Posting Techs hours

[s56817b]

I also have been a technicianfor 20 years and have had different svr. mgrs. posting frhrs. and never once did it motivate me or my peers. It just adds fuel to the fire by reminding us that the less talented techs are being dispatched the "gravey work" While the good techs are recieving the work that the others find to difficult to repair or that has been back 2-3 times already. We can only do the best with what comes in the door.(which is the svr. mgr's resposibility).Effective work scheduling, cust.pay/ warr., should inrease productivity but to many times the response is "just get the work in the door,we don't care what it is". Friendly compitition works for salesmen not tradesmen. Why not post Fix-it-right scores?

[gman]

David,
Have used ERO and ESI in different shops. I like and recommend both systems. However, if it is being approached as a resolution for technician complaints about unfair dispatch, don't waste your time or money. If not properly managed, it can actually increase your problems in this area.

To s56817b,
I understand what you are saying, and I have a question. Would you be agreeable to a skill level flat rate system in your shop. What alot of techs see as dispatching "gravy" work to lower skilled techs is simply an attempt not to go into the hole paying $20+ FRH for low skilled maintenance work that we must cut to the bone in order to remain competetive and not lose the work. With skill level based Flat Rate the playing field is leveled a bit. However, most techs I have talked to don't think this is fair either. Got any solutions?

gman

[Farfinator]

I agree with warr-wiz and robc that efficiency and productive posting is infinitely more vauable and constructive than flat rate hours. Furthermore Richard's point with respect to management support for policy and/or procedure changes is important. If we "assume" that the work will be dispatched fairly the problem is still to convince the techs that that is the case! I successfully implemented a very "low tech" method of warding off tech's issues with work distribution. I made a small "gravy" chart with 4 levels, if you will, of gravy. When the gravy was dispatched, I put a tick next to the tech receiving it. This chart was posted, by the way. If, the gravy was upsell: no tick. The point was to encourage upsell in the shop not penalize a tech for "working" for the sale. So, what was "handed out" was done equitably and fairly, but a good tech could realize much more by his/her aggressive upsell.
Techs were kicking their own butts within a few short months, because they simply had NO arguement. If someone had great hours it was due entirely to their own productivity and ability/desire to upsell.