Apprenticeship programs can help shops grow their own skilled staff, especially when recruitment streams slow. By finding the right apprentices and establishing structured training, shops can produce homegrown technicians with the necessary skills.

Step 1: Finding the Right People

1. Target Local Schools
   • Recruit from high schools and vocational schools.
   • Example: North Jersey Diesel Repair & Performance (NJDRP) partners with local schools for apprentices aged 16-18.
2. Non-Traditional Candidates
   • Some shops recruit those without experience but with the desire to learn.
   • Example: KTS Enterprise looks for candidates with the passion and ability to learn.

Step 2: Establish the Apprenticeship Structure

1. Flexible Program Design
   • Programs can vary in structure, allowing flexibility based on the shop’s capacity and needs.
   • Example: Rush Enterprises requires apprentices to complete a set number of hours but allows flexibility in timelines.
2. Task-Based Training with Repetition
   • Apprentices observe tasks, repeat them under supervision, and eventually perform them independently.
   • Example: KTS Enterprise starts with preventive maintenance, progressing to more advanced work.
3. Broad Training Scope
   • Apprentices should learn beyond technical tasks, including customer service, scheduling, and parts management.
   • Example: Rush Enterprises ensures that apprentices spend time in various shop roles, including service advising and parts management.
4. Hands-On Learning with Flexibility
   • Apprentices balance technical work with shop maintenance duties.
   • Example: NJDRP apprentices split time between tasks like oil changes and basic housekeeping duties.

Step 3: Watch Your Shop Staff Grow

1. Leveraging Knowledge for Growth
   • Experienced technicians mentor apprentices, multiplying billable hours.
   • Example: NJDRP plans to scale by pairing lead technicians with multiple apprentices.
2. Retention and Employee Satisfaction
   • Apprenticeships improve retention by providing learning opportunities that techs value.
   • Example: KTS Enterprise reports strong retention, with apprentices expressing gratitude for learning opportunities.
3. Cross-Training Benefits
   • Cross-training apprentices for non-technical roles creates flexibility in staffing.
   • Example: Rush Enterprises uses apprentices as emergency backups for administrative roles, with some techs transitioning to service advisor roles.

By implementing a structured apprenticeship program, shops can ensure a pipeline of skilled technicians while building stronger relationships with their staff.