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Posted (edited)

How did yall go about writing your business plan? What did you include? Found a sample plan online but dont know if this is a good example of what I should create.

 

http://www.bplans.com/auto_repair_shop_business_plan/financial_plan_fc.php#7.1_Break-even_Analysis

 

It doesnt exactly look right. For example it shows year 1 sales of $178,800 and direct cost of sales being 10% of that at $17,880. Direct cost of sales would be parts cost wouldn't it? Granted whoever wrote this probly doesnt understand the auto repair business so that is understandable that it wouldnt look right.

 

What I was thinking is parts cost would be about 45% of labor. Does that sound right for making my business plan

 

Then under expenses it shows Deppreciation, EBITDA (whatever that is), interest expense, and taxes incurred

 

What I have is

Payroll

mortgage/rent

utilities

Ondemand/identifix

insurance

payroll taxes

equipment payment

advertising

uniforms

safety kleen

 

I have my breakeven about $155k in gross profit(after parts bill), or about $3000/wk. May be a little low, I am probably leaving something out.

 

I realize a business plan is more than just a sales and expenses projection, so any advice is appreciated.

Edited by Superman
Posted

It all depends on your purpose for making the plan and who its audience is. If it's just for yourself, you can really put in anything you want. It would just be a plan to convince yourself that you've covered everything and say, "Yeah, this'll work for sure. I'm convinced."

 

If the plan is for the bank in order to get a loan, you need to be a lot more specific. The bank will want the first two years of finances broken down month-by-month, and then the third year summarized. Banks will also look not only at your business plan but how wisely you have been leading your life up until that point. They will look at your credit score, your current mortgage payment, car payment, child support payment, last five years of W4's for income, wife's income, etc etc etc. You want your business plan to be rock solid, but you also want your life to be rock solid leading up to this point.

 

The business plan that you found online is solid ... it looks like it covers all the bases that the bank will be asking about. When you present it to them, I have found that they are not going to go into all the nitty-gritty details of everything. Rather, they are going to use it and just start asking you random questions about the business. Their goal being to find out, "Has this guy done his homework? Has he asked himself the tough questions? Is he financially prudent and wise with his business?" Therefore, come prepared to answer just about anything, and you should be alright.

 

Shoot me PM if you need any specific advice. I've just been through all this myself ... got a ton of documents that may help. LLC forms, Operating Agreements, Business License checksheets, etc etc etc.

  • Like 1
Posted

Thanks for the response. I wasnt sure if this was a good model or not. From doing a little more searching, Direct Cost of Sales would be the cost of parts. In that model they show parts to be 10% of the total sales figure. That just isnt going to work. So how would I figure the cost of parts for a business plan?

 

Say I project 150,000 in labor how would I figure the parts?

  • 3 weeks later...
Posted

I think I have seeing Joe saying that in general it is considered a good practice to have profits broken down 50/50 between labor and parts.

So, figure what is your actual cost of labor and estimate the parts cost to be the same or the percentage in relation of your 150k to your actual labor profit and mimic that to parts.

I suspect it's very subjective on the type of shop you have and all bunch of other criteria, but in general it could be ok. Veterans here may be able to give you their rough numbers to help you picture it.

Posted (edited)

I am using a program called live plan to write my business plan. They have a lot of example business plans that you can see and utilize, you can actually import parts of the example directly into your template. The nice thing is liveplan walks you through everything and it's intuitive, much more so than sitting down and trying to do it in microsoft word.

Here is the website check it out:http://www.liveplan.com/

 

Also a note on break even analysis, it took me a while to figure out how to do this but the best I have found is to calculate gross profit percentage and then use that as follows:

  • Gross profit margin percentage = Gross Profit/ Gross Sales (GM = GP/ GS)
  • Break-even sales revenue = total fixed costs/gross profit margin percentage. (BR = FC/GM)

Hope this helps.

Edited by Sean

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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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