{"id":108158,"date":"2026-03-02T07:32:03","date_gmt":"2026-03-02T10:32:03","guid":{"rendered":"https:\/\/automotive.einnews.com\/article\/896818300"},"modified":"2026-03-02T07:32:03","modified_gmt":"2026-03-02T10:32:03","slug":"mike-rocchi-on-how-faulkner-automotive-group-builds-technicians-from-the-ground-up","status":"publish","type":"post","link":"https:\/\/new7.shop\/zerocostfreehost\/index.php\/2026\/03\/02\/mike-rocchi-on-how-faulkner-automotive-group-builds-technicians-from-the-ground-up\/","title":{"rendered":"Mike Rocchi on how Faulkner Automotive Group builds technicians from the ground up"},"content":{"rendered":"
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Fixed operations talent shortages continue to pressure dealership profitability nationwide. On today\u2019s episode of <\/span>Service Drive<\/span><\/a>, Mike Rocchi, director of technical training for <\/span>Faulkner Automotive Group<\/span><\/a>, shares how the dealer group built a structured, in-house apprenticeship program that delivers measurable productivity gains and long-term technician retention, contributing to its second-most-profitable year on record.<\/span> <\/p>\n

Faulkner Automotive Group recruits true apprentices with little to no experience and develops them into productive flat-rate technicians through a disciplined two-year pathway. The program integrates structured testing, phased technical development, defined productivity benchmarks <\/span>and<\/span> financial incentives to create accountability at every stage.<\/span> <\/p>\n

Sign up for CBT News\u2019 Service Drive and get fixed ops news and tips delivered straight to your inbox.<\/span><\/a><\/strong> <\/p>\n

The group sources most <\/span>trainees<\/span> from technical schools across Pennsylvania, including the Harrisburg, Mechanicsburg <\/span>and<\/span> Philadelphia regions.<\/span> Every candidate completes three assessments: a basic cognitive evaluation, a personality index <\/span>and<\/span> a mechanical aptitude test. The aptitude benchmark targets average mechanical ability rather than exceptional performance, ensuring foundational capability while allowing room for skill development. Personality data provides service managers and mentors with insight into communication styles and coaching approaches.<\/span> <\/p>\n

Between 90% and 95% of screened candidates advance into the program. Since implementing the three-test model, particularly the mechanical aptitude assessment, Faulkner reports a three-year failure rate between 10% and 14%. That translates to an 86% to 90% retention rate at the three-year mark, a level that exceeds typical technician turnover trends.<\/span> <\/p>\n

“You got to create a team in service. If you don’t have a team, you’ll never have a successful service department.”\n<\/p><\/blockquote>\n

  <\/p>\n

The training structure consists of three phases totaling approximately 36 weeks before full graduation into production roles.<\/span> <\/p>\n

Phase one lasts six weeks and centers on safety, OSHA compliance, shop procedures <\/span>and<\/span> foundational maintenance tasks such as oil changes and tire rotations. Phase two spans eight weeks and introduces measurable production expectations. By the midpoint of this phase, apprentices <\/span>are expected<\/span> to reach 40% to 45% productivity.<\/span> <\/p>\n

Phase three runs 22 weeks and transitions apprentices toward flat-rate performance. Technicians complete manufacturer testing, deepen product knowledge <\/span>and<\/span> work toward a minimum 70% productivity benchmark. Productivity expectations increase gradually, with most trainees reaching target levels within several weeks of entering each new phase.<\/span> <\/p>\n

Weekly five- to 10-minute check-ins between the service manager, mentor <\/span>and<\/span> trainee reinforce performance standards and identify improvement areas. Early in phase two, leadership evaluates each apprentice\u2019s long-term viability. If approved, the company invests in a $12,000 Snap-on tool set assigned to the trainee. After three years of employment, technicians take full ownership of the tools, and the company covers related tax obligations. The investment accelerates professional commitment and reduces reliance on mentor equipment.<\/span> <\/p>\n

Mentorship remains central to the model. Mentors receive $1,500 after a trainee completes phase three and an additional $2,500 after the trainee completes two full years in the program. The financial incentive strengthens engagement and reinforces long-term accountability. The structured relationship often extends well beyond the formal program timeline.<\/span> <\/p>\n

Faulkner rarely hires experienced technicians externally. Leadership prioritizes developing talent internally to align with company standards, operational processes <\/span>and<\/span> customer service expectations. Competitive benefits, air-conditioned facilities <\/span>and<\/span> a stable work environment support long-term retention. Many experienced technicians have remained with the company for 20 to 30 years.<\/span> <\/p>\n

Mobile service remains under consideration but presents logistical and insurance challenges in Northeast markets with seasonal weather variability. Leadership continues to monitor its viability while maintaining focus on strengthening in-store service capacity.<\/span> <\/p>\n

Faulkner\u2019s apprenticeship model demonstrates that disciplined screening, measurable production benchmarks, financial investment <\/span>and<\/span> cultural consistency can produce sustainable technician retention while supporting fixed <\/span>operations<\/span> profitability.<\/span> <\/p>\n

<\/a><\/strong> <\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

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