Sheppard Auto Group - Technician Jobs in Eugene, OR

Our shop is heated with large zonal heaters allowing technicians who run hot to turn down the heat and technicians who run cool to turn up the zone.

We house four brands, Volvo, Audi, VW, and Hyundai, under four rooftops. Each brand varies in size from 7-20 team members with some shared responsibilities such as our Warranty Admin and Service Manager who works with all four brands. Each facility has a shuttle driver who is backed by Lyft and Uber services.

For Parts and Service, we are open from 7:30 am until 5:30 pm Monday to Friday, with a mix of start times depending on the individual's needs outside of work. Most of our technicians work 8:00 am -5:00 pm, with various start times at 7:30 and 8:30 am. No weekends or nights helps create a balance that is needed in our industry, and we strive to maintain that for our team.

We have the complete set of specialty tools for each brand and have focused on organization by purchasing and sorting our specialty tools into large work draws.

Our shop has a locker room, lunchroom, and breakroom for all technicians and fixed operations employees on the second floor of the facility.

Our shop has 36 bays in the main shop with 6 additional bays at our Hyundai facility.

1200

Currently, we use CDK Service to follow the repair order through the process. Technicians request parts for the quote, and once the repair is approved, it is marked as such in CDK service. Then, the Advisors notify parts and the Technician of the following information. The job is approved if the car stays or leaves if the repair is under warranty, extended warranty, or customer pay. This allows the Technician, Parts Advisor, and Service Advisor to be on the same page. On more extensive repairs, we see Technicians touching base with parts to ensure all correct parts are ordered.

We allow employees to use the shop for side work when pertaining to their personal cars and Friends/Families' vehicles upon management approval. We had an Audi tech want to do a major repair on his personal car. We worked together and settled on the idea that he takes a paid day off on a Friday to allow him to start and complete the repair before the following Monday.

We are part of a growing family of dealerships and have prioritized manufacture training.

We are focused on both professional and personal development of our staff. We focus the first 40-80 hours of a new to us or new technician focusing on the web base training our manufactures provided as well as the company culture and process. We then focus on getting our technicians hands on training we realize that the short-term cost of sending technicians off sight is far less than not. We focus on growing our teams' abilities and we find value in improving our Technicians and Advisors. We are part of GiANT worldwide and provide monthly training for future leaders in our companies and currently have several technicians learning leadership skills to help prepare our team for future opportunity. We also have Monthly all store GiANT training shutting down all aspects of our business once per month for two hours to help develop a common language. It is then management's goal to train weekly with GiANT tools furthering the employee's development

We have Vision to grow 14 times our current size. As we settle into our new building, we have ability to expand even further. We are looking to provide career growth in all brands and have the ability to get creative in career paths.

Currently, we have different levels of reviews, but we focus on attendance, production and efficiency (fixed right the first time) during our review process. We have monthly reviews for apprentice technicians for the weekly items like attendance, professionalism, ability to learn and perform a new process, etc.

We focus on all OSHA rules and have a team dedicated to the training and continued monitoring of such items.

We are in the beginning stage of creating a Mentorship academy. We team 1-4 technicians with our mentor technician. We start with one apprentice per mentor, we have weekly tracking of Attendance, Ability, Willingness to work as a team, and competence that is completed each week by the mentor and reviewed with the apprentice. The next step is monthly the Apprentice, Mentor, and Service manager review the last months progress and set goals for the next month. between 6-12 months based on progression of ability a second apprentice is introduced and the process starts again. at four apprentices the mentor tech focused on the four apprentices and production is not reviewed of his or her flagged hours but as a team growth in efficiency.

We have a community outreach person who is employed by the company for Beach Clean ups and Charity activity. The fixed Operations Director has a long-standing history working within the education system at the high school and college level.

We are currently looking into creating high school articulation agreements where a student can spend part of the school day Onsight learning jobs skills and getting high school credit. The fixed operations director was brought into the dealership the beginning of 2023 with a focus on supporting the local high school and community college programs but is just starting this journey

No, We do not have a requirement for a phone screening but also have no issues with talking on the phone before spending time to meet. We are a firm believer that hiring process should be fast and have spent time eliminating steps to allow us to hire quickly.

Depending on the position we are hiring for we have a couple different paths to take. But in general we try to first and foremost allow who we are the good and the challenges to shine through and if the candidate thinks we are a fit for their life and career we will get into who they are and find if they seem like a fit for the company.

We have a standard background and DMV check and drug screen process before hiring an employee.

No but we are embracing this concept and working with lead technicians and Advisor trainers use a informal conversation to better asses skills sets.

With in 48 hours. Again no reason to not be transparent and allow both parties to move forward quickly.

On average 5-7 days depending on the background and DMV service.

We are able to be flexible and adapt quickly to our market allowing us to be creative in execution of hiring

We are a flat rate shop but have become progressive in how we pay.

We are largely a flat rate shop with production bonuses.

That this level we are hourly with an focus on production and fixed right the first time. Depend on what stage of the progression a technician is at could be hourly or flat rate.

This is a base plus commission position with CSI bonuses that reward customer first focus

With the focus on mentor technician program we have been steadily focused on using the express services model to start the mentors but progress into career training so we do not use the Lube Technician model much

This position is paid hourly with a monthly review from the mentor technician.