Jeff Graser
Forum Replies Created
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Interesting subject and discussion. We have 14 shops and employ about 60 techs. We pay semi monthly, so don’t really look at tech hours/pay by the week.
We have techs making 6 figures, they aren’t the norm, they are highly productive, here are some examples from a recent pay period.
Days worked Clock hours Book Hours
10 120.25 191.60
10 106.75 158.00
11 104.5 169.40
10 121.5 189.3
9 103.75 168.8
Our overall tech efficiency (book/clock) was 99.33%
$75k is easily attainable for the guys that are productive, and 6 figures is happening for the best of the best. They work a lot of hours as we are open 7:30-5:30, 6 days a week, and most only work 6 days if they want to, some times it is requested when we need the coverage. We are up for anyone who wants to do quality work and can be productive. We have the customers to support it.
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Wondering where the 40-45% “normal” comes from? We are a multi-store company all repair (no tires) and we run at about 60%. Can’t see that this is a good or bad thing. We are profitable, work on a lot of cars. Seems like a lot of traffic these days comes from maintenance rather than repair and the #1 maintenance item is still an oil change. Any thoughts?
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Shouldn’t this also include all payroll related expense, taxes, benefits, etc…?
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We have always been open Mon- Sat. Saturday is our biggest day of the week by far. Most traffic, most dollars. If you’re only open 5 days a week, maybe adding that 6th day will be the difference maker. This year we are running 28% higher sales and 27% higher car counts on Saturday compared to the average M-F. Our ticket average for Saturday is right at our overall ticket average.
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An alternative might be to add what we call a General Service person. The GS is typically a straight hourly person that does oil changes/tires and cleans the shop, shuttles customers or whatever else is needed. The GS could also work into being a full technician after time with proper training.
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We also have some rules, like when someone is on vacation, the others in that department may be asked to work 6 days (if we don’t have floater coverage).
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We do this, although we have multiple locations so it may be a bit easier for us (we have floaters to fill in on days off when needed), but have done it since we had 1 location, all the way up to 12.
In your case you have 2 service writers, would alternate their days off however works best, and you would have 2 days a week where only one service writer would be working. We use floaters to cover for these days so we always have at least 2 service writers and 3 at the busier stores, and if we have days where we run short a person we typically try and do that on our lighter days, Tue-Thur is typically slower for us.Techs we do the same day, they each get one day off during the week and only one can be off each day so you always have 3 techs and in your case you would have 2 days where all 4 would be there.Again we try to schedule so that we have the full staff on our busier days. -
We can do most makes at our 12 shops. GM, Ford, Chrysler, Nissan, Toyota, and maybe a few others at some of the shops.
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I don’t know about this particular company. These check programs do
work, but we have found that they are expensive (fees can be passed on
to the customer, at least that is what they tell you) and a lot of
people don’t carry checks anymore. Even at our stores where we have
manager and sales people that do a good job offering financing and do
well with Car Care One program, they don’t do many of these.
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We are just starting to look at Demand Force. Looks like a good program.
Also curious about how it is working for others.
