hiring, training, & retaining good technicians presentation · hiring, training, &...

Spring Conference Long Beach, CA – April , 2012

Hiring, Training, & Retaining

Good Technicians

Presentation

Grant Hendrick – First Transit Dir. of Maintenance

Hiring, Training, and the Retention of Good

Technicians – Hiring

• Smart hiring begins with an honest skill-set

needs assessment - to target the right

technicians and set the hours needed.

• Be sure to consider your specific fleet make

up and of course the appropriate number of

technicians that may be required.

• What kind of PM program you are operating?

• What level of maintenance complexity is

anticipated with your fleet?



• Don’t forget any ancillary equipment such as

Fare Boxes, CCTV, PA’s, GPS, Radios, etc.

(Some of these may have been installed post

vehicle delivery).

• Will you require technicians to service these

components or are you going to sub-let this work

out?

• Very Specific skills may be needed for these

particular components – and may require

specialized training.

• Once your hiring needs are established, making

the right hire begins with good recruiting.

• A few things to consider when starting

recruitment efforts for techs.

– Where can I recruit the best technicians?

– What will I have to pay for the skill sets we

may need?

– How many techs are really needed?

• These are all important items to consider!


Technicians – Hiring – Recruiting

• Methods for recruitment differ considerably

• Consider ALL methods that yield a good volume

of applicants - from a broad range of skill sets

• Electronic media such as Career Builder are

very popular and can be far reaching

• Print media can be expensive and less broad –

but may yield more “local talent” available

• Never overlook technician referrals from your

existing techs and staff



• Direct contact with Technical Schools is also a

good source for “fresh” talent.

• These schools offer comprehensive, industry

recognized training programs of all forms

• LATTC (Los Angeles Trades Technical College)

http://college.lattc.edu/

• UTI (Universal Technical Institute)

http://www.uti.edu/employers

• WyoTECH – http://www.wyotech.edu/



http://college.lattc.edu/

http://www.uti.edu/employers

http://www.wyotech.edu/

• These schools offer training in automotive and

diesel so will fit nicely for the Paratransit industry

• A broad range of skills are always a good fit with

smaller shops vs. specialized techs that may not

be able to do everything you need

• Many of these technical colleges offer training

nearby - Los Angeles CA, Rancho Cucamonga

CA, Sacramento CA, Freemont CA, Long Beach

CA, and Phoenix AZ all have good programs



• Directly contacting various military services for

returning veterans is also a good source.

• Army, Navy, Air Force, and Marines often come

with outstanding technical training behind them.

• Many will have training in complex military

equipment we will never see, but these skills are

transferrable and prove they can learn new skills

• These folks are usually skilled at operating in a

busy, stressful, environment too . . . just like

Paratransit



• Typically hiring from technical schools brings

applicants with knowledge of the latest

technologies used in newer vehicles

• They will need seasoning, but often can quickly

ascend to ASE and Master ASE certification

• Of course hiring ASE qualified techs is the

ultimate goal for hiring qualified technicians.

• However it goes without saying that a blend of

experience and formal training is the best of

both worlds



• Be aware of the many different ASE

certifications that are available . . .

• Choose the skills that best suite your needs now

• They can build or add levels of certification . . .

• You may have to pay more for ASE certified

techs but usually saves you time and money on

repairs

• Better diagnosis and quicker repairs along with

less “trial and error” for repairs saves money.

“Fix it right the first time”



• Ongoing training of existing staff is critical to

success in the shop

• Most manufacturers offer free training when

using their products – make use of this training

• ASE offers training manuals and practice testing

on-line at a minimal fee.

http://www.ase.com/Test-Prep-Training.aspx

• These will build confidence leading to success

• Some training is also available in Spanish


Technicians – Training








Automotive Technician Certification Levels

A1 Engine Repair

A2 Automatic Transmission/Transaxles

A3 Manual Drive Train and Axles

A4 Suspension and Steering

A5 Brakes

A6 Electrical - Electronic Systems

A7 Heating Ventilation and A/C

A8 Engine Performance

A9 Light Vehicle Diesel Engines

ASE Automotive Master Certified = (A1 through A8)



School Bus Technician Certification Levels

S1 Body Systems and Special Equipment

S2 Diesel Engines

S3 Drive Train

S4 Brakes

S5 Suspension and Steering

S6 Electrical - Electronic Systems

S7 A/C Systems and Controls

ASE Master School Bus Certified = (S1 through S6)



Medium/Heavy Truck Technician Certification Levels

T1 Gasoline Engines

T2 Diesel Engines

T3 Drive Train

T4 Brakes

T5 Suspension and Steering

T6 Electrical - Electronic Systems

T7 Heating Ventilation and A/C

T8 Preventive Maintenance and Inspection

ASE Master Medium/Heavy Truck Certified = (T2 through T7)



Transit Bus Technician Certification Levels

H1 Compressed Natural Gas Engines

H2 Diesel Engines

H3 Drive Train

H4 Brakes

H5 Suspension and Steering

H6 Electrical - Electronic Systems

H7 Heating Ventilation and A/C

H8 Preventive Maintenance and Inspection

ASE Master Transit Bus Certified = (H2 through H7)



New Master Medium/Heavy Vehicle Technician Status

T2,S2, H2 Diesel Engines

T3, S3, H3 Drive Train

T4, S4, H4 Brakes

T5, S5, H5 Suspension and Steering

T6, S6, H6 Electrical - Electronic Systems

T7, S7, H7 Heating Ventilation and A/C

ASE Master Medium/Heavy Vehicle Technician

• If you’ve done a good job of recruiting and

training, the next job is to keep your good techs.

• While this may be the last piece of today’s

presentation, it’s the really the most important –

after all if you can’t keep them . . . you have to

begin it all again!

• There are really no secrets to this piece of the

puzzle.


Technicians – Retaining Good Techs

• Retention starts with good working conditions!

– Clean, organized, and well light shops are a must

• The correct salary range for the skill sets and

your specific location need to be considered

– Compare local rates for comparable skills

– Consider shift differential and benefit packages too

• Any opportunity for further training is also great

hook that shouldn’t be forgotten

– Consider both formal and informal training options



• Annual tooling allowances, boot allowance, and

tool insurance coverage are also good add-ons

to consider.

– Generally allowances are payable with receipts, so

you’re getting the value you are paying for.

– Tool insurance policy riders require accurate tool lists

and are generally not expensive – as a rider policy

– Keep tool inventories updated every year and keep

them on file in the event of a claim

• Of course provide all required safety equipment!



• Hopefully by following these steps you’ve

researched, hired, trained, and are now retaining

your best ever technicians

• After all, next to driver wages, your maintenance

costs are the next largest expense

• Good technicians are the root of a great

maintenance program

• Look after them and they will save you money,

protect your fleet investment, and make you look

good!



• Questions on anything you’ve seen today?

Thank you for your attention.

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