You searched for pete mcneil - Remarkable Results Radio https://remarkableresults.biz/ Automotive Repair Business Success Stories Fri, 24 Apr 2026 15:18:47 +0000 en-US hourly 1 https://remarkableresults.biz/wp-content/uploads/2020/05/cropped-site_icon-32x32.jpg You searched for pete mcneil - Remarkable Results Radio https://remarkableresults.biz/ 32 32 Turn Your Parts Spend Into Team Rewards with the NAPA Team Tool Rebate [THA 483] https://remarkableresults.biz/remarkable-results-radio-podcast/a483/ Fri, 01 May 2026 19:00:00 +0000 https://remarkableresults.biz/captivate-podcast/a481/

Thanks to our Partners, NAPA TRACS, Today’s Class, KUKUI, and Pit Crew Loyalty

Watch Full Video Episode

Recorded live at the VISION 2026, host Carm Capriotto sits down with shop owner Pete McNeil and NAPA Auto Care leaders Jason Rainey and Lauren Briggs to break down the impact of the NAPA Team Tool Rebate program. Listen to a powerful real-world example of how the program can energize a team, strengthen culture, and reward performance in meaningful ways.

What You’ll Learn

  • How the NAPA Team Tool Rebate program helps offset the high cost of technician tools while building a stronger shop culture
  • How Pete McNeil turned a $13,000 rebate into a memorable, morale-boosting experience
  • Why the shift from “tech tool rebate” to “team tool rebate” gives owners flexibility to reward the entire team, not just technicians
  • Creative ways shops can use rebate funds, from individual tool purchases to shared equipment, and even community support like vocational schools
  • How the program aligns the front and back of the shop, encouraging team-wide support of purchasing decisions
  • What’s ahead for the program, including improved tracking, communication, and enhanced buying power through supplier partnerships

The NAPA Team Tool Rebate program is more than a financial incentive; it’s a strategic tool for building culture, driving alignment, and showing appreciation in a tangible way. When used intentionally, as demonstrated by Pete McNeil, it can transform routine business spending into a powerful investment in people, boosting morale, loyalty, and long-term shop success.

VISION Hi-Tech Training and Expo: https://visionkc.com/

Pete McNeil, McNeil’s Auto Care, Sandy and Riverton, UT. Pete’s previous episodes HERE

Lauren Briggs, Sales & Marketing Director. NAPA Auto Care. Lauren’s previous episodes HERE

Jason Rainey, Vice President NAPA Auto Care. Jason’s previous episodes HERE

Thanks to our Partner, NAPA TRACS

NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/

Thanks to our Partner, Today’s Class

Optimize training with Today’s Class: In just 5 minutes daily, boost knowledge retention and improve team performance. Find Today’s Class on the web at https://www.todaysclass.com/

Thanks to our Partner, KUKUI

Stop juggling multiple marketing tools. KUKUI’s integrated platform delivers 4x better website conversions, automated follow-up, and real-time ROI tracking. Get industry-leading customer support with KUKUI at https://www.kukui.com/

Thanks to our Partner, Pit Crew Loyalty

You’re probably tired of chasing new customers who never return. We understand. Pit Crew Loyalty ends the one-and-done cycle, turning first visits into lasting, reliable revenue at https://www.pitcrewloyalty.com/

Connect with the Podcast:

The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/

 

 

]]> New Age Employees Require A New Way of Thinking [AW 176] https://remarkableresults.biz/remarkable-results-radio-podcast/aw176/ Sat, 23 Sep 2023 05:15:00 +0000 https://remarkableresults.biz/captivate-podcast/aw175/

Pete McNeil discusses the changing needs of employees in the post-COVID workplace, particularly focusing on Gen Z employees. He talks about the importance of providing a positive customer experience and adapting to the preferences and attention span of Gen Z employees. He also discusses the challenges of hiring and retaining Gen Z employees, including the need for benefits, learning opportunities, and potential pay advantages.

Pete McNeil, McNeil’s Auto Care, Sandy and Riverton, UT. Pete’s previous episodes HERE

Show Notes:

  • Watch Full Video
  • The Legacy of Old Car Repair Tools (00:01:39) Discussion about displaying old car repair tools in the waiting room to showcase the evolution of automotive technology.
  • The Importance of Customer Experience (00:07:21) Highlighting the exceptional service provided by a server at a restaurant and the need to recruit service advisors from industries with a focus on customer experience.
  • Understanding Gen Z Employees (00:08:47) Exploring the characteristics and preferences of Gen Z employees, including their shorter attention span and the need for clear direction and guidance.
  • Gen Z Challenges in the Workplace (00:09:18) Discussion on the challenges faced by Gen Z employees entering the workplace without prior working experience.
  • Adapting to Gen Z Preferences (00:12:19) Exploring the changing expectations of Gen Z employees during job interviews, including flexible work schedules and work-life balance.
  • Creating Hybrid Pay Programs (00:16:38) The need for customized pay programs to meet the diverse needs and preferences of employees, with examples of different pay structures.
  • Valuing Diagnostic Technicians (00:19:31) The need to compensate diagnostic technicians accordingly.
  • Specialization and Rewarding Expertise (00:21:31) Highlighting the importance of specialized technicians in areas like transmissions, electrical, and HVAC, and the need to reward their knowledge and time investment.
  • The importance of involving families in social events (00:26:34) Discussion on the significance of including employees’ families in non-work related special events.
  • Creating a positive work culture through various events (00:27:29) Exploration of different events, such as boating trips and casino nights, that the company organizes to foster camaraderie and teamwork among employees.
  • The communication preferences of Gen Z employees (00:29:40) Insights into the communication preferences of Gen Z employees, including their preference for face-to-face interactions and the low reliance on social media for communication.
  • The changing needs of employees (00:35:23) Discussion about the need for a new way of connecting and learning with the new age employees.
  • Adding on to the Riverton store (00:35:47) Updates on the expansion of McNeil’s Auto Care in Riverton, Utah, including adding six bays and a warehouse.
  • Appreciation for Carm Capriotto (00:36:17) Expressing gratitude for Carm Capriotto’s contributions to the automotive industry and the podcast.

Thanks to our Partner, Dorman Products.

Dorman gives people greater freedom to fix vehicles by constantly developing new repair solutions that put owners and technicians first. Take the Dorman Virtual Tour at www.DormanProducts.com/Tour

Connect with the Podcast:

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]]> Wake Up Call https://remarkableresults.biz/automotive-repair-wake-up-call/ Tue, 04 Jul 2023 12:29:15 +0000 https://remarkableresults.biz/?p=40944 When I get a feeling about an important topic to discuss on the podcast, there is always the hope that these interviews will reveal common sense principles and important trends to pay attention to.

I’ve heard a lot of discussions lately about skilled trades and the younger generation going into the trades instead of going to college. I want to share with you a few key strategies we must consider to recruit and retain our top talent.

First, let’s talk recruiting. Being a recruiter, or a professional talking head, is an important role. You must find a high school and college career days and speak with students. We are experiencing the most exciting technology in any skilled trade. Young talent is looking for what we have to offer.

You need a legitimate apprentice program for any young person to enter. Please sign up and implement the NAPA Apprentice program. This is a strong and beneficial program that Pete McNeil and Jake Sorenson created at McNeil’s Auto Care Center in Sandy, Utah.

And don’t forget your client base. Be sure they know of our honorable profession as a skilled trade. They may have children or relatives planning their next moves and may have never considered automotive until you mention it.

Let parents and students understand that being an automotive technician has the same respect as electricians, plumbers, carpenters, and welders. These are all considered trade jobs, and uniquely they go through apprentice programs to earn their place as a tradesperson.

Remember that many high schools in the last 20 years removed their CTE (Career and Technical Education) programs, and now we hear that many will start to bring them back. Add to that the hundreds of automotive technical colleges, both private and state-run, that are doing everything they can to update equipment and their curriculums to meet the challenge of filling the thousands of jobs available. Part of your recruitment efforts is to be involved in education.

A considerable part of our technician shortage is people leaving the industry; no career path, training, or belonging. Add to that pay and benefits (medical, dental, retirement, PTO), and we lose to other industries that have figured out how to provide a strong alternative. Do you know why you lost a top talent or superstar? Did you ever find out why a potential hire ghosted you? Did you build a compelling case to join your team? Was it to get a better offer from their current employer? 

Other industries are taking some of our top talents for the reasons I just stated. Should top auto technicians make as much as plumbers, electricians, welders, or carpenters? Many technicians earn more because their skill sets are deservedly broader. You need sales, margin, and profits to have the money to recruit and retain superstars you rely on to repair and diagnose anything that drives into your shop.

I want you to look inside your business and what you do to retain your best people. Are you completely aware of the competition you have for your people? Matt Fanslow and Glen Forehand had a robust episode on recruiting our talent. Glen has been in and out of the industry many times as a technician who now works for a casino. He described that his talent as a technician folded in nicely to work maintenance. He set up a warning to our industry that a good mechanic has many job opportunities in other industries, not only for more pay but for better work conditions, benefits, and less stress.

Many solutions to this problem are presented in an episode on retaining top employees. It is all common sense, but in the end, when considering pay and benefits, you must have a profitable company with a culture that becomes the glue. You put everything you have on the line daily to open and sustain the business. Shouldn’t it be giving you and your people a fruitful career? Is your goal to have the lowest labor rate, pay your people the least, and scrape by? Some in our industry think like that and are struggling to survive, giving the industry a black eye.

Critical points from that episode, find the link below to listen, are accountability, training, soft skills, positive affirmations, and career opportunities. 

Remember that you are not only competing with peer automotive shops in your market; you are competing with any industry that needs the talent, hands, and mind of a top mechanic. Manufacturing, forklift repair, departments of transportation, fleet management, industrial maintenance; the list is endless. These industries are waking up to the fact that recruiting for mechanical ability and paying for it is just as crucial for them as it is for you.

You may need more profit, a cleaner, brighter environment, better equipment and tooling, and/or a more robust culture to retain and recruit top talent. You must provide opportunities for professional development and training, recognize and reward them and offer a flexible work arrangement if necessary.

Formulating everything takes time, and the best time to start is now. For many shop owners, their claim to unrivaled success is hiring a business coach and networking with peers.

Retaining the right people saves money in the long haul. You must invest in them. You need to pay what they are worth. When you pay people at the top of the scale, you can ask for more and hold to a higher standard. Your culture will allow you to keep top talent. Do you care about them, their family, their goals, and their career? Are you listening, over-communicating, and looking out for their future?

A final thought is to consider implementing EOS (Entrepreneurial Operating System); a trend taking hold in our industry. Next to hiring an accountability partner (coach), EOS is a great move to elevate your business.

The people in your business are your business family. Would you do less for them than you would your own family? Let your answer guide you.

]]> Clint Dudley and Virtual Tour with Pete McNeil [AW 054] https://remarkableresults.biz/remarkable-results-radio-podcast/aw054/ Sat, 22 May 2021 02:00:00 +0000 https://remarkableresults.biz/?post_type=captivate_podcast&p=35405

Your weekly broadcast production with wisdom shared by our guest host and a virtual shop tour. There is a trivia challenge.

  • Clint Dudley on Technician Pay. Clint’s previous episodes HERE
  • Virtual Shop Tour by Pete McNeil from McNeil’s Auto Care, Sandy and Riverton, UT. Pete’s previous episodes HERE
  • Trivia Challenge:

 

Dorman gives people greater freedom to fix vehicles by constantly developing new repair solutions that put owners and technicians first. By always innovating, Dorman has led the way in growing the aftermarket. Here you will see a few examples of a Dorman OE Fix. An OE FIX is a Dorman repair solution you can’t get from the original equipment manufacturer. It means they found a situation where they believe the OEM wasn’t giving repair professionals what they wanted, so we fixed it. Everything Dorman does is centered around providing customer value, both in the quality of products, and the creativity of solutions. Our engineers and designers go out of their way to save repair technicians time and save vehicle owners money. Want to really go under the hood? Take the Dorman Virtual Tour at www.DormanProducts.com/Tour

]]> Have You Started Your Apprentice Program? [THA 216] https://remarkableresults.biz/remarkable-results-radio-podcast/a216/ Thu, 25 Mar 2021 05:15:00 +0000 https://remarkableresults.biz/?post_type=captivate_podcast&p=34667

Jason Molinar- Newest Industry Apprentice Graduate at McNeil’s Auto Care

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- 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.

Brad Christianson– NAPA Sales Person

Special Guest Jason Rainey– Vice President, NAPA Auto Care

Key Talking Points

  • Jason- from pharmacy to an auto technician Spent 10 years as pharmacy technician out of high school
  • Realized he didn’t enjoy his job or looked forward to it anymore
  • Always had a love for cars (especially Jeeps) and started learning about how to fix them
  • Took a maintenance and light repair class at a local college and loved it
  • Saw an advertisement for McNeil’s apprentice program, interviewed for it and received the apprenticeship 
  • Larger pool for industryYou don’t need to only focus on hiring out of high school students or someone that has previous experience in the auto industry
  • Hire for attitude not skillset- they will learn skill during the programCommitment and willingness to learn qualities
  • Napa Apprenticeship Program- built in collaboration with Jake and Pete9 stages, 2-year program with 4 ASE certifications
  • National program and approved by Department of Labor
  • Receive apprentice tool kit worth $3500
  • Register your shop at www.napaautocare.com, resource tab and employee recruitment 
  • ROI calculator- customizable with also a gross profit impact chart
  • Currently, 451 total registered apprentices participating in the program 
  • Mentor- willing to invest time and effortEveryone learns differently and at different paces- it will be a continual learning curve for both mentor and apprentice 
  • Shop owner needs to see the benefit for an apprentice program 
  • Previous apprentices turning into mentors 
  • Unrealized revenue When Jason was completing stage 7/9 during the program the profit for the shop in that category was 13K
  • 2021 Jason has generated 47K on his own first two months
  • Family sacrificesWorking 2 jobs at the start of the program with a newborn at home
  • Was rewarded with hard work and could quit the second job after a few months
  • AdviceTake advantage of the training (free and paid)
  • “Pizza night” weekly during virtual Vision training
  • There isn’t a technician shortage, there is a shortage of qualified technicians 
  • Takes 2 years for apprentice graduate to complete the program so keep the cycle going
  • Learning doesn’t stop after 2 years- continue training, career-pathing and goal forecasts 
  • Learning is contagious- other seasoned technicians at the shop realize they need to continue learning as well 
  • Grows individuals and families
  • A special thanks to Jason Molinar, Jake Sorensen, Pete McNeil, Jason Rainey and Brad Christianson for their contribution to the aftermarket.
  • Books Page HERE
  • Listen to all Remarkable Results Radio, For The Record and Town Hall Academy episodes.

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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 by 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

]]> How to Implement Your Own Apprentice Program [RR 605] https://remarkableresults.biz/remarkable-results-radio-podcast/e605/ Tue, 12 Jan 2021 05:15:00 +0000 https://remarkableresults.biz/?post_type=captivate_podcast&p=33578

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:

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Buy me a coffee

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.

]]> Apprentice Program – Grow Your Own Technician [THA 185] https://remarkableresults.biz/remarkable-results-radio-podcast/a185/ Thu, 20 Aug 2020 05:15:00 +0000 https://remarkableresults.biz/?post_type=captivate_podcast&p=32534

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
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