BODY SHOP APPRENTINCE

[BKELLER]

We are looking at hiring an apprentice body shop tech right out of tech school. Does anyone have a program/suggestions on how to set up an apprentice program. How does this effect the flat rate body techs. We have a new body shop manager and any suggestions would be appreciated.

[Doug]

Here's a couple of ideas. I'll assume 1)you're looking for a sharp young person and "grow" him into a good technician and 2) you're willing to make an investment in the right person and not simply exploit cheap labor.

See if one of you experienced techs is willing to be a "mentor". Decide how much apprentice should earn while learning the trade, let's say $8.00/hour(you'll want to pay him on the clock, not flat rate. You'll want him to focus on learning, not "beating time"). The apprentice works for the mentor and generates money for the mentor and although the mentor will take some time training him, the mentor benefits from the labor of the apprentice. Mentor tech (presumably "flat-rate") flags time for all the work done by the apprentice (thus earning extra money) BUT the apprentice pay comes out of the mentor's earnings. For example, apprentice has a "2 hour" dent to fix. Mentor helps/teaches the apprentice, mentor flags the 2 hours and is paid for it.At the end of pay period (let's say 40 hours) the experienced tech will have "flagged" lot's of extra time (let's say 30 hours) at his normal rate (let's say $13.00/hour flat rate.) So,the mentor tech has additional 30 hours income. Apprentice pay of $8.00/clock hour ($240) comes out of the extra $390 the experinced tech has flagged. Net result: mentor earns extra $150 for training the newcomer, shop gets extra 30 hours billed labor. Shop pays uniforms, benefits, etc for the apprentice. I've done this and it works.

On a simpler note I presently have an apprentice tech that I am simply paying an hourly rate "on the clock". Our shop foreman mentors him. This is a little different becuase our formeman is not a working/flagging tech. He is more like assit. mgr in our shop.

If you have a really busy shop where all the regular flat rate guys have more than they can handle you should have no complaints. if shop is slow there might be resentment, though.in either case you'll have to remind them that they, too, were "beginners" once and somebody gave THEM a break !

Also, be very cautious that the "old hands" don't poison the trainee with all their bad habits ! It can happen, and then you bright shining star becomes a pain the the neck !
Hope this helps a little.