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Life as a master auto technician: myths, misconceptions and compensation revealed
Featuring Bryan Collins, Shop Foreman at Braman Miami
Welcome to another episode of the Car Dealership Guy Podcast.
Recently, I spoke to Bryan Collins, Shop Foreman at Braman Miami, to get a boots-on-the-ground look into the life of a master automotive tech.
We talk about everything—including his journey rising through the ranks of a dealership shop, strategies for retaining technician talent, the real pay ranges technicians can achieve, and much more.
1. Getting started in the car business.
Having seen the impact of the 2008 recession, Bryan decided that his aspirations lay outside the traditional college path. Instead, he chose to go to technical school, opting for the Automotive Training Center in Warminster, PA, a 16-month program that introduced him to prestigious OEM technician training programs.
2. Joining BMW STEP
Bryan eventually attended BMW’s Student Technician Education Program (STEP), which involved a rigorous application process.
“You got to have references, you got to have job, you know, have to have training, you know, in like a dealership or a shop, you have to have like the experience for you to apply.”
He recalls attending multiple interviews, on the phone and in person, and completing ASC tests.
“The application process is very extensive.”
While his attendance, grades and references from technical school and work were considered, he notes that the program didn’t have as much interest in his technical skill set. Nevertheless, the application process was still highly competitive.
3. Becoming a certified master technician: school or dealership?
Opting for STEP provided Bryan with a faster route to becoming a certified master technician. Trying to pursue certification within a dealership can take years since technicians are often competing with each other and service managers ultimately decide who should get additional training (which the dealership pays for).
“In order to become a certified master or work your way up the ranks in a dealer, it can take a very long time because there's many other technicians in the establishment.”
Alternatively, STEP offered a six-month course that only required two years of additional experience for applicants to receive certification.
4. ASE vs. OEM certifications.
Bryan believes that Automotive Service Excellence (ASE) certifications are better than those offered by Original Equipment Manufacturers (OEM). While OEM programs focus solely on the technical knowledge needed to service their specific brand, ASE-certified technicians graduate with a broad range of skills and knowledge bases. Their experience handling multiple brands and systems gives them an edge in the job market.
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5. Flat rate: pros and cons.
Bryan believes that most if not all technicians will receive flat rates for their work in the future. Flat rate is a system where technicians are paid a set amount for each job, regardless of how long it takes to complete. Amounts are based on an estimate of the number of hours needed to complete the operation. While this system is controversial, Bryan says that most technicians get paid this way.
“I know a lot of people don't like it, but the way that the industry is going with all the electric cars and the way Tesla, Rivian, and Lucid kind of operate, seems that it's probably eventually gonna go to just a flat pay.”
However, there can be advantages to this system. Since their pay is fixed, technicians who complete their work faster than the time allotted are able to take on more jobs, boosting their income.
6. Managing service teams.
While it is common practice for technicians to be assigned tasks they specialize in, Bryan says that work should be distributed equitably. He cites two reasons for this perspective.
1) Technicians who repeat the same tasks over and over again don’t get the opportunity to grow in other areas, preventing them from reaching their full potential. Distributing work fairly ensures everyone on the team grows together.
2) Skilled technicians are often overburdened with complicated tasks, which can be a frustrating experience.
“If you're always giving a guy that's good at one thing, always the same thing, you're not helping them grow…But if you're always dispatching work, even if maybe they’ve never done it or they might not know how yet…in a couple of years, that team should be very self-sufficient.”
7. Advice for auto execs: how to boost service efficiency
Bryan has some advice for dealership executives looking to boost fixed ops efficiency. Organization is critical for technicians since many operations require specific tools solely distributed by the manufacturer. However, service departments often lack the resources to properly organize their resources—focusing funds on this issue could drastically improve service speed.
“One thing I will say that has actually been very helpful is video MPIs…In my opinion, that has been a very good step in the right direction. because I used to have to do paper estimates. I used to have to write everything down, go find the parts prices, and that was very time-consuming.”
On top of improving customer satisfaction, they also make upsells easier by making issues clearly visible for customers.
8. The elephant in the room: EVs.
The future of service departments is increasingly uncertain. EVs require less maintenance, a fact that could lead to lower demand for traditional technicians. Bryan says that many of his colleagues are choosing to ignore this fact and focus as much as they can on the present.
While there are no easy answers, Bryan still sees the ongoing evolution of vehicle technology as an exciting challenge, driving continuous learning and adaptation within the industry, and believes that there are still many years of work ahead for technicians.
9. Defeating the technician shortage.
Bryan admits there is an ongoing technician shortage is affecting many dealers, saying that training programs are seeing less attendance as the years go by even as employee turnover continues to rise.
“It's never just monetary compensation.”
For retailers looking to improve employee retention, he advises that they start by cultivating a positive work culture.
“It's usually maybe the culture in the shop's not what they want it to be or what they expected it to be. Maybe management's not meeting their expectations. There's always usually more than one thing.”
Bryan explains that the best jobs promote learning and knowledge-sharing between workers, while also incentivizing hard work and celebrating success.
10. Three traits of future master technicians.
For those entering the field, Bryan shares three critical traits for success:
Time Management: Ensure work continues efficiently, even during breaks.
Organization: Maintain a system for tools and paperwork to avoid wasting time.
Critical Thinking: Approach diagnostics methodically to avoid missteps.
He encourages aspiring technicians to stay open-minded and continuously seek opportunities to sharpen their skills. At the end of the day, fixing cars is about more than technical knowledge and skills—it’s also about communication, teamwork and customer service.
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