Quantcast
Jump to content


Recommended Posts



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

  • Similar Forum Topics

    • Employee Uniforms

      Hope everyone is having good week with great sales. I am in the process of renegotiating my employee’s uniform contract. It is sorta the same old thing start low then get higher. Could I get some feedback on how you guys are handling this. I have looked at buying uni’s for my guys. In my area it is expensive and they do not want to update my guys. Just lchecking some ideas . Thanks guys. David

      By tirengolf, in General Automotive Discussion

      • 3 replies
      • 613 views
    • The Road to Great Technicians Webinar With CARQUEST’s Chris Chesney

      On June 20, the Automotive Service Association (ASA) hosted a webinar called “The Road to Great Technicians” with Chris Chesney, senior director of customer training for the CARQUEST Technical Institute.  Written by Chasidy Rae Sisk * Attendees qualified for one credit from the Automotive Management Institute.  After ASA Vice President Tony Molla introduced the webinar’s presenter, Chesney recounted his collaboration with the National Automotive Service Task Force (NASTF) to identify the Road to Great Technicians. They began in March 2016 when NASTF’s Spring General Meeting focused on the topic of building a road to great technicians. Chesney was asked to explain the current state of the aftermarket training industry. He defined the current state of aftermarket training as a lack of industry standards and a structured career path, unorganized training offerings, and disjointed efforts by industry organizations. However, he also identified many good building elements. Current problems in the industry include the inability to find new talent, graduates not performing to industry standards, an inability to afford techs and the amount of time is takes to replace a technician or advisor who leaves a company because companies do not build bench strength. Chesney stressed, “You have to invest in those new technicians, but many shops cannot find someone who can perform out of the gate, so we need to focus on growing our own and building our bench strength to overcome this problem. We have a need now for the next several years. Reports indicate that we need 80,000 technicians each year, but only 25,000 are being produced.” Chesney identified the aging workforce, oncoming tidal wave of technology and lack of a structured career path as reasons for the significant needs for technicians. Focusing on the influx of technology, he explored the unseemly amount of data that is transferred within modern vehicles. “It’s not the problem of education,” he said. “It’s our problem, and we’re going to look into that.” Chesney presented a picture of the Technician Life Cycle, which included the following seven steps: secondary shadowing, post-secondary intern, entry-level apprentice, technician, senior technician, master technician and specialist; however, he noted that this does not include possible “off ramps” on the Road to Great Technicians. Occurring after an industry professional becomes an entry-level technician, these “off ramps” include in-service continuing education and higher education, which can offer technicians a variety of paths to pursue in their careers, ranging from master technician to shop foreman to shop owner or even becoming an engineer for an OEM.  In a January 2018 meeting, the education team at NASTF identified a subcommittee of industry experts tasked with creating a framework of education around the life cycle of a technician and other job roles within the industry. This framework is intended for curriculum providers to use in order to offer a career pathway that means something to the industry and is transferrable throughout the industry. The group began with the vision that they would prescribe degrees of competencies at every skill level, focused on the safety and reliability of the ground vehicle fleet. This Road to Great Technicians team consists of NASTF Chair Mark Saxonberg, Toyota’s Jill Saunders, WTI’s Rob Morrell, CTI’s Chris Chesney, NACAT’s Bill Haas, of Diag.net’s Scott Brown, WTI’s Mark Warren, NASTF’s Donny Seyfer, ASE’s Trish Serratore, S/P2’s Kyle Holt, DrewTech’s Bob Augustineand Cengage’s Erin Brennan. Exploring possible solutions to the industry’s problem, this group defined 13 solution elements, starting with new and enhanced communication with parents and influencers of peripheral students, early engagement with tactile students in middle and high school, support of STEM and development of a well-articulated career path with clear opportunities for advancement and growth that students and parents can see. The industry also needs to get involved with vocational education content to ensure these programs provide the right skills to students.  Chesney explained, “They’re producing the wrong technicians because we aren’t involved. We have to be involved. We need to design a curriculum for schools and employers to ensure that, regardless of where technicians work, they are uniformly trained for the skill level. We have to provide people with the opportunity to grow throughout their careers.”  The team also believes that the industry needs to provide internship experience, develop programs to help in-service technicians become mentors, and ensure that testing and certification programs are uniform and tiered to provide milestones for achievement. Employers also must find ways to provide wages and benefits that are competitive with other industries attracting the same individuals.  “As technicians progress through their career, it is imperative to communicate career options to ensure they don’t leave the industry,” Chesney elaborated. “Vehicle technology has accelerated to unprecedented levels, necessitating faster and more thorough technician skill development to ensure public safety. To add further credibility and value to the process, NASTF is encouraging practical examinations similar to other safety-related skills as a means to verify requisite skill level attainment. Currently, this is not regulated and we cannot keep up with the advancing rates of technology, but we need a way to prove our skills and be prepared for what’s coming, not merely what is on the road right now.” The current state of industry education is outcome-based and not sufficient to serve today’s technology. The future of education must be competency-based with a focus on mastery of skill and validation of a technician’s mastery and development of skills that are recognized and transferable. A competency-based education offers a variable class structure and the ability to test out of the subject matter at different levels, enabling students to finish as they are able. The Road to Great Technicians team defined a new NASTF Technician Life Cycle that includes seven steps: apprentice technician, maintenance technician, service technician, repair technician, diagnostic technician, master technician, and specialist technician.  According to Chesney, “Each step would require a variety of requirements as far as training and experience. They would also require mastery of competencies using curriculum provided by the industry, to include mentoring, demonstrated skills and self-paced curriculum. Finally, technicians seeking to advance would prove their skills through oral and hands-on exams.” Continuing the work they have started, the team plans to provide the industry with a white paper by the end of the year, but they encourage the industry to comment and opine. While the team will be limited in size in order to maximize effectiveness, they encourage industry professionals to join NASTF and the NASTF Education Team.  The group’s vision for the future of automotive education culminates in the idea of the Automotive Institute of Science and Technology, which would include a pathway education in a project-based environment. In ninth and 10th grades, students would sample each pathway through projects designed to highlight the different aspects and career fields before choosing a specific pathway in 11th grade to focus on in their final two years of high school. Their choices would be automotive technology as a trade, business, or engineering. While obtaining their associates degree, students would enter the discipline of their choice, working in shops to gain practical experience while simultaneously acting as mentors to younger students. Chesney concluded the webinar with a question and answer session. Article Source: https://www.autobodynews.com/index.php/component/k2/item/15820-asa-hosts-road-to-great-technicians-webinar-with-carquest-s-chris-chesney.html

      By Alex, in Human Resources, Payroll and Training

        
      • 1 reply
      • 280 views
    • Employee Theft

      I just felt I had a reason to tell this story if it helps 1 person in here. I was a frequent user of Auto shop Owner 2 years ago, I have been absent for a while dealing with another issue for the first time in my 40 years. I have been in the situation with a 16-year assistant manager who I would have trusted with my last dollar. I thought i ran a pretty tight organization, I am fortunate enough to have a brother who spent 25 years in the business do a lot of the hard CPA type stuff and works very closely with our CPA. Anyway, some issues came up on Quickbooks at the year-end my CPA was not ok with. He called my brother and looked at some of the data issues, my brother in turned told me we need to come back up here tonight and look at a few things. After doing audits for 1 year, long story short my trusted employee thought he had figured out a way to beat the system until it all collapsed on him. It has been the most trying 1.5 years of my life. After a 1 year investigation, they arrested him last week, 2 felony counts with more to come. Trusted employee, friend,  church-going guy. Not a drinker or druggie, Law Enforcement says it is a disease, guys it is rampant in today's business world. What are people thinking today, the computer will catch you. If I could prevent just 1 guy from going through this it is worth my time to write this. It is hard to catch a guy that you trust like family, in a way it was bittersweet although the scheme and coverup is what just gets in my craw. I was not my computer program " Quickbooks"  or anything like that it was just a good guy who turned bad. I beg you guys to watch everything and run the business like a big corporation. As we all know and here the trusting guy or gal is always the one to get you. It happened to me, we turning the page now. See ya 

      By tirengolf, in General Automotive Discussion

      • 2 replies
      • 456 views
    • Employee Discount/Sales

      I have a new employee that needs to get some tires & asked if he was able to get them at cost or a discounted rate. We don't put much profit on the tires so not a lot of room to offer a discount. I do have other employee's that get for the cost, but they are also family members & in management. I'm curious what do other shops do or offer the employee's. Thanks

      By BNC173, in Auto Repair Shop Management Help? Post Here!

      • 11 replies
      • 967 views
    • How do you keep track of employee hours?

      Hello all, We currently pay our techs by the hour until business starts to pick up on mechanic jobs. Techs normally get a 1 hr lunch break (no paid). However, we have noticed that techs are leaving early and showing up late. As an off site owner, I find it difficult to keep track of hours, and would not like to pay for hours techs are not there. We have tried to use the honor system; however, may times techs are "forgetting" to note time in an out on the calendar.    Any suggestions? Do you use an electronic clocking in an out system? Have the manager in charge do it?   Thanks in advance for your thoughts and opinions.   Regards, Nick 

      By CAautogroup, in Auto Repair Shop Management Help? Post Here!

      • 11 replies
      • 1,037 views
  • AutoShopOwner Sponsors



×