Pete McNeil is a second-generation family-owned business that started out as a Volkswagen specialist. They quickly recognized their potential for all makes and models and expanded their service offerings. During this time, they joined the NAPA AutoCare program, expanded their footprint in the Salt Lake valley and became a pillar in the automotive repair industry.

In 2018 alone, McNeil’s expanded their Sandy location to 16 bays to help accommodate their growing business, training center and partnership with local schools for the continued growth of their apprenticeship program. During this time McNeil’s also took advantage of the Interior ProImage program and remodeled their entire showroom! This included new counters for their 4 Service Advisors, new epoxy flooring, signage, and upgraded comfortable furniture and fixtures! This is truly a place where their customers can relax while having their vehicle repaired.

In addition, Pete opened a 2nd location in Riverton, Utah in May of 2019. Pete is very involved in the community both locally and abroad He is active in the local Church Youth Conference, Angel Hands, which assists people with disabilities.

Very active in youth soccer with contributions and cars washed to raise money for Sparta-United. He has donated time and resources to “Sandy Pride” which helps residents clean up and beautify the city. Look for Pete’s other episode HERE.

Jake Sorensen is the 2019 NAPA ASE Technician of the Year and 2019 Ratchet + Wrench All Star technician of the year. He is an ASE Master technician with L1,2 and 3 advanced level certifications. He is the shop manager and diagnostic technician at McNeil’s Auto Care in Sandy, UT where he helped develop an apprenticeship program that is registered with the U.S. Department of Labor. This program has graduated several high performing automotive technicians and was used by NAPA Auto Care as a template for their automotive apprenticeship program. Jake also developed the curriculum for an automotive course that he teaches at an adult education high school. Look for Jake’s other episode HERE.

Mike Davidson is from Parkway Automotive in Little Rock, Arkansas, been in the industry for more than 30 years and a business owner for over 18. Mike is an AMI graduate, an ASE Master Technician, he belongs and contributes to Elite Worldwide and was recognized as the Arkansas NAPA/ASE tech of the year seven years in a row. He’s been doing radio and TV over the last fifteen years talking ‘service’ in Little Rock. Mike helped start the Little Rock chapter of ASA and is currently an officer. Look for Mike’s other episode HERE.

Key Talking Points:

• Fact of life: You will either sell your shop or close your shopAn apprentice plan with a culture of learning will help you when selling your shop because you have a culture of learning
• An apprentice program adds value to your shop especially a Department of Labor approved plan 
• There is no easy button to put a strong apprentice program into playYou must invest time, energy, and money
• End result is well worth it
• The Pandemic has brought changes to education and lab work
• Having your own apprentice program puts the lab right inside your shop
• Apprenticeships will seed your bench as the need for quality technician arises because the recruitment and competition for technicians rises
• Mike Davidson created an apprentice program 10 years ago and created a company to support it. His program of DOL approved.
• Pete McNeil and Jake Sorenson created their own apprentice program and it was picked up by NAPA nationally.
• Motivating the new generation of technicians through an apprentice program should include incentives along the way. Rewards for the learning and the time invested. 
• The rewards are great when you pour your heart into growing talent
• Mike, Pete, and Jake have learned a lot
• 75% of auto repair happens at the independents
• The need for technicians has never been greater
• There have been many shops that closed including dealers. The number of bays has reduced yet there is a large demand for technicians
• Shops are becoming ruthless at finding techs which is the reason to grow your own with an apprentice program
• There is a cost to do an apprentice program
• Stat: One technician should be able to produce about $30,000 per month out of a bay
• Mike goes through the math and how you can get your suppliers involved in your apprentice program
• Autocare:: 81 Million auto’s on the road 16 years and older (2021) and this number continues to grow
• A technical college with four semesters equals 281 eight hour days. ASE requires 508 eight hour days on the job for a single certification can he issuesWith an apprentice program at the end of two years, you’ll have your time and your ASE certifications
• When sitting down with an apprentice and/or their family, you have to show a road map and viability for a job and certifications, a clear path
• The apprentice18 years of age
• High school or GED
• Have a valid driver’s license 
• Must submit to illegal use of drug test under the DOL program
• Complete an application
• Agree to follow guidelines
• They must fit your culture
• Look for the right skill sets and you will teach them attitude and fitting into your culture
• Competency levels can bring different stages of compensation
• Picking the right mentor is very criticalIt may not be the longest-tenured technician
• Provides ‘giving back’ and a sense of belonging
• Someone willing to change a life 
• At least 5 years experience in the field
• At your shop for at least a year
• Good communication skills
• They must care about other people  
• They will teach how you want cars repaired and how to diagnose
• Look at the pay program together and the ROI
• You can build a smart program with an open mind and communication
• The mentor should not feel like they are taking a step backward
•  The average time it takes to replace an employee is 42 days. It is costly
• An apprentice program will create a culture of learningThe other staff members will elevate themselves 
• There are technical schools and many know about them, HOWEVER, not many know that there are apprentice programs.We must aggressively promote and create apprentice programs.
• A great place to find apprentices is the home school industry.The parents would know if their student is mechanical.
• Connect with them on Facebook
• There is a cost and Mike has complete spreadsheets to show you how to justify the program.
•  You keep a spreadsheet on cost per hour to apply to your state for grants.Every state has a different amount of money available.
• You must have a cost per hour to show them
• Grants are reimbursement. They pay you behind not upfront
• This is why the mentor cost per hour is critical
• All grant programs will ask for cost per hour which is why you need a spreadsheet to produce the number
• Share the cost of the mentor and apprentice with them to let them see your investment and your recovery. 
• Insutryessentials.netThe website has resources for mentors and apprentices.
• Agreements
• Cost per hour spreadsheets 
• You can run ads for apprentices  Source: nextdoor.com
• Home school community
• There are people who want to get involved in our industry
• Respect the wage and hour laws of your state

Link to Powerpoint used in this presentation: HERE

Link to Mike Davidson’s Industry Essentials. Info on apprentice program: HERE

Email Mike Davidson HERE

Resources:

• Thanks to Mike Davidson, Pete McNeil, and Jake Sorenson for their contribution to the aftermarket’s premier podcast.
• Link to the ‘BOOKS‘ page, highlighting all books discussed in the podcast library HERE. Leaders are readers.
• Listen for free on Apple Podcasts, Google Podcasts, Spreaker, iHeart Radio, Spotify, Podchaser, and many more. Mobile Listening APP’s HERE
• Find every podcast episode HERE.
• Every episode is segmented by Series HERE.
• Key Word Search HERE.
• Link to other apprentice podcasts:
• RR 335 Build Your Own Apprentice Program – Dwayne Myers
• RR 482 IGONC Apprentice Program. Three Students Speak.
• FTR 064 – Mike Davidson. Find Your Apprentices
• RR 383 – AAPEXedu 2018 – Road to Great Technicians – Roundtable
• THA 087 – Automotive Career’s Start in High School and in the Home
• FTR 007 – Matt Fanslow – Integrate the Malleable Young Apprentice Into Your Shop
• RR 353 – Kyle Holt – S/P2 – Helping Entry Level Technicians Enter and Stay in the Industry

Be socially involved and in touch with the show:

Facebook   Twitter   Linked In   Email

Join the Ecosystem – Subscribe to the INSIDER NEWSLETTER HERE.

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As a member of the NAPA family, AutoCare Center owners can take advantage of the NAPA National Health Program from the NAPA Insurance Center. This “NAPA only” program gives you and your employees access to national “large group” rates on medical insurance with premiums discounted up to 30 percent. These rates are based on the collective purchasing potential of 22,500 NAPA locations including both NAPA AUTO PARTS stores and NAPA AutoCare Centers.

The NAPA Insurance Center can help you with a variety of other insurance benefits too. For more information about The NAPA National Health Benefits program as well as all of the insurance benefits available to your AutoCare Center and your employees, visit the NAPA Benefits Center, at www.napabenefitscenter.com or call the NAPA Benefits Center at 844-627-2123.

Rex Lee works at McNeil’s Auto Care headquartered in Sandy, UT and went through the McNeil’s apprentice program

Elijah Pierce works at parkway automotive in Little Rock, Arkansas, graduated the apprenticeship program in November 2019, current ASE Master certified technician at Parkway

Bryan Stafford works at Parkway Automotive in Little Rock, Arkansas, ASE certified L1 Advanced Level Specialist technician and current mentor at Parkway

Key Talking Points:

• Words and stories from former apprentices and current mentors
• Through the apprentice program, Rex Lee went from a quick service team member to a full-fledged technician
• You need a special attitude, like passion and motivation to join an apprentice program and stick with itA two-year program sanctioned by the Federal Dept. of Labor
• Skilled trade like engineers, plumbers and electricians have an apprentice program and title their learners as ‘journeymen’. Whey don’t we? 
• Bryan is a senior technician and the mentor at the shop, but he says the senior person doesn’t need to be the mentorMust be the right person who wants to be a mentor
• Who wants to help teach and guide.
• A great learning experience for a mentor
• When you teach you learn
• You modify your interaction with the apprentice based on their ability to learn and assimilate the information. Learn their tendencies.
• Apprentices usually don’t go to a trade school and will get their theory and hands-on in an apprentice program.There is a curriculum
• There is training that will be necessary in the evenings
• The student will learn on their own
• ASE requirements with the stages of the program
• There will be online courses and leader-led (Covid Considerations)
• You need to be farsighted and realize the outcome of your training
• Find candidates throughSchool district, Counselors
• High School Trade programs
• Word of mouth through your customer base
• Careful recruiting and find a person who is trainableTwo years is a short time to learn a career. The coarse is intense that requires the right attitude and desires
• Student needs to keep their humility to always be learning
• Upon graduation, there is still so much to learn
• Rex is now a mentor for a new apprentice 
• It gets easy to talk about the automotive trades to counselors and parents when you have an apprentice program inside your business 
• An apprentice program, like these, will minimize or almost eliminate debt for the studentIncentives like tools or a toolbox can be part of the program when milestones are reached

Link to a fully qualified Department of Labor Automotive Apprentice Program: https://www.industryessentials.net/copy-of-home

Other episodes on Apprentice Programs:

• Apprentice Program – Grow Your Own Technician [THA 185]
• RR 335 Build Your Own Apprentice Program – Dwayne Myers
• RR 482 IGONC Apprentice Program. Three Students Speak.
• FTR 064 – Mike Davidson. Find Your Apprentices
• RR 383 – AAPEXedu 2018 – Road to Great Technicians – Roundtable
• THA 087 – Automotive Career’s Start in High School and in the Home
• FTR 007 – Matt Fanslow – Integrate the Malleable Young Apprentice Into Your Shop
• RR 353 – Kyle Holt – S/P2 – Helping Entry Level Technicians Enter and Stay in the Industry

Resources:

• A special thanks to Rex Lee, Elijah Pierce, and Bryan Stafford for their contribution to the aftermarket.
• Books Page HERE
• Listen to all Remarkable Results Radio, For The Record and Town Hall Academy episodes.

Facebook   Twitter   Linked In   Email

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This episode is brought to you by Shop-Ware Shop Management. It’s time to run your business at its fullest potential with the industry’s leading technology. Shop-Ware Shop Management will increase your efficiency with lightning-fast workflows, help your staff capture more sales every day, and create very happy customers who promote your business. Shops running Shop-Ware have More Time and generate More Profit—join them! Schedule a free live demonstration and find out how 30 minutes can transform your shop at getshopware.com

This episode is brought to you buy Shop Marketing Pros. Your guides are Kim and Brian Walker with a rich history as shop owners and industry veterans. When someone searches for a shop, who are they finding? Your competitors? It should be you! The good people over at Shop Marketing Pros know how to drive website traffic and make Google work for you! www.shopmarketingpros.com

Pete McNeil is a second-generation family-owned business that started out as a Volkswagen specialist. They quickly recognized their potential for all makes and models and expanded their service offerings. During this time, they joined the NAPA AutoCare program, expanded their footprint in the Salt Lake valley and became a pillar in the automotive repair industry.

In 2018 alone, McNeil’s expanded their Sandy location to 16 bays to help accommodate their growing business, training center and partnership with local schools for the continued growth of their apprenticeship program. During this time McNeil’s also took advantage of the Interior ProImage program and remodeled their entire showroom! This included new counters for their 4 Service Advisors, new epoxy flooring, signage, and upgraded comfortable furniture and fixtures! This is truly a place where their customers can relax while having their vehicle repaired.

In addition, Pete opened a 2nd location in Riverton, Utah in May of 2019. Pete is very involved in the community both locally and abroad He is active in the local Church Youth Conference, Angel Hands, which assists people with disabilities.

Very active in youth soccer with contributions and cars washed to raise money for Sparta-United. He has donated time and resources to “Sandy Pride” which helps residents clean up and beautify the city.

Jake Sorensen is the 2019 NAPA ASE Technician of the Year and 2019 Ratchet + Wrench All Star technician of the year. He is an ASE Master technician with L1,2 and 3 advanced level certifications. He is the shop manager and diagnostic technician at McNeil’s Auto Care in Sandy, UT where he helped develop an apprenticeship program that is registered with the U.S. Department of Labor. This program has graduated several high performing automotive technicians and was used by NAPA Auto Care as a template for their automotive apprenticeship program. Jake also developed the curriculum for an automotive course that he teaches at an adult education high school.

Alexia Murphy is Program Specialist, Department of Workforce Services, State of Utah

Key Talking Points:

• Sustainability- Without a program, there “will not” be enough technicians for the independents to be able to compete, or grow in this industry.
• By 2026 we are going to need 46,000 additional technicians (Bureau of Labor Statistics)
• Less coming into the trade
• You cannot afford to take your ‘lead’ technicians to teach a new member of the team
• You need a roadmap and an officially approved apprentice program to support a mentor, training and a career path
• (Jake Sorensen) Benefits from apprenticeship program Common questions:
• How much will it cost me?
• Answer: How much are you losing by not having enough technicians? That number far exceeds the cost of training. Also, the program is not as expensive as most believe. On average, an apprentice will start producing more revenue than the cost of their employment and training within three months!
• What if I train and invest in someone, and they leave?
• Answer: If you: choose the right candidate, offer free training, assist with tool purchases and treat them well through their apprenticeship, they will appreciate what you have provided and stay around for the long haul. McNeil’s still employs all three of the technicians that graduated from their program.
• Maybe more importantly, what if you and every other shop owner sits back and does nothing?It is important to remember that if you lose an apprentice to another shop, that shop is no longer looking for a technician, which may free someone up for you.
• Department of Labors throughout the country is willing to help for employer and apprentice by providing moniesStates vary. Meet with then and ask them questions and show them your program
• Skilled trades are advertising to bring in young people into their industry through apprentice programs.
• Not every candidate will work outA big problem is communication
• Every other week you need a sit down to review and talk about the next two weeks.Discover if the training methods are working
• If you find the right candidate, it will work
• Apprentice vs 2-year collegeStudent loan debt
• Tool investment
• Not as much hands on as in shop
• Schools let them know that when they enter the job market they can get top pay
• Some schools do not have the latest equipment
• Many counselors are naive about the industryWe must get involved and change the perception
• Their supplier, NAPA, is providing incentives along the way. Toolbox, tool credit.
• Incentives (rewards) for the apprentice to earn
• Just because you are providing free training, they still have rent, car payments, food. They have a life. Create incentives along the way to keep them motivated and engaged while they are growing their skillsHelp shape their attitude for our trade
• Departments of labor can help you find training
• Need a technician. Start with an apprentice.
• There is no silver bullet to growing technicians.There will be an investment.
• We must get involved with our community and department of labor.
• Share your success story
• STARTFind a group to help you. Example NAPA has this programThere is also a program from the IGONC in North Carolina and many others.
• Look at an apprentice program as a shop tool, a recipe for success
• Contact (reach out) to your Department of Labor
• Look for your candidate by advertising.Jake’s inbox was flooded with applicants.
• Look for key indicators for holding a job even if not paid shadowing type of experience
• Their apprentice program has spiked ASE certifications among their technicians
• The program is broken into 9 stages over two years.  Requirements along the way
• Training classes, virtual, leader-led
• Demonstrations from equipment people
• Online video’s
• Be sure you have an LMS (learning management system) to help track the progress
• There is a competency section
• They must their mentor that they learned and can do the tasks that they learned
• The quality of work in the shop improved because they are a teaching center
• An apprentice is like a doctors residency to earn certification  
• Jake Sorensen: We all need to buy into certifications.
• ASE is a very valuable resource for our industry to separate the professionals from the DIY’ers. You cannot become an electrician or a plumber just because you helped a friend or family member on a home project. Yet we accept that exact same experience in place of certification in our industry all the time. Apprenticeships help force up and coming technicians to become certified.I hear people all the time say “I’ve known plenty of ASE Master Techs that don’t know what they are doing and plenty of really good mechanics that just can’t pass a test,” Well I can tell you I have seen it the other way a whole lot more. I know we like to compare ourselves to the medical profession quite a bit. Would you go to a doctor or see a Nurse that was not certified just because they couldn’t pass a test? Not a chance, so why are we so willing to accept that excuse from our professionals? 
• Pete has been tracking his apprentice program for four years and has numbers that show a growth in sales from the training and team approach to share work and build the next generation.
• Other episodes on Apprentice ProgramsRR 335 Build Your Own Apprentice Program – Dwayne Myers
• RR 482 IGONC Apprentice Program. Three Students Speak.
• FTR 064 – Mike Davidson. Find Your Apprentices
• RR 383 – AAPEXedu 2018 – Road to Great Technicians – Roundtable
• THA 087 – Automotive Career’s Start in High School and in the Home
• FTR 007 – Matt Fanslow – Integrate the Malleable Young Apprentice Into Your Shop
• RR 353 – Kyle Holt – S/P2 – Helping Entry Level Technicians Enter and Stay in the Industry

Resources:

• A special thanks to Pete McNeil, Jake Sorensen, and Alexia Murphy for their contribution to the aftermarket.
• Link to the ‘BOOKS‘ page highlighting all books discussed in the podcast library HERE. Leaders are readers.
• Listen for free on Apple Podcasts, Google Podcasts, Spreaker, iHeart Radio, Spotify, Podchaser, and many more. Mobile Listening APP’s HERE
• Find every podcast episode HERE.
• Every episode segmented by Series HERE.
• Key Word Search HERE.

Buy me a coffee

Join the Ecosystem – Subscribe to the INSIDER NEWSLETTER HERE.

This episode is brought to you by Shop-Ware Shop Management. It’s time to run your business at its fullest potential with the industry’s leading technology. Shop-Ware Shop Management will increase your efficiency with lightning-fast workflows, help your staff capture more sales every day, and create very happy customers who promote your business. Shops running Shop-Ware have More Time and generate More Profit—join them! Schedule a free live demonstration and find out how 30 minutes can transform your shop at getshopware.com

This episode is brought to you buy Shop Marketing Pros. Your guides are Kim and Brian Walker with a rich history as shop owners and industry veterans. When someone searches for a shop, who are they finding? Your competitors? It should be you! The good people over at Shop Marketing Pros know how to drive website traffic and make Google work for you! www.shopmarketingpros.com

The panel says that soft skills training helps build a stronger, flexible and harmonious organization. Leadership training is not just for the leader today. Everyone can benefit from being a better listener, which is the #1 soft skills or life skills training we all need to have.

In support of your work to build an enduring business culture one of the best tactics you can implement is soft skills or life skills training. Consider the message in this episode as an important component to building your enduring business culture.



Judi Haglin and husband Dana own Haglin Automotive Inc., a full-service auto repair shop in Boulder, CO, and they’ve been leaders in the Boulder auto repair industry since 1981.

Judi and Dana have a super working relationship and they pay attention to details, share a core value; ‘Everyone Speaks’ that is part of their strong business culture.

They received Motor Age’s Top Shop honor in 2015. Key to their success is they know their roles and together make a strong business owner. They say, “Fixing cars is secondary, we are primarily solving our customer’s problems”. Look for Judi’s previous episodes HERE.

Kyle Holt is the President of S/P2 (sp2.org). S/P2 serves businesses and career tech schools in the automotive service, collision repair, heavy-duty/diesel, welding, construction, cosmetology, and culinary industries. S/P2 is used by over 175,000 students and employees every year across North America.

S/P2 provides industry-specific, online training in safety, environmental, ethics, human resources, and soft skills. S/P2 also works to help entry-level technicians enter and stay in the industry with S/P2 Careers – the largest resume database of entry-level technicians – and S/P2 Workplace Mentoring – a systematized mentoring system to train and track the progress of entry-level techs.

An entrepreneur with a strong background in e-learning and web-based systems, Kyle is passionate about providing businesses and career technical schools the ability to utilize technology to improve the lives of students and employees everywhere. Listen to Kyle’s previous episodes HERE.

Jeff Peevy, President of the Automotive Management Institute (AMI), a 34-year industry veteran who has spent the past 20 years involved with education and research.

Jeff discusses and drives home an important strategy on ‘Building A Learning Culture’ in your business. This episode can be distilled down to four words: Let’s Go Learn Something! Listen to Jeff’s previous episodes HERE.

Key Talking Points

• AMi survey
  • Over 80% of employees still employed over five years when listening, communication and interpersonal skills are possessed by team members. They were rated above average or excellent in these soft skills.
• Soft skills training also helps at home and in personal relationships and with retention
• The boss may lack these skills which make him/her difficult to communicate with
• 83% believe that soft skills training will help their business
• We hire for skills and not for attitude and soft skills   
• SP/2 attacks this issue from a CTE perspective (Career Tech Education) programs
• Soft skills will most likely win the interview than tech knowledge
• Are your people coach-able? Then can learn soft sills
  • Not hard to teach computer skills
• Judi has a game night once a month. It is a safe place where anything can be discussed
• Soft Skills starts with the owners and leadership and should include shop managers, service advisors and technicians of all levels
• A good mentor should have great soft skills
• Jeff Peevy says listening is the single most important   life skill to learn
• Talking and listening is not communicating
• Soft skills training is easier than technical training
• Keep in mind soft skills don’t appear in high school or college curriculum’s
• We are no longer fixing cars but satisfying customer needs
• Your ‘great place to work’ is steeped in a great culture driven by soft skills training
• Soft skills can be viewed as Life Skills or Survival Skills at both home or work
• Soft skills training is not generational in need. It is universal
• Judi says the millennial generation is demanding soft skill training
• Jeff Peevy, in a survey without exception, is a leader had to some workers go, they would keep the millennial
  • They have grown up with the rate of change and technology
• In our industry, we usually look through technical lenses, but we need to learn how to look through the ‘life skills’ lens.
• Great story, from Judi, about an applicant who arrives without a pen. Give them one, a red pen. So when you review the application in the future the red ink signifies they came unprepared to complete an application
• Instructors in CTE have challenges to help their students not only find their first employer but the right employer.
• You learn professionalism and if is developed with soft (life) skills training

Resources:

• A special thanks to Judy Haglin, Kyle Holt, and Jeff Peevy for their contribution to the aftermarket.
• Books Page HERE
• Leave me an honest review on iTunes. Your ratings and reviews really help and I read each one of them.

Kyle Holt President of SP/2 and Jay Goninen from ‘Find a Wrench’ speak to their expertise as supporters and recruiters of technician talent. They have the depth of experience and are speaking to you from their heart about your need to recruit talent when you don’t need the help. They will tell you why.

Kyle Holt is the President of S/P2 (sp2.org). S/P2 serves businesses and career tech schools in the automotive service, collision repair, heavy-duty/diesel, welding, construction, cosmetology, and culinary industries. S/P2 is used by over 175,000 students and employees every year across North America.

S/P2 provides industry-specific, online training in safety, environmental, ethics, human resources, and soft skills. S/P2 also works to help entry-level technicians enter and stay in the industry with S/P2 Careers – the largest resume database of entry-level technicians – and S/P2 Workplace Mentoring – a systematized mentoring system to train and track the progress of entry-level techs.

An entrepreneur with a strong background in e-learning and web-based systems, Kyle is passionate about providing businesses and career technical schools the ability to utilize technology to improve the lives of students and employees everywhere. Listen to Kyle’s previous episodes HERE.

Jay Goninen is president of Find A Wrench, which is a recruiting service used by shops around the country to assist them in finding Technicians. Jay’s company purchased a popular niche job board called FindAMechanic.com.  Jay has a passion for promoting the industry and the many talented people we work with, and to be a voice for ‘those who don’t like to promote themselves.  Listen to Jay’s previous episodes HERE.

Key Talking Points:

• Recruiting while your shop is at full employment
• Don’t wait to recruit for a new technician
• 74% of shops are looking for technicians and are open to entry-level technicians
• Creating a solid technician requires an investment of time. Start today.
• It is not if you are going to lose a technician but when 
• Proactive looking helps build a pipeline of candidates
• You must be intentional on finding or going after high-quality team members

• A special thanks to Kyle Holt and Jay Goninen for sharing their passion – For The Record.
• Books mentioned in the content library HERE
• Leave me an honest review on iTunes. Your ratings and reviews really help and I read each one of them.
• Email Carm HERE.

Be socially involved and in touch with the show:
Facebook   Twitter   Linked In   Email    Events   Instagram   Speaking

This episode is brought to you by FlexCheck Auto Digital Vehicle Inspection Software.

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Download the Remarkable Results Radio listening APP for your smart device:

Kyle Holt is the President of S/P2 (sp2.org). S/P2 serves businesses and career tech schools in the automotive service, collision repair, heavy-duty/diesel, welding, construction, cosmetology, and culinary industries. S/P2 is used by over 175,000 students and employees every year across North America.

S/P2 provides industry-specific, online training in safety, environmental, ethics, human resources, and soft skills. S/P2 also works to help entry-level technicians enter and stay in the industry with S/P2 Careers – the largest resume database of entry-level technicians – and S/P2 Workplace Mentoring – a systematized mentoring system to train and track the progress of entry-level techs.

An entrepreneur with a strong background in e-learning and web-based systems, Kyle is passionate about providing businesses and career technical schools the ability to utilize technology to improve the lives of students and employees everywhere. Listen to Kyle’s previous episodes HERE.

Jay Goninen is president of Find A Wrench, which is a recruiting service used by shops around the country to assist them in finding Technicians. Jay’s company purchased a popular niche job board called FindAMechanic.com.  Jay has a passion for promoting the industry and the many talented people we work with, and to be a voice for ‘those who don’t like to promote themselves.  Listen to Jay’s previous episodes HERE.

Key Talking Points:

• Recruitment
  • Daily recruitment
  • If you’re only recruiting when you need a technician you are too late- lead to bad hires and unrealistic expectations
  • Investment not expense
• Growing your own technician- finding entry-level technicians, mentor them, have a career plan
  • Poaching technicians from other companies is not adding new technician into industry
  • S/P2 Careers Online- 45,000 entry-level technician database, pilot mentor program free access   
  • A diverse plan tailored to your own shop- defining and having a plan
  • Involved with local schools and colleges
  • Financial plan for entry-level- career path
  • Be patient- takes 10,000 hours of experience to reach mastery level, entry-level technicians need to be mentored
• Biggest competition are companies that are the best at recruiting
  • Offer better pay and incentives.
• Retention
  • New hires and existing employees
  • Pay and business culture key components- if tech is leaving for $1/hour more then it’s not just about the money  
    • A warning sign that there may be a problem in the company

Resources:

• Thanks to Kyle Holt and Jay Goninen for their contribution to the aftermarket’s premier podcast.
• Link to the ‘BOOKS‘ page highlighting all books discussed in the podcast library HERE. Leaders are readers.
• Leave me an honest review on iTunes. Your ratings and reviews really help and I read each one of them.

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Since 1989 TRACS has been the industry’s leading shop management system. And in the last 30 years it’s gotten better and better. Today TRACS Enterprise offers even more of the features AutoCare Center owners want—things like a powerful interactive scheduling calendar, faster and streamlined work flow, plus streamlined parts ordering and purchasing options. And there’s more—Punch-out to Mitchell ProDemand, mobile VIN capture, and multi-shop capabilities. That means you can count on TRACS Enterprise to help drive your success today and well into the future.

Learn more about TRACS Enterprise and the hundreds of other benefits the NAPA family has to offer. Talk with your servicing NAPA store or visit www.NAPAAutoCare.com.

Donny Seyfer the executive officer of NASTF  (National Automotive Service Task Force) and Partner in Seyfer Automotive in Wheatridge, CO. Listen to Donny’s previous episodes HERE.

Chris Chesney is the Senior Director of Customer Training, CARQUEST Technical Institute, and a NASTF board member and a member of the ‘Road To Great Technician’ project.  Listen to Chris’s previous episodes HERE.

Jill Saunders is Curriculum Developer, Toyota Motor Sales, North America and a member of the ‘Road To Great Technicians’ project. Listen to Jill’s previous episodes HERE.

Kyle Holt is the President of S/P2 (sp2.org). S/P2 serves businesses and career tech schools in the automotive service, collision repair, heavy-duty/diesel, welding, construction, cosmetology, and culinary industries. S/P2 is used by over 175,000 students and employees every year across North America. Listen to Kyle’s previous episodes HERE.

Key Talking Points:

• “There is nothing like a crisis to pull everyone together.” Donny Seyfer
• The entire industry needs to participate in growing and keeping technicians. Dealers are having the same challenge.
  • Churn is not good or acceptable to grow our industry.
• Losing a key technician can cause a big gap in revenue. Finding someone if you are behind the eightball is an expensive problem. Growing talent beforehand and on-going will
• Toyota needs 1400 technicians per year to keep their dealer network supplied. Aftermarket heeds this.
  • Military veterans are a consideration for Toyota.
• It starts at the dinner table. We need to get the word out to everyone who wants to listen.
• When kids are involved in a STEM class and or a youth automotive program they will cross-pollinate their friends. We need to get them involved so we can gain that advantage. Just one tactic to build it from the entry level.
• There is a video game to work on cars now.
• We need to remodel how we educate our students (all trades) from an outcome-based education to a more competency-based or master of a skills-based education system.
  • Give the student to move when they are ready not as a project group.
• Career pathing is to have all students to have the same competencies. All they would have to learn about their new employer is their culture.
• Industry and education need to be attached at the hip.
• Mentoring will be a big part of this plan.
  • We’ll never find mentors if they don’t know how and are paid appropriately.
  • Find a mentoring program at SP/2. Go to SP2.org, send an email and ask for the mentoring system. It is in beta.
  • We need the structure from a mentoring program, but outlining a career path is as important to the next generation of technicians.
• Career-pathing is an industry problem.
  • Entry level technicians need to know how to move up to B tech and A tech and what other directions, such as parts, service.
• Competencies must be identified across the entire industry.
• In the early ’70s, ASE helped keep the government at bay and to engage industry and to create a standard to gauge the knowledge-based of the technician.
• We need to get an electrical diagnosis as simple as righty tighty lefty loosey.
• The industry needs to take its rightful place to support ASE and education.
• The educators need the tools to teach the competency-based skills.
• NASTF’s goal is to connect everyone.
  • There are multiple initiatives going on across the country.
    • Mentoring, Apprentice programs everywhere.
• Service Quality Specialist is a new program being developed by Toyota
  • Creating a new role. Their highest level is Toyota Master Technician (TMT)
  • Make their TMT a salary position so they can mentor and coach technicians. This position will monitor the quality of work they do.
• Our technicians are being poached by other industries that need technicians.
• The entry-level technician developed by NASTF
  • Top shop operators looked at the outline and asked to adopt that person. In other words, they felt the outline was a home run.
• The FAA model of competency may be a perfect choice moving forward. How does it get done is the challenge. The technician gets a new certification from, for example, ASE.
• Jill Saunders is in charge of the Skills USA competition. We can learn from Skills USA which is a hands-on competency based test for secondary and post-secondary students.
  • As an industry, we can support it at a local industry
  • Students also are learning soft skills, like interviewing and writing a resume.
  • Not all who come in our industry do not have support from home.
  • We need to be there to lift the instructors, students and provide ‘in-kind’ donations and support to these institutions who are molding our future technicians.
• The onslaught of technology is putting us at risk because all of that technology is focused on safety. Who’s watching? NHTSA. (Safety and Cybersecurity) We need to get our act together before the government gets involved.
• The collision industry has been told that they will need to have a quality technician working in their shops because of the high tech nature of collision repairs. Consider that the collision industry will be looking to find the best technicians in the industry.
  • There is an opportunity for mechanical shops to partner with collision shops to support their diag needs and mechanical work.
• ADAS technology has the training industry and equipment industry up in arms over what it takes for calibration of ADAS systems.
  • The supplier of the technology in concert with the OE creates the calibration specifications.
  • You must read and have the willingness to follow the directions and the discipline to read all of the OE specs.
  • Technical reading skills will become an important part of training.
  • You must follow OE directions to the letter.
• We need to support education to a higher degree than we’ve been doing. Industry and education must align.
• Anthony Williams has a dream of building PTECH (pathways to technology) School in Colorado Springs. A six-year public high school in partnership with public schools and the automotive industry. Need to build a consortium to build the school.
  • Will include project-based learning models (STEM/STEAM)
  • No traditional classrooms.
  • Will have English, Math and History weaved into projects.
  • Automotive Technology, Business, and Engineering will be the areas of focus selected in their sophomore year.
  • The three R’s: Rigor, Relevance to the automotive industry, Relational (working together in partnership)

Resources:

• Join NASTF (National Automotive Service Task Force) Link to NASTF.ORG
• Thanks to Donny Seyfer, Chris Chesney, Jill Saunders, and Kyle Holt for their contribution to the aftermarket’s premier podcast.
• Link to the ‘BOOKS‘ page highlighting all books discussed in the podcast library HERE. Leaders are readers.
• Leave me an honest review on iTunes. Your ratings and reviews really help and I read each one of them.

Be socially involved and in touch with the show:
Facebook   Twitter   Linked In   Email    Events    Speaking

This episode is brought to you by Federal-MogulMotorparts and Garage Gurus. With brands like Moog, Felpro, Wagner Brake, Champion, Sealed Power, FP Diesel and more, they’re the parts techs trust.  For serious technical training and support – online, onsite and on-demand – Garage Gurus is everything you need to know. Find out more at fmmotorparts.com  and fmgaragegurus.com

Kyle Holt is the President of S/P2 (sp2.org). S/P2 serves businesses and career tech schools in the automotive service, collision repair, heavy-duty/diesel, welding, construction, cosmetology, and culinary industries. S/P2 is used by over 175,000 students and employees every year across North America.

S/P2 provides industry-specific, online training in safety, environmental, ethics, human resources, and soft skills. S/P2 also works to help entry-level technicians enter and stay in the industry with S/P2 Careers – the largest resume database of entry-level technicians – and S/P2 Workplace Mentoring – a systematized mentoring system to train and track the progress of entry-level techs.

An entrepreneur with a strong background in e-learning and web-based systems, Kyle is passionate about providing businesses and career technical schools the ability to utilize technology to improve the lives of students and employees everywhere. Listen to Kyle’s previous episodes HERE.

Key Talking Points

• Everyone is talking about the technician shortage. We need solutions not just talk.
• The Diesel industry can solve their problem overnight but it will put the mechanical service industry at risk. A disruptor initiative.
  • Diesel are paying their technicians more as entry-level techs.
  • They want to be sure their entry-level students have the tools to do their job.
  • They are providing the tools that are needed and will pay $18-$22 per hour.
• Without a tool program and a good entry level pay program in automotive service, the diesel industry will start to poach from automotive tech schools throughout the country.
• SP careers has a database of 45,000 resumes of students looking for opportunities. 33,000 of them are looking for opportunities in automotive service, collision and diesel repair. Only 11,000 are looking for diesel work.
  • The diesel industry is happy to recruit from the automotive student database.
• Automotive service must take a long hard look at our pay practices, benefits, and tools.
• We are competing with aviation, energy, government, fleets (diesel). They are all paying more than automotive service.
  • Providing tools can be a retention strategy.  

• Leave me an honest review on iTunes. Your ratings and reviews really help and I read each one of them.
• Email Carm HERE.
• Books mentioned in the content library HERE
• A special thanks to Kyle Holt for sharing his passion – For The Record.

Be socially involved and in touch with the show:
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The views and opinions expressed are those of my guest and do not necessarily reflect the views and opinions of the author, sponsors, associates or affiliates of LSTN MEDIA LLC

Your Learning Curve Never Sounded So Good

James Pressly, Trade and Industrial Specialist, Career and Technical Education, North Carolina Department of Public Instruction, Raleigh, NC

Jim Halderman brings a world of experience, knowledge, and talent to his work. His automotive service experience includes working as a flat-rate technician, a business owner, and a professor of Automotive Technology. He has a Bachelor of Science Degree from Ohio Northern University and a Master’s Degree from Miami University in Oxford, Ohio. Jim also holds a U.S. Patent for an electronic transmission control device. He is an ASE certified Master Automotive Technician (A1-A9) plus G1, L1 and L3.

Jim is the author of 18 Automotive textbooks all published by Pearson. Jim has presented numerous technical seminars to national audiences including the California Automotive Teachers (CAT) and the Illinois College Automotive Instructor Association (ICAIA). He is also a member and presenter at the North American Council of Automotive Teachers (NACAT).

Jim was also named Regional Teacher of the Year by General Motors Corporation and a member of the advisory board for Technological Studies department at Ohio Northern University. Jim and his wife, Michelle, live in Dayton, Ohio.

Shane Hawkins is the Automotive Technology instructor at East Gaston High School and adjunct instructor for Gaston College.

Prior to teaching, he worked as an automotive technician at the local Chevrolet dealership for nine years before opening an independent shop. The desire to help others learn about a career in the automotive field and recognizing the difficulty in finding qualified technicians is what inspired him to become an automotive teacher.

Qualifications include an Associate degree in Automotive Technologies, ASE G1 certification, ASE Master Certified Technician, ASE L1 certified, Bachelor degree in Occupational Education, and NC professional teaching license.

Impromptu guest Kyle Holt from S/P2. Listen to Kyle’s previous episodes HERE.

Key Talking Points:

• Please stop talking about the need for quality automotive training and get involved. It will be our fault for the lack of young people joining our industry.
• The schools are there for industry. Superintendents and presidents need to hear from industry.
• You must get involved with the advisory committee.
• A good advisory board will make a huge difference in the quality of instruction, investment from the school and placement of students.
• We have so many jobs in the industry so automotive curriculum course can take the student anywhere.
• Speak at high school career days and help encourage high school students to enter automotive technology in post-secondary (college)
• Interest in the automotive starts in the home.
• We, the industry, must support the counselors. Invite them to your shop. Explain that the technician of the very near future is all about having quality computer skills.
• If you like cars and computers a career in the automotive is for you.
• We must develop relationships with education so we can win the share of mind war with education and get the students that have this attitude and like working with their hands and minds
• Text or write to the instructors and your department chair.
• Get a group of independent shop owners together and sit with a department chair, school principal or superintendent.
• Field trips to independent shops.
• Bring a student to your shop to job shadow.
• Get involved with the instructors in high school and college.
• Build a mentoring program in your shop. Not easy to do. Many good programs exist to copy from.
• Education continues it doesn’t stop in school.  

Resources:

• Books Page HERE
• Leave me an honest review on iTunes. Your ratings and reviews really help and I read each one of them.

• A special thanks to James Halderman, James Pressly, and Shane Hawkins and impromptu guest Kyle Holt.

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Kyle Holt is the President of S/P2 (sp2.org). S/P2 serves businesses and career tech schools in the automotive service, collision repair, heavy-duty/diesel, welding, construction, cosmetology, and culinary industries. S/P2 is used by over 175,000 students and employees every year across North America.

S/P2 provides industry-specific, online training in safety, environmental, ethics, human resources, and soft skills. S/P2 also works to help entry-level technicians enter and stay in the industry with S/P2 Careers – the largest resume database of entry-level technicians – and S/P2 Workplace Mentoring – a systematized mentoring system to train and track the progress of entry-level techs.

An entrepreneur with a strong background in e-learning and web-based systems, Kyle is passionate about providing businesses and career technical schools the ability to utilize technology to improve the lives of students and employees everywhere. Listen to Kyle’s previous episodes HERE.

Key Talking Points:

• Kyle’s Father started the collision brand called CarStar
• He is the President of S/P2  
  • Online training company since 2002 (not just automotive, also for construction, culinary, welding and cosmetology)
  • Safety, ethics, HR, soft skills, mentoring
    • Ethical teachings: Do the right thing plus one step further- Example finding $20 in customer car – put on the dash with a note for the customer
  • From the time the new employee starts working and annually thereafter and anytime the shop environment changes, the shop must provide industry-specific safety training.
    • Will aid in OSHA audits if a shop has completed correct compliance training with proper documents.
  • Changing the ‘grease monkey’ perception.  
  • Over 175 thousand students use S/P2 online training a year.
• S/P2 Careers
  • Started 2017 training template on building a ‘right’ resume.
  • Last 18 months uploaded 36,000 resumes to a database with over 27,000 entry-level automotive technicians.
  • Opportunity for entry-level students to enter the industry and stay in the industry- shop owners can use a database to grow their own techs.
  • 40% of students that enter industry leave it within the first 2 years.
• Mentor training programs
  • Mentor- how to be a mentor, what’s expected, roles, responsibilities.
    • Mobile website- login, chose ASC task list, can grade student and comment while in the shop.
  • Mentee/ Apprentice- what’s expected.
  • Manager- the person in the shop overseeing both mentor and mentee.

S/P2 Website HERE

Be socially involved and in touch with the show:
Facebook   Twitter   Linked In   Email    Events    Speaking

This episode is brought to you by Federal-MogulMotorparts and Garage Gurus. With brands like Moog, Felpro, Wagner Brake, Champion, Sealed Power, FP Diesel and more, they’re the parts techs trust.  For serious technical training and support – online, onsite and on-demand – Garage Gurus is everything you need to know. Find out more at fmmotorparts.com  and fmgaragegurus.com