates with Alldata, Mitchell, Wrenchead e-commerce (which covers IMC Worldpac and many more), Wrenched, Nexcat and many others directly and doesn't cost anything to buy and the monthly fee is around $90-100 dollars for everything. It's integration is seamless and works way better in my opinion than R.O. writer and there tech support is the best I've ever had. (P.S. I bought R.O. writer so i know what I'm talking about and switched back to Maxx Traxx Pro, it works and is much more intuitive to use than R.O. writer). It also has CC processing right through the program so you don't need any CC machines any more and also has full accounting software.

 

If your in the market for a great easy to use fast shop management system, contact them @ www.scottsystems.com or 800-996-6777 contact Mark

Edited by Orbea
Posted
To all those who don't know it, Midas is the parent company of R.O. writer so I don't think Midas has a choice on what management software they use .

 

Actually....I do have a choice...(chuckle) :P

 

That being said, Scott Systems MaxxTraxx Pro software integrates with Alldata, Mitchell, Wrenchead e-commerce (which covers IMC Worldpac and many more), Wrenched, Nexcat and many others directly and doesn't cost anything to buy and the monthly fee is around $90-100 dollars for everything. It's integration is seamless and works way better in my opinion than R.O. writer and there tech support is the best I've ever had. (P.S. I bought R.O. writer so i know what I'm talking about and switched back to Maxx Traxx Pro, it works and is much more intuitive to use than R.O. writer). It also has CC processing right through the program so you don't need any CC machines any more and also has full accounting software.

 

Dunno about MaxxTraxx, but then again, I wasn't trying to sell anything. (grin) I was just responding to a post. ;)

 

If your in the market for a great easy to use fast shop management system, contact them @ www.scottsystems.com or 800-996-6777 contact Mark

  • 1 year later...
Posted

I evaluated MaxxTraxx, I found it lacking in many categories and simply not refined enough to run an even moderately busy shop. Work management and work flow is poorly designed and almost every feature I asked about was "in development" R.O. Writer seems like a very capable program. It is significantly more expensive than most everything else available. It also has some shortfalls specifically in the schedule, though it is very usable it has some basic design flaws that are surprising based on how well refined the rest of the software is. R.O. Writer's integration with Activant is flawless and by far the best out of any we've evaluated to date.

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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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