Dealers

Dealers Why engage?

In a recent Automotive Youth Education Systems (AYES) survey of Chrysler Group dealers not currently engaged in AYES, 68% indicated that they have at least one technician over the age of 46 and 28% of those dealers have at least one technician over the age of 55. So the question now becomes, how are you going to replace these technicians when they retire?

Stealing technicians from other dealerships is not the answer – it simply moves the shortage of quality technicians around, compounding the situation. The key is to grow-your-own technician’s base through your local AYES and regional CAP colleges.

AYES and CAP provide a very solid and rewarding career choice for many young adults and allows our dealers to grow-their-own technicians at the local level to meet their individual needs.
According to the U. S. Department of Labor, Bureau of Labor statistics, approximately 50 percent of current automotive service technicians will be eligible for retirement in the next 7 – 12 years. Creating opportunities for new technicians with the proper skill sets to fill these existing positions. In addition to the estimated national demand for new technicians at over 35,000 a year these programs are a win-win for our dealers and the corporation.

Designing a CAP contract, can be as flexible as you desire and allow you and your CAP student to negotiate options best suited for each situation with regard to financial assistance and employment commitments. Not to mention that you can also avoid costs by sponsoring a CAP student. Think about the time a new technician spends away from your dealership to complete “Doctor in the House” instructor-led courses. When you multiply the number of days the technician spends in training by the revenue that technician generates per day, the resulting costs represent cost avoidance (or revenue generated) by sponsoring a CAP student instead of hiring off the street!

# of training days

$$$ generated by technician
--------------------------------
Cost Avoidance

Now, compare that to the fact that upon graduation the majority of CAP students have completed level 3 in most skill areas in the Chrysler Technical Skill Core Curriculum, so why would you hire someone off the street?

Start building your service department with dedicated, loyal technicians who have learned specific Chrysler, Dodge and Jeep product knowledge and technologies while in college.

Here is what some dealers are saying about CAP:

Overall Costs

“Bringing new technicians from the CAP program speeds up the process when you are trying to grow your own technicians. From past history it has taken about five to seven years to get a technician to where they are proficient to make them a great technician. And with the CAP program they are proficient in about four years. Splitting the cost of the education works well for both the Dealer and the Student, it is a joint venture for both parties and they have a lot to gain. It has been a win-win situation for Dealer and Student.”
Dealer President – Ohio

“My dealerships have been involved with AYES and CAP since 1996. Our AYES graduates go directly into CAP. All have finished and are currently working at my first dealership in Tulsa.”
Owner – Oklahoma

Employee Loyalty

“I had hands on experience and learned a lot from some of the best people in the business, for whom I’ve worked since May 1995. The experience I had at the CAP program has prepared me to reach my goals. Today, I am a Master Auto Technician and recently was promoted to Senior Shop Foreman.”
Former CAP Student, Shop Foreman – New Jersey

“I knew CAP would give me a head start in my career and the dealer was willing to sponsor me in this certified program. CAP is a good opportunity to learn from seasoned technicians. You get up-to-date training from a CAP College at the beginning of your career. Another plus for CAP is not having to struggle through the hard “stuff” by yourself. You have great instructors at the CAP college and the experienced technicians to help you on-the-job.”
CAP Student – Ohio

There is not a better time to look at your options and start “growing your own” elite team of service specialist in your service department. The return in employee loyalty is well worth the investment.