TechForce releases the 2021 Technician Supply & Demand Report

TechForce Report Reveals Demand for New Technicians
Nearly Doubled since 2020 – Estimated to Outpace Supply by 5 to 1

Supply took a big hit in 2020 from COVID while demand continued to increase Electric vehicle impact on demand negligible over next 5 years

October 28, 2021 – PHOENIX, AZ — TechForce Foundation® has released its 2021 Transportation Technician Supply & Demand Report, revealing the transportation technician shortage continues to worsen. Demand for technicians nearly doubled in the past year – from 136,503 in 2020 to 258,000 in 2021. Last year demand outpaced supply by nearly three to one; now it is estimated to be five to one.

 

The 2021 Technician Supply & Demand Report supplements the Foundation’s previous reports, adjusting prior projections to reflect research from the National Center for Education Statistics, U.S. Department of Energy, Vehicle Technologies Office and TechForce’s own analysis of Bureau of Labor Statistics data. Citing both increasing demand for professional techs and a declining supply of new techs entering the industry, the update concludes that the technician shortage is increasing in severity, exacerbated by the COVID driven decrease in post-secondary enrollments in 2020.

 

Although demand is strong, with 797,530 auto/diesel/collision techs needed between 2021 and 2025, the shortage continues to worsen. This year demand for new entrant techs is estimated at 258,000 (up from 136,503 in 2020) while 2020 post secondary completions (supply) were only 48,000. We are seeing a glimmer of hope as attitudes towards these careers are improving in part because they were deemed essential by the government. This translates to great job security. “There is no short-term immediate fix for the tech shortage because it takes time to cultivate and train new techs. However, we are seeing growing industry support and student engagement with near term solutions like the network launched earlier this year by TechForce,” said Jennifer Maher, TechForce CEO.

 

Built to inspire and support tomorrow’s workforce of technicians, JoinTechForce.org is the first and only social network designed and gamified exclusively for professional technicians and tech students. They are using it to connect with each other, employers and schools. The transportation community is supporting it with content and using it to learn, connect, find scholarships and events, explore job opportunities while competing for prizes and leaderboard status.

 

According to TechForce Director Emeritus of National Initiatives Greg Settle, who authored the report, “We have done our best to make allowances for the impact from the COVID-19 pandemic. However, it is clear that the long-term social and economic consequences remain unknown.”

 

“As we emerge from the Covid-19 pandemic, skilled workers remain vital to our nation’s economy,” says Jerome Grant, CEO of Universal Technical Institute.  “This report is informative as to the trends for emerging areas within the automotive field including some initial details on the impact of electric vehicles.”

 

You can download the 2021 Technician Supply & Demand Report here.

 

About TechForce Foundation
TechForce Foundation is a nonprofit, 501(c)(3) with the mission to champion all students to and through their technical education and into careers as professional transportation technicians. The Foundation distributes more than $1.5 million in scholarships and grants annually, thanks to its generous corporate sponsors and donors, and spearheads an industry-wide workforce development initiative to help encourage and support more young people to pursue the vehicle technician profession. For more information, visit www.techforce.org. Follow us on Facebook, InstagramTwitter and LinkedIn.

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3rd Annual Techs Rocks Awards now accepting nominations

TechForce Foundation Now Accepting Nominations
for its 3rd Annual Techs Rock AwardsTM

Five transportation technicians to be recognized for outstanding
contributions as role models in their shops and communities

October 25, 2021 – SCOTTSDALE, AZ — TechForce Foundation’s® annual Techs Rock Awards season has begun. TechForce created this prestigious award to honor professional technicians who mentor and inspire the next generation of techs, bring excellence to their workplaces and communities, and demonstrate passion and commitment to the profession. Now in its third year, the Techs Rock Awards are accepting nominations through 5 PM PDT, Nov 10, 2021. Nominate a technician today at TechForce.org/TechsRock.

Over $12,500 in prizes will be awarded:

Each Category Winner, selected by a panel of industry experts, will receive prizes valued over $1,500 from TechForce partners including Ford Motor Company, CRC Industries, Snap-on Tools, Advance Auto Parts, Cengage, WD-40 Company, and AutoZone.

The Grand Prize Winner, as chosen by popular vote, will receive additional prizes valued over $5,000 from CRC Industries, Ford Motor Company, Snap-on Tools, Advance Auto Parts, Shell, WD-40 Company, and AutoZone.

Technicians will be considered for one of five categories including Pay it Forward, Rookie of the Year, Die Hard Tech, Outstanding Mentor, and Barrier Buster. A panel of celebrity judges will select one Category Winner from each of the five categories. The Grand Prize Winner will be selected from the slate of Category Winners via a People’s Choice Public Vote, to be held November 29 – December 3, 2021.

2021 Techs Rock Award judges include Emily Reeves, Flying Sparks Garage; Charles Sanville, The Humble Mechanic; Bogi Lateiner, Bogi’s Garage; Steve Ford, The Car Guy; and Julia Landauer, Julia Landauer Racing.

The previous Grand Prize Winner Melina Algier of Farnsworth Chevrolet remarked on the Techs Rock Awards, “Amazing! It’s an honor. I have dedicated myself to proving that women can work in the [transportation] industry… Thank you!”

TechForce Foundation will be releasing a 2021 update to its Technician Supply & Demand Report later this month addressing the ongoing technician shortage. Recognition programs like the Techs Rock Awards can help address the shortage. These programs are vital not only to retaining technicians but to repositioning the public’s perception of technician jobs as the high-tech, rewarding, new collar careers that they are.

The Techs Rock Awards are part of TechForce Foundation’s workforce development initiative to help inspire and support tomorrow’s workforce of technicians. TechForce has also created the first and only social network designed and gamified for professional technicians and tech students to connect with each other, employers and schools (JoinTechForce.org). The transportation community is supporting it with content and using it to learn, connect, find events, and explore job opportunities while competing for prizes and leaderboard status.

About TechForce Foundation
TechForce Foundation is a nonprofit, 501(c)(3) with the mission to champion all students to and through their technical education and into careers as professional transportation technicians. The Foundation distributes more than $1.5 million in scholarships and grants annually, thanks to its generous corporate sponsors and donors, and spearheads an industry-wide workforce development initiative to help encourage and support more young people to pursue the vehicle technician profession. For more information, visit www.techforce.org. Follow us on Facebook, InstagramTwitter and LinkedIn.

Resource Links

48-second Overview, featuring Bogi Lateiner – YouTube: https://youtu.be/2GmxTMb4x74

2021 Techs Rock Awards Logo: https://techforce.org/wp-content/uploads/TRA-2021_Awards-Full-Logo_Dark-Text.jpeg

2021 Techs Rock Awards website: TechForce.org/TechsRock

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RELEASE: 2021 FutureTechs Rock Grand Prize Winner

TechForce Foundation® Announces 2021 FutureTechs Rock AwardsTM Grand Prize Winner

Ten transportation technician students recognized for outstanding
contributions as role models at school and in their communities

May 11, 2021 – SCOTTSDALE, AZ — TechForce Foundation announces the 2021 FutureTechs Rock Awards Grand Prize Winner is Zander Worm, a high school senior from Copper Country Intermediate School District in Hancock, MI. As a nonprofit dedicated to helping student techs achieve their professional dreams, TechForce created this prestigious award to honor our student technician community and recognize those who have a promising future and will shape the transportation industry. To learn more about the 2021 FutureTechs Rock Awards visit TechForce.org/FutureTechsRock.

Zander was selected as the Motorsports Category Winner by a panel of industry expert judges. His instructors describe his curiosity and interest in vehicles as profound. He regularly asks more information than the course requires, and spends time helping his classmates understand the material. A two time regional SkillsUSA winner, Zander is determined to one day lead Chevrolet’s Corvette team.

“I have been committed to the automotive industry as a whole my entire life,” says Zander. “I’ve been repairing or modifying my personal [1977] Corvette for the past three years and have been able to relate everything I learn with that to autotech and vice versa. I’ve rebuilt a 4-speed transmission from a bunch of scrap parts and swapped it into my originally automatic equipped Corvette. I’ve also used my autotech experience to design a rig and test a few cylinder head designs for my senior project. I swapped the best performing heads onto my Corvette. I’ve also replaced engines on a few personal vehicles in order to make a profit on sale. I love everything automotive and I’m determined to lead our industry into the future.”

During the May 3-7, 2021 People’s Choice public voting, TechForce followers cast thousands of votes among 10 national Category Winners who were selected from more than 400 technician students by a panel of expert judges. This year’s nominees represented more than 75 unique schools in 39 states, including at least 32 high schools and 43 post-secondary schools. Over 40% of the 2021 Category Winners and runner ups were women, a significant proportion when considering only 3% of professional technicians are women.

Zander secured the largest number of votes and has been named the Grand Prize Winner, earning a $1,000 TechForce Foundation tuition scholarship and $1,500 in prizes from TechForce sponsors including training and prizes from Advance Auto Parts, a Smart Parts Washer from CRC Industries, a gift card from AutoZone and an iPad Air from Ford Motor Company.

Diesel On-Road Category Winner Brooklyn Booth received the second-largest number of votes, a significant accomplishment. All 10 Category Winners including Zander and Brooklyn will receive prizes valued over $1,200 from TechForce partners including WD-40, AutoZone, Ford Motor Company, Cengage Learning, Advance Auto Parts, FedEx Freight and CRC Industries.

The 2021 finalists each represented a distinct technical education discipline. The Category Winners include:

  • Automotive – Jana Warnke, Clover Park Technical College
  • Aviation – Alexander Fernandez, St. Lucie West Centennial High School
  • Collision Repair – Alfonso Porter, Universal Technical Institute Houston
  • Diesel Off-Road – Wyatt Brink, Meridian High School
  • Diesel On-Road (Grand Prize Runner Up) – Brooklyn Booth, Great Oaks High School Live Oaks Campus
  • Marine and Watercraft – Aaliyah Hickey, Chattanooga State Community College
  • Motorcycle & ATV – Frederick Wooten, Motorcycle Mechanics Institute Phoenix
  • Motorsports (Grand Prize Winner) – Zander Worm, Copper Country Intermediate School District
  • Restoration – Justin Arace, Central Carolina Community College
  • Welding & CNC – Martin Witt, Universal Technical Institute Long Beach

The FutureTechs Rock Awards are part of TechForce Foundation’s workforce development initiative to help inspire and support tomorrow’s workforce of technicians.

About TechForce Foundation

TechForce Foundation is a nonprofit, 501(c)(3) with the mission to champion students to and through their technical education and into careers as professional transportation technicians. The Foundation distributes more than $1.5 million in scholarships and grants annually, thanks to its generous corporate sponsors and donors, and spearheads an industry-wide workforce development initiative to help encourage and support more young people to pursue the vehicle technician profession. For more information, visit www.techforce.org. Follow us on Facebook, InstagramTwitter and Linkedin.

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RELEASE: Nominations for 2021 FutureTechs Rock Awards now open

Ten transportation technician students to be recognized for outstanding contributions as role models at school and in their communities

TechForce CEO Jennifer Maher named Auto Care Woman of the Year

Originally published on TireBusiness.com October 1, 2019.

TechForce CEO Jennifer Maher named Auto Care Woman of the Year

BETHESDA, Md. — October 1, 2019 — Women in Auto Care, a community of the Auto Care Association, has named TechForce Foundation CEO Jennifer Maher as its Auto Care Woman of the Year.

The 2019 Women of the Year Awards, which also include the “Auto Care Woman of Excellence” and “Female Shop Owner of the Year,” will be presented during the Women in Auto Care awards ceremony and reception on Nov. 5 at the Venetian Hotel in Las Vegas during the AAPEX event.

Ms. Maher serves as CEO of TechForce Foundation, a national nonprofits working to promote car culture and to encourage development of a future workforce of technicians. TechForce provides scholarships and grants to support students pursuing technical education and technician careers. She previously served on the national team of Make-A-Wish America, YMCA of the USA and The Nature Conservancy. She personally raised over $100 million and launched the ESPN SportsCenter’s “My Wish” series, now in its 14th year.

The 2019 Women in Autocare award winners are (clockwise, from top, left) Jamie Carlson, Female Shop Owner of the Year; Cindy Frasca, Auto Care Woman of Excellence; and Jennifer Maher, Auto Care Woman of the Year.

The other award winners are:

  • Auto Care Woman of Excellence: Cindy Frasca, chief operating officer of Kukui, a provider of software and websites for auto repair shops. She has spent the last seven years helping the company grow, culminating in the recent $27 million strategic funding by SSM Partners. She is responsible for the company’s financial functions, including accounting, audit, treasury and corporate finance, as well as its human resources activities. Ms. Frasca “is a passionate and active member of Women in Auto Care and a champion for the the advancement of women within the automotive industry,” the association said.

 

  • Female Shop Owner of the Year: Jamie Carlson, owner of Ervine’s Auto Repair and Grand Rapids Hybrid of Grand Rapids, Mich. Her shop was awarded the 2018 ACE (Auto Care Career and Education) Award in recognition of her dedication to investing in the growth of their employees’ knowledge and skills through access to professional development and career opportunities. “The Women of the Year Awards honor three outstanding female leaders who have made significant contributions to the auto care community,” Tammy Tecklenburg, president, Women in Auto Care, said. “This is the 16th annual presentation of the Auto Care Women of the Year awards, and we are honored to be able to continue to shine a light on the tremendous value women are bringing to our industry.”

The Women of the Year awards are administered by Women in Auto Care volunteer committee members. The Woman of the Year is chosen based on her significant leadership and contributions to the auto care community throughout her career.

The Female Shop Owner of the Year award is given to an outstanding woman who has a proven record of excellence in the automotive service industry, and the Woman of Excellence award recipient is the Women in Auto Care associate who has provided recent outstanding contributions to the auto care industry.

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Your Guide to Apprenticeships

This article originally appeared on April 3, 2018 in Ratchet+Wrench; written by Travis Bean.


A fully realized apprenticeship program involves higher-level thinking on the shop owner’s part. Here’s how to build that program, step by step.

 

As Sarah Price and Cindy Weinberg take their turns at the podium, they address the store managers, the mentors, the company’s CEO in attendance.

Oh, and we can’t forget the most important guests: the employees who have just graduated from Virginia Tire & Auto’s apprenticeship program.

“My message to everyone is to keep learning,” Weinberg says, thinking back on that day. “The learning is never over.”

“I tell them that they accomplished this goal,” Price adds, “and they are going to have many more goals to accomplish.”

You’ll note a core message shared between the training manager (Price) and director of talent development (Weinberg) just before they hand out graduation certificates to the former apprentices: there’s a culture of learning at Virginia Tire & Auto. In order for the 13-location auto repair business to cultivate lifelong employees, its apprenticeship program must do more than coach young technicians and service advisors on the basics of the business—it must present auto repair as a viable, fulfilling career.

And that’s where apprenticeship programs trip many shop owners up, says Wayne Martella. With two apprentices always on rotation between his four AAMCO shops in Mesa, Ariz., he knows how difficult it can be to not only oversee an apprenticeship, but also to ensure mentees are getting the full picture of the industry, and ensure that mentors are properly cultivating future leaders. From the moment apprentices walk into your shop to the moment they become full-time professionals, you must build a foundation for them to thrive.

Luckily, if you follow advice from people well versed in the practice, you’ll be ready to build a better future for your shop—a better future for the industry.

 

Part 1: Create a Funnel

 

If the automotive repair industry categorizes wannabe professionals as hindrances, it won’t truly connect with those interested in a career—a truth the TechForce Foundation deeply understands.

Jennifer Maher is the CEO of TechForce, a nonprofit that guides students through a technical education into the automotive industry. She’s seen firsthand how apprenticeships are an important component of an evolving, growing business—but she’s also witnessed why many of them fail:

“You can’t just set up a program and expect people to walk in.”

While there are currently 5.8 million unfilled trade openings in this country (according to the U.S. Bureau of Labor Statistics), Dr. Sally Downey says a proper education funnel can reverse that trend. And as the superintendent of the East Valley Institute of Technology (EVIT)—which set up more high school students with jobs than any other U.S. program—she should understand that more than anyone.

“Students need the real deal,” she says. “They can learn in the classroom, but being in a business is part of the experience they need to have.”

EVIT, situated in Eastern Arizona, is a public education system that hosts more than 40 career training programs, ranging from culinary arts to health care to, yes, automotive repair. Through those programs, roughly 240 automotive students from 10 school districts each year will simultaneously attend high school and receive two years of career training through area businesses—including Martella’s AAMCO shops.

As three individuals consumed with guiding students into a profession, Maher, Downey and Martella have some advice for ensuring there’s a steady stream of employees ready for your shop’s apprenticeship program.

 

Partner with Shops.

 

Downey says EVIT is the only high school in the East Valley of Arizona certified by the National Automotive Technicians Education Foundation (NATEF), which allows the school to effectively communicate with area businesses.

The thing is, auto repair shops need to be willing to collaborate—and NATEF can help facilitate that.

NATEF helps schools form local advisory committees of industry professionals, bridging the gap between education and industry. The area shops on Martella’s advisory board host students at various apprenticeships throughout the year, exposing those students to different systems, processes and specializations.

“We help the EVIT curriculum stay current with the aftermarket,” he says. “It allows us to talk with students and their parents from early high school through their senior year in high school, and reassure them that working in automotive trade is not a bad thing.”

 

Connect with Counselors, Parents.

 

You won’t reach any students if they’re being deterred from trades altogether by parents and counselors, who often believe a traditional four-year university is the only prosperous route, Maher says.

“The industry should pull those parents and counselors in, engage them, let them not forget they are vitally important to fuel future tech workforce,” she says. “We have to paint the picture for them with career opportunities and dispel those myths.”

Maher says it’s important to be upfront about how pay structures work in shops and how much students can make in the profession. Also, play up how sophisticated cars have become, and how vehicle repair requires a deep understanding of electrical and computing systems.

Martella loves attending career days, where he can talk to both students and parents about the opportunities the trade presents. He’s sure to talk up the continuous education available and the higher-than-expected salaries kids can aspire to earn.

“I have A-techs making over $100,000,” he says. “The old stigma of the grease monkey is gone. Techs today need to be very literate, computer savvy. If your son or daughter is not college bound, I tell them it’s OK to be in the automotive industry.”

 

Provide Equipment to Students.

 

In order for EVIT’s six automotive teachers to properly train students for the real world, Downey says they need the best equipment.

Luckily, used equipment donated from shops often comes in handy. Everything from scan tools to scrapped engines goes a long way in getting students shop-ready at EVIT.

As an incentive, EVIT encourages businesses to apply for a tax credit for donating equipment. Unlike a regular deduction that only allows you to subtract the contribution from your taxable income, a tax credit is a dollar-for-dollar deduction in the actual tax owed.

 

TechForce Foundation’s iHub

 

Solving the employee crisis isn’t a one-man job—and that’s why TechForce Foundation wants to connect all the important players through one centralized hub.

“The industry doesn’t need us to create apprenticeship programs,” CEO Jennifer Maher says of her nonprofit that guides students through a technical education into the automotive industry. “It needs us to find where those great programs are, and promote them to parents and students and shops.”

The result has been iHub (which stands for “industry hub”), TechForce’s collection of best practices from automotive companies (including automotive repair organizations and shops) from around country for promoting students into the industry.

 

Part 2: Form a Gameplan

 

Greg Settle would really like to delve into the structure of the actual apprenticeship once the student is in the shop—but there’s one bit of preparation he needs to stress first.

“You need a written plan to follow,” says TechForce’s director of national initiatives. “What tasks you’ll be covering, and what information they’ll be learning.”

Settle recommends closely following the NATEF guidelines for apprenticeships, and creating SOPs for how the apprenticeship process will work for mentors, apprentices and the person overseeing both parties (e.g., the shop owner). Meet with your team to determine your shop’s strengths and to discuss which skills are most essential to people looking to break into the industry. Map out a timeline that moves students between various specialties and tasks to give them a rounded view of daily shop life.

Luckily, to help, Settle has noted what typically works best for an apprenticeship program, while Price, Weinberg and Martella have outlined their shops’ programs for Ratchet+Wrench. While this isn’t an exact outline of one single program, the following gameplan generally covers the consistencies between several businesses and how apprentices are properly onboarded, trained and acclimated into shop life.

 

The Evaluation

 

On a quarterly basis, Virginia Tire & Auto reviews applicants to its apprenticeship program. They are evaluated, and if chosen, then paired with a Master Technician.

Based on the apprentice’s skill level, the length of the apprenticeship can vary. If a tech student shows promise, but needs a couple more years of experience, the time frame may vary from someone who is out of school.

If the apprentice is splitting time between school and the shop, Martella will have him or her come in after school a few days per week, and sometimes even work half-days on Saturdays (since his shop is open). Often, that part-time apprenticeship will segue into a full-time apprenticeship during summer break, or if the individual graduates.

From there, Martella says the technician’s graduation from C- or D-level positions depends entirely on the apprentice’s aptitude. An apprenticeship can last anywhere from 3 months to one year before the apprentice is moved into a permanent position.

 

The Education

 

This is where apprentices review the company’s basic daily tasks, and various detailed shop processes. Basic processes involve everything after the client drops off his or her vehicle. The advisor gets the information, then dispatches the technician’s work, and then walks him or her through all the way to the end of the actual customer vehicle process.

Detailed processes include:

  • A comprehensive vehicle inspection process
  • The repair order
  • Software functionality
  • Repair ticket schedules
  • Properly formatting estimates and notes

The shop also reviews the software for technician resources, including diagnostic processes, the vehicle test drive procedures and checking fluids.

 

The Practice

 

Here, apprentices put all these processes and procedures they’ve been trained on into practice. As they do this, their mentors will watch them, guide them, prepare them, and perfect their quality control.

During the first year at Virginia Tire & Auto, Price says that apprentices specifically focus on four service items:

  • Steering and suspension
  • Brakes
  • Air conditioning
  • Engine repair

If the apprentice shows promise at Martella’s shop, he or she will upgrade to more sophisticated duties, such as diagnostics.

 

The Shadowing

 

This is the final step before apprentices are on their own. The trainee will work alongside the trainer for several months, applying the knowledge from the previous steps.

The trainee will have each step of the process verified for accuracy before moving on to the next step. The mentor will judge how much freedom he or she is allowed based on skills and work ethic.

At this point, apprentices are expected to have done the necessary research and preparation to know the car before it comes in. They check it properly, they test drive it—all the duties a full-time employee is expected to perform.

Once they prove they can do that, they’re ready to operate on their own.

 

Determine the Payment Structure

 

Every source quoted in this story echoes the same sentiment: You need to pay your apprentices.

While an “apprenticeship” is often viewed differently than an “internship,” Cindy Weinberg, director of talent development for Virginia Tire & Auto, says that often apprentices are looking for longevity and supporting families, and a lack of compensation could turn many of them off.

Sarah Price, training manager for Virginia Tire, says that the company even pays for ASE certification, study guides and online automotive tech training courses when necessary. The company will also offer interest-free loans to apprentices to purchase tools. Those loans come straight out of employee paychecks.

It’s even important to consider compensating your mentors, who will have to juggle teaching and their regular work. To help, the TechForce Foundation is developing a payment calculator on its website that dictates how much both parties should be paid, how many hours will be flagged during the mentorship, and what income each party will accrue over time. Stay posted for a link when it’s published.

 

Part 3: Onboard Apprentices

 

With this gameplan, you’ll have outlined an apprenticeship blueprint for both parties, meaning you can properly set expectations for both employees and students ahead of the process.

At Martella’s shop, the apprentices sit down for an orientation on the first day, where they review the company policies, the facility, the tools, the resources available, the parts processes, and the technician responsibilities in an employee handbook. That includes everything from hiring forms to a facility tour. There are regular evaluations that test the apprentices’ knowledge on these processes.

Settle says apprentices should be expected to recall shop basics:

  • Can you state our core values and philosophies?
  • Can you prove you can keep yourself organized?
  • Are you managing personal volume levels?
  • Can you identify the location of the diagnostic equipment?
  • Do you know to properly use the lifts, spring compressors, presses and flush tools?

And while your employees will help shape the apprenticeship blueprint, they—just like the students—will still need to be properly “onboarded,” meaning they’ll need training and advice for how to mentor students.

Price says that Virginia Tire & Auto is blessed with many master techs, who only need a tiny bit of guidance on how to properly train apprentices. Still, Price travels to the company’s 13 different locations throughout the year to check in with apprentices and mentors to ensure apprentices are making forward progress and train master techs on how to be good mentors. Price encourages patience with mentees and asks them to set expectations each day so apprentices have something to work toward.

 

Cover Liabilities

 

Many automotive repair shop owners fear the liabilities associated with minors working at their facilities, says Greg Settle, director of national initiatives for TechForce Foundation.

But if simple precautions are considered, it shouldn’t be a problem, says David Whitney, vice president of the retail profit center at Zurich Insurance, which works with shops and dealerships.

He provided some important legal advice for forming apprenticeship programs:

  1. Apprentices should be subject to the same employment standards in place for all other employees, including appropriate background checks, motor vehicle report checks and drug testing.
  2. Minors should be prohibited from operating vehicles under any circumstance.
  3. Apprentices should receive all appropriate new hire training offered to other employees, including how to properly handle flammable liquids, machinery and other equipment.
  4. Host anti-discrimination and harassment prevention training, with documentation verifying this and kept in the apprentice’s personnel file.
  5. If you host students for tours, properly train individuals who will be responsible for said tours. Create a written checklist that outlines the tour route and addresses any hazards one may encounter during the tour.

 

Part 4: Monitor the Apprenticeship

 

Maher has overseen marketing and headed corporate alliances at both YMCA and Make-A-Wish America, where she observed the importance of higher-level planning on a national scale from an executive level.

But, at the end of the day, she acknowledges it’s really all about those small, intimate relationships that go on to reshape lives.

“One person can make a difference,” she says. “If one person exposes them to the career, it can completely alter their life. That’s why apprenticeship programs are so important.”

The apprentice applicants are interviewed by available mentors and paired accordingly. Then, when an applicant is placed in the apprentice program, he or she begins working with the mentor and at the first hands-on monthly training is provided with a packet that includes an “Individual Development Plan” and tips for communicating with mentors. Within that packet, mentors and mentees outline three goals for the first year of the apprenticeship.

From there, Sarah works with the master tech to deliver hands on training to apprentices once a month, visits the individual apprentices in the stores, and meets quarterly with the apprentice, mentor and store leadership to review a scorecard on the apprentice’s progress in the program..

Often, because of this practice, mentees graduate from the program and become mentors themselves, creating a cycle that ensures Virginia Tire continually pumps out new quality employees as it continues to grow.


 

Travis Bean is the associate editor for FenderBender, Ratchet+Wrench and Fixed Ops Business.

 

 

 

Autoshop Solutions to Build FutureTech Success® Website

Autoshop Solutions has donated a generous $50,000 in in-kind services to TechForce Foundation, a 501(c)(3) nonprofit purposed with supporting technical students to and through their education and into careers in the transportation industry, toward building a website to serve the FutureTech Success campaign.

TechForce Foundation | Scholarships For Transportation Technicians

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