Dealers

Is CAP right for me?



To determine if participation in CAP is right for your dealership, simply ask yourself the following questions:

  • What is the average age of technicians in your dealership?

  • How many of your current technicians will retire in the next 5-7 years?

  • What is your current technician turnover rate?

  • Do you have sufficient technical talent in your dealership and are they prepared for the vehicle complexity changes coming their way in the next 5-7 years?

  • Where are you currently getting your qualified technicians?




If you determine that over 20% of your technicians will leave your dealership in the next 5-7 years, the time to plan for the future is now and the Chrysler College Automotive Program (CAP) should be an integral part of that plan. CAP is an excellent opportunity for you to “grow-your-own” service technician talent by selecting and developing your next generation of qualified technicians.



What makes CAP so Special?

Classroom Instruction CAP instructors are trained specifically in the Chrysler curriculum, having a minimum of 40 hours of Chrysler in-center training each year. CAP students typically graduate at level 3 in most skill areas in the Chrysler Group Technical Training Skill Core Curriculum.

CAP provides you with the opportunity to work with aspiring young technicians that have the technical aptitude and work ethics to be successful in the Automotive Service Industry. Class size is limited to maintain a good instructor-to-student ratio, creating an excellent learning environment.

In addition, training can reduce technician turnover! In a survey conducted through Carlisle & Company, Chrysler dealers said that training is the number one area in which they need help in order to retain more technicians. Statistics back this up. In 2005, less than 10% of Chrysler Specialist Technicians left their dealers and over 46% of non-certified technicians in Chrysler, Dodge and Jeep dealerships made the move.


What does this technician turnover cost your dealership?

A lot, just consider the following:

  • The salary of the departing technician, productivity losses can cost thousands of dollars a month.

  • Administration cost to process a separation and a new hire may costs $40-$50 per hour, in lost time.

  • Advertising costs to attract new technicians (i.e. newspaper ads, local TV, etc.) can cost hundreds of dollars, and internet employment services can costs even more.

  • Applicants’ medical exams, drug tests, and background checks, (i.e. driving records, etc.) can cost $30 or more per check depending on type.

  • Screening, interviewing, and orienting new employee’s takes time and can cost hundreds of dollars; especially when you include the lost productivity of current employees who help to orient new employees.

  • Bottom line is $$$ wasted!

Obviously the best solution is to grow your own talent for your service department. Experience has shown that CAP graduates are more dedicated and loyal to their sponsoring dealership than most employees hired off the street. In fact, CAP students tend to have good working relationships with other employees and management prior to graduation and working full-time at their sponsoring dealership.