As professional technicians in the United States, our only widely recognized form of certification is those from the National Institute for Automotive Service Excellence (ASE). Of course, the certifications achieved at the OEM level are equally as important but typically deemed more desirable by automotive dealerships and shops specializing in certain makes.

However, I too was once a youngster, and my ability to take/pass tests rivaled the best of them. I had near-perfect scores in technical school and at the ripe old age of 21, I was ASE master certified with an L1 Advanced Engine Performance certification, as icing on the cake. What’s my point? Although my certifications reflected a true mastery, I didn’t know my rear-end from a hole in the ground.

This is the case with many youngsters and potential new hires visiting a shop during the interview process. Most are quick to boast their level of skill and certifications obtained, but I suggest you proceed with caution and tread lightly to avoid disappointment for yourself and your employer. 

The common mindset to the above approach is typically about money. The thought is likely: “If I can convince my potential new employer to reference my certs as a determining factor of the pay scale, it will be smooth sailing.” I believe this is where the trouble begins.

Try this approach instead: Alert the potential new employer of your achievements but be upfront with your level of comfort and experience. This approach will allow the new employer to have certain expectations of you and you are far less likely to disappoint. For reference, here is a description of what I believe a technician’s capabilities should reflect, under the following ratings:

• A-Technician: One exhibiting true mastery. This technician has a solid understanding of electricity, computerized systems, and knowledge of the physics involved with individual components that make up all common automotive systems. The year/make/model of the vehicle shouldn’t matter, so long as the technician has access to adequate service information, and proper tooling; and knows the limitation of that particular tool. This technician should be able to think outside of the box and will be a true problem solver. He or she should have the ability to guide and aid other technicians in the workshop. They tend to be at the top of the pay scale but do not typically produce as many labor hours as a B-tech. Most of the jobs encountered at an A-tech level tend to be the most challenging and time-consuming. Most often, the root cause faults encountered cannot be solved by following troubleshooting flow charts found in service information. This trait makes a good A-tech highly sought after.
• B-Technician: This technician typically has many years of experience. Their abilities should allow them to perform almost any repair properly and efficiently. These technicians tend to earn the largest annual income as they should typically be on the higher end of the pay scale but tend to be very efficient as well.
• C-Technician: This technician typically has only a couple of years of tenure. They have learned how to properly and safely follow directions to aid in maintenance, service, and minor repair. Although their skills have improved in time, they shouldn’t be expected to operate without supervision and understand that many mistakes will occur at this level. It’s important to maintain a task list and encourage the technician for continued improvement. It’s ever more important to get this technician on the proper path early. Encourage continued education to enhance a commitment to life-long learning. This is a tremendous opportunity for a shop to “grow their own tech.” Invest in this technician and give them a reason to stay with your shop.
• D-Technician: A true novice in the field of automotive maintenance, service, and repair. The skill set will be very limited, and supervision will be always required. This technician’s duties should be focused more on following proper procedures, using the correct tools appropriately, and adhering to safety protocols. The workload being placed on this technician should be limited to basic maintenance, very minor repairs, and inspection procedures. It’s recommended that a task list be established to keep this tech progressing. He or she should be rewarded for achieving goals and performance reviews should occur every 90 days or so (this means increasing the technician’s pay as the goals are met).

For the shop owner…The above is nothing official but my own observations in my 23 years in the field. I made my way up through the ranks and the advice I offer above is something I wish I had encountered along the way. Support your technician’s growth and compensate them properly. Give them a reason to stay. Encourage ASE certification and agree to pay for tests passed.

For the up-n-coming technician… Congratulations on choosing a very rewarding career. Continue to improve and maintain a high level of professionalism. Challenge yourself to get ASE certified and offer that level of confidence to the consumer. If you apply yourself and don’t be too quick to “grow up;” align yourself with a shop that supports your growth and encourages you (to improve and when you make mistakes), there is no reason you can’t be a well-respected, top-ranking technician in just a few years.