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ASE Celebrates 50 Years! Have They Helped the Auto industry?

Joe Marconi

By Joe Marconi
in Education & Training

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NATURE

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I must agree that I don't see the point.  When I was at the dealers I saw many master certified apprentices that were great at quoting books but couldn't fix a car.  There's just no substitute for experience and whether those apprentices made it or not had nothing to do with ASE testing in my opinion.  I recertified twice and gave up.  I thought recertification was supposed to be so we could be tested on current knowledge as technology changed, but I saw very little of that.  Instead it just seemed like a cash grab every 5 years to keep ASE in business and it was a huge pain in the butt for what seemed like very generic tests.  I myself have had very little transmission experience as nowadays I send that stuff to the tranny shop, and when I was at the dealers they had dedicated tranny guys, but I had no problem with the tests because they had nothing to do with how transmissions work but a lot to do with how electrical circuits work.  I do feel like I'm being too negative first thing on a Monday morning but I've been contemplating a this question a lot lately and I'm glad it was asked so I could get my rant out of the way.  I also have to admit that it's been some time since I've been to a test and things could have changed.

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thelmuth Newbie

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Like EkmanAutomotive, I passed my first round of ASE testing in the late 1980's. I passed as a Master Tech and had never worked on a transmission, still haven't. I was and still am good at taking tests. I recertified as a Master Tech twice over the years, with my last certification expiring in 2019. 

I feel that as a certification, it does little to prove competancy of a tech. There was a prerequisite of 2 years experience to be able to sit for the test, which is something, I guess.

From a consumer perspective, very few have any idea what that blue seal is. It looks good hanging on the wall, but you could create your own logo and hang it on the wall and the consumer wouldn't know any diference. It really doesn't mean anything.

I have found many people who think Techs have to have a certification like hairdressers and other professions do. While I don't like Gov't control, I think working on a vehicle, with so many critical systems, and the potential for causing great bodily harm if not maintained correctly should have more oversight than a hairdresser. Look at the difernece in liability ("My hair is ugly, I'm embaressed" vs "My brakes failed and I killed somebody").

ASE has not achieved the goals of promoting Automotive Service Excellence nor in educating the consumer.

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I think you just have to look at the other trades.  The apprenticeship to journeyman path is much more stringent, with class study and on the job training coinciding and taking years.  Compared to a master plumbers exam ASE is a joke and we're plumbers and electricians and HVAC specialists rolled into one.  If we want the legitimacy according to the common man and pay scale of other trades, shouldn't we have similar prerequisites?

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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