LABOR MARKET REPORT: Automotive Technicians & Automotive/Fleet Managers

Transcription

1 LABOR MARKET REPORT: Automotive Technicians & Automotive/Fleet Managers SAN DIEGO AND IMPERIAL COUNTIES April 2015

2 Table of Contents Executive Summary... 3 Introduction... 4 Industry Overview... 4 Occupation Overview: Automotive Technicians/Mechanics... 6 Occupation Overview: Automotive and Fleet Managers Conclusion & Recommendations Appendix A Methodology Appendix B - NAICS & SOC codes that define Fleet Management & Auto Technicians/Mechanics Appendix C - Discussion guide from focus groups Appendix D GIS Maps San Diego & Imperial Counties 2

3 Executive Summary San Diego s Advanced Transportation industry permeates public organizations, the transportation industry, businesses and trucking companies. Automotive fleets comprise a large part of the Advanced Transportation industry and encompass various functions within each organization, industry or company. In San Diego, fleets are spread fairly evenly throughout the county with larger fleets centrally located and smaller fleets more dispersed. The spread of fleets, as well as the industry s constant technological evolution, make it particularly challenging for educational institutions and training providers to address workforce needs. Using secondary labor market sources and primary data collection through focus groups and interviews, this report seeks to guide education and workforce development of related courses and training programs. Two occupational categories are covered: automotive technicians and automotive/fleet managers. The report provides an occupational overview of each group detailing employment trends, employer expectations and hiring practices, required and recommended education and skills, as well as identifying opportunities, challenges and recommendations. Positions for automotive technicians and automotive/fleet managers are expected to increase over the next five years. Education and training programs for both industry groups should be tailored to meet growing employer demands. Because of the highly specialized nature of technician positions, automotive technicians are generally groomed to progress from entry-level to management positions. Thus, education and training programs should provide workers with the knowledge and hands-on training needed to take on entry-level positions, such as understanding industry regulations and acquiring technical knowledge such as computer diagnostics and engine electronics. Workers seeking to become fleet managers would benefit from higher education programs in transportation management in the region. A solution could be a one- to two-year transportation management certification program that provides training in areas such as financial and risk management, business management, and maintenance and vehicle fuel management. Programs that include an apprenticeship or other hands-on training are valuable to employers. Soft skills like communication, organization, negotiation and customer service are also highly desired by regional companies. Industry changes and technological advances have contributed to a growing need in both automotive technician and automotive/fleet manager occupations for workers who can adapt to these changes. San Diego & Imperial Counties 3

4 Introduction Advanced Transportation in San Diego and Imperial Counties is a diverse and changing industry. This study documents the opportunities in San Diego and Imperial Counties for automotive technicians and automotive/fleet managers. Please note that automotive technicians are interchangeably referred to in this report as automotive mechanics. This report is one of the series on the Advanced Transportation sector. To better understand the workforce demands of this rapidly evolving sector, the California Community Colleges Chancellor s Office Advanced Transportation and Renewable Energy (ATRE) program collaborated with the Regional Centers of Excellence 1 and the San Diego Workforce Partnership 2 to conduct this research and provide insight on employment opportunities and employer needs related to two occupational categories automotive technicians and automotive/fleet managers. 3 The purpose of the report is to guide regional community colleges and other workforce development agencies as they plan and administer their education and training programs related to Advanced Transportation. The automotive technicians and automotive/fleet managers report utilizes secondary labor market data sources such as Economic Modeling Specialists, International (EMSI), 4 as well as primary data collection through two focus groups conducted in San Diego in December 2014 (with fleet managers and automotive vehicle dealership representatives) and in-depth interviews with automotive repair and maintenance shops. For more information about the data and methodology, see Appendix A. Industry Overview The Advanced Transportation sector encompasses all means of transportation from land to air. It is constantly evolving and developing new technologies, which make it challenging for education and training providers to produce quality workers that meet employer needs. While there are many industries that are part of the Advanced Transportation sector, this report examines the following three industry groups that employ automotive technicians and automotive/fleet managers: 1. Automotive Vehicle Dealerships ( car dealerships ) 2. Automotive Repair and Maintenance Service Establishments ( auto shops ) 3. Companies that Manage and Maintain Fleets ( fleet companies ) Car dealerships (both new and used) and auto body repair shops have workers who maintain and repair automobiles. Dealerships tend to be larger employers and repair many cars per day, while auto repair shops tend to be smaller, servicing fewer vehicles each day. Fleets can be found across many industries including the transportation industry (car rental and taxicab companies), public organizations (schools, local governments and police departments), retail and wholesale trade businesses, and trucking companies. 5 Fleet management encompasses a range of functions including vehicle financing, maintenance, telematics (tracking and diagnostics), driver 1 coeccc.net 2 workforce.org 3 The California Community Colleges Chancellor s Office Advanced Transportation and Renewable Energy (ATRE) program represents an array of clean energy technologies that form a critical part of California s strategy for reducing its climate change impact. Through the Advanced Transportation Technology and Energy Center at San Diego Miramar College, the ATRE initiative works with industry and colleges to provide up-to-date technical training, ensuring that graduates are ready and able to actively participate in the workforce as part of the Doing What Matters initiative (doingwhatmatters.cccco.edu). 4 economicmodeling.com 5 wisegeek.com/how-do-i-become-a-fleet-manager.htm San Diego & Imperial Counties 4

5 management, speed management, fuel management and health and safety management. Vehicle fleets may include cars, trucks, aircraft, ships, rail cars, tractors, trailers, or off-road and industrial equipment. 6 Fleets are prevalent in San Diego County, especially in the Metro area, the El Cajon area, and along the CA-78 corridor. Fleets of all sizes are spread fairly evenly throughout the county, though smaller fleets are more dispersed, while larger fleets are more centrally located. There are very few companies that manage fleets in Imperial County; however, they are mostly concentrated near the international border with Mexico (near El Centro and Calexico) and along the main roads and freeways in the county (see Appendix D for GIS maps). Industry Trends and Challenges Employers participating in focus groups and interviews reflected on the trends that are driving the industry and their workforce needs and challenges. Fleet companies reported the following: Technological advances: Companies need technicians with specialized skills in computer diagnostics and engine electronics, particularly relating to newer diesel engines of commercial vehicle fleets. Government mandates for commercial fleets: Fleets need to have their vehicles stay up-to-date on emissions control mandates by the California Air Resources Board so that their vehicles can continue to meet the requirements, which change from year to year. This adds to the complexity of knowledge and skills that are required of the workforce involved in managing and maintaining fleet vehicles. Dealership service and auto repair shop representatives pointed to several emerging trends and challenges, including: The rapidly increasing technology and electronics in newer cars, which created a growing need for technicians to have specialized skills in computer diagnostics, software updates, computer programming, and an understanding of electronic principles. The growing proliferation of alternative-fuel vehicles that need servicing, particularly hybrids and plug-in hybrids as well as new diesel engines, which require technicians to receive updated and specialized training. The increased use of original equipment manufacturer (OEM) technical support hotlines for dealer service staff to troubleshoot computer and software problems, which requires maintenance staff to have good communication skills. The increasing need for technicians to communicate directly with customers, especially about alternatively fueled vehicles and technology-related issues, which requires greater customer service and knowledge of new vehicles in the market. The use of computer searches (Google and other online search engines) helps mechanics seek out information on how to repair certain vehicles, which is increasingly encouraged by employers because this process develops computer proficiency and problem-solving skills. 6 sandiegocounty.gov/general_services/fleet_mgmt.html San Diego & Imperial Counties 5

6 Occupation Overview: Automotive Technicians/Mechanics There are three occupational titles related to automotive service and maintenance in the Standard Occupational Classification (SOC) system: automotive body and related repairers ( ), automotive service technicians and mechanics ( ), and bus and truck mechanics and diesel engine specialists ( ). Automotive body repairers repair and refinish automotive vehicle bodies and straighten vehicle frames. Automotive service technicians and mechanics repair automobiles, trucks, buses, and other vehicles. Bus and truck mechanics diagnose, adjust, repair or overhaul buses and trucks or maintain and repair any type of diesel engine. 7 Employment and Growth In San Diego County, there are currently more than 9,100 workers employed in the three automotive service and maintenance occupations. Their number is expected to grow by about 440 positions or 5 percent in the next five years. Annually, these occupations are expected to have about 312 job openings, which include both new and replacement positions. Two-thirds of these openings will be for automotive service technicians and mechanics. In Imperial County, there are fewer people currently employed in these three occupational titles about 640. However, employers in the county are also projected to add jobs for these occupations in the next five years (Table 1). In a focus group, managers of dealership repair shops and automotive body repair shops indicated that there is very low turnover in technician positions companies tend to only hire one or two new employees per year and employees tend to stay once hired. Table 1: Current and Expected Employment for Automotive Technicians San Diego County Imperial County Occupation (SOC code) 2014 Jobs 2019 Jobs % Change Annual Openings 2014 Jobs 2019 Jobs % Change Annual Openings Automotive body and related repairers ( ) Automotive service technicians and mechanics ( ) Bus and truck mechanics and diesel engine specialists ( ) 1,324 1,419 7% % 3 6,400 6,656 4% % 17 1,436 1,526 6% % 4 Source: EMSI, 2014 TOTAL 9,160 9,601 5% % 24 Automotive technician occupations in San Diego have recovered well from the Great Recession. After a peak in 2012 followed by a decline in 2013 and 2014, employment for these occupations is projected to increase at a steady rate over the next five years (Figure 1). 7 Occupational descriptions are from onetonline.org San Diego & Imperial Counties 6

7 Figure 1: San Diego County Automotive Mechanics Employment, ,000 Auto body repairs Auto service technicians Bus and truck mechanics 5, ,000 3,000 2,000 4,728 4,407 4,070 4,021 4,134 4,290 4,408 4,467 4,482 4,512 4,552 4,603 4,674 1, Dashed line indicates projections Source: EMSI, 2014 (Staffing Patterns) Unlike in San Diego County, the automotive mechanic positions in Imperial County have not recovered from the impacts of the Great Recession yet. Automotive service technicians and mechanics continue to struggle to reach pre-recession levels of employment. Over the next five years, 21 total jobs will be added in these three positions, with an average of 24 annual job (new and replacement) openings (Figure 2). Figure 2: Imperial County Automotive Mechanics Employment, Auto body repairs Auto service technicians Bus and truck mechanics Dashed line indicates projections Source: EMSI, 2014 (Staffing Patterns) San Diego & Imperial Counties 7

8 Wages Automotive technicians, including entry-level positions, in San Diego County earn higher wages than the self-sufficient standard ($13.09 per hour). Diesel engine (bus and truck) mechanics have the highest earnings, while auto mechanics have the lowest earnings in San Diego (Table 2). Conversely, diesel engine mechanics have the lowest earnings in Imperial County, while automotive technicians earn the most, with a starting wage of $13.29 per hour. Table 2: Wages for Automotive Technicians Occupation San Diego County Wages Imperial County Wages (SOC code) Entry-level Median Entry-level Median Automotive body and related repairers ( ) $15.06 $21.85 $12.35 $16.00 Automotive service technicians and mechanics ( ) $14.15 $18.54 $13.29 $19.21 Bus and truck mechanics and diesel engine specialists ( ) $20.06 $23.87 $9.67 $12.26 Entry-level wages are the 25th percentile wages Source: EMSI, 2014 Employer Expectations In companies with fleets, automotive or diesel technicians perform routine maintenance and repair on fleet vehicles, as well as delivery and pick-up of vehicles according to schedule. Thus, they need to have knowledge of automotive and construction equipment, knowledge of potential hazards and safety precautions, skills in vehicle/equipment repair and testing, and the ability to follow instructions. In a focus group, hiring managers stated that candidates are expected to know diagnostics, troubleshooting, circuit testing, and electronic controls. Due to the specialized nature of technician positions and the repair shops they work in, companies prefer to hire technicians at an entry-level position and train them for higher-level positions within the company. A generalized career pathway is shown in Figure 3, all of which can be accomplished within one company with on-the-job training and work experience. Master technicians are typically hired from within after several years of experience and training at the company, and some employers require master mechanics to have at least one Automotive Service Excellence (ASE) master certification. Figure 3: Sample Career Pathway for Automotive Occupations Manager Fleet/lube technician Certified technician Master technician Shop foreman Assistant manager Source: Employer Focus Groups and In-Depth Interviews San Diego & Imperial Counties 8

9 Skills Dealership service shop and other auto repair shop managers note that technology is changing rapidly in the electronics of new cars, which creates demand for technicians with specialized skills. There is a plethora of resources available online, including manuals, videos and other instructions to solve problems that other vehicle technicians generally experience. Technical skills include financial and vehicle/mechanical knowledge, as well as Information Technology (IT) proficiency. 8 The ability to understand basic accounting and finance is essential in an industry where cost management has become a top priority. 9 The prevalence of sustainability initiatives like alternative fuel vehicles means that technicians must be able to develop possible improvements for efficient trip-planning and fuel efficiency in order to reduce transportation costs. 10 AUTOMOTIVE TECHNICIAN SKILLS Computer diagnostics Software upgrades Computer programming Understanding of electronics Ability to follow diagnostic flow charts & critical thinking Mechanical knowledge Basic accounting and finance/cost management Knowledge of sustainability initiatives Education & Training While there are no formal requirements for mechanics and technicians, employers in a focus group noted that the ideal job candidate has hands-on experience working with the type of vehicle they would be working on in the position (i.e., a bus and truck mechanic would have experience working with heavy-duty trucks or diesel engines). Job candidates who are recent graduates of a trade school or community college program in these specializations are also ideal because these candidates tend to have up-to-date knowledge and skills pertaining to computer and electronic diagnostics. According to online job postings, maintenance technicians working on fleets should have at least a high school diploma and one year of experience in automotive and vehicle repair (or a combination of training and experience). 11 However, in interviews, fleet managers also noted the importance of specialized training on computer diagnostics and engine electronics, particularly relating to newer diesel engines which are more complex to diagnose and repair since most repairs are electronic. One program that managers pointed out as missing in the region is an apprenticeship-type program for automotive technicians. Graduates from similar programs elsewhere show a commitment to the career and are already trained in the computer diagnostics, giving those candidates an advantage over other job applicants. In focus groups, employers indicated that they find prospective technicians in the following order: Word-of-mouth and referrals Dealerships (for auto body shops) Community colleges and trade schools (most commonly San Diego Miramar College and Universal Technical Institute) Online job postings (such as Craigslist, Monster.com, City of San Diego website) Newspaper classified ads (but these are decreasing in value) 8 Burning Glass, December 2013-November 2014 job postings data 9 donlen.com/10-critical-issues-facing-the-fleet-management-industry.aspx 10 SDUSD Fleet Analysis 11 wpb.org/career/job/job-descriptions-fleet-preventative-maintenance-technician/ San Diego & Imperial Counties 9

10 Other areas of training include emissions control regulations, diagnosing and servicing new vehicle technologies (heavy trucks, hybrids), body shop work, basic electric theory and principals, and critical thinking. There are several programs in San Diego and Imperial Counties that train students to work as automotive technicians. The 11 community college programs in the region train approximately 420 graduates per year in automotive-related programs, including Taxonomy of Programs (TOP) Automotive Technology and TOP Automotive Collision Repair (Table 3). Table 3: San Diego Community College District Program Completions for Auto Technicians College # of Programs Completions Cuyamaca Imperial MiraCosta Palomar San Diego Adult Miramar Southwestern Total Source: California Community Colleges Chancellor s Office Data Mart San Diego & Imperial Counties 10

11 Occupation Overview: Automotive and Fleet Managers Automotive and fleet managers oversee multiple vehicles for an organization or business and are responsible for their employers fleet assets. However, industry challenges have spurred an evolutionary trend in fleet management from maintenance management to asset management, dramatically changing fleet manager responsibilities. 12 Employment and Growth In San Diego County, there are currently more than 3,700 workers in the 10 automotive and fleet manager related occupations, including sales. This number is expected to grow by about 238, or 6 percent over the next five years. Annually, these occupations are expected to have approximately 145 openings, which include both new and replacement jobs. In Imperial County, there are fewer people currently employed in these 10 occupations approximately 270. However, employers in Imperial County are projected to add 33 jobs for these occupations over the next five years, with 22 annual job openings (Table 4). Table 4 shows the breakdown of the related automotive and fleet manager occupations that fall within the automotive industry. 13 Occupation (SOC) Table 4: Current and Expected Employment for Managers & Related Occupations in Automotive Industry 2014 Jobs San Diego County 2019 Jobs % Annual Change Openings* 2014 Jobs Imperial County 2019 Jobs % Change Annual Openings* Managers General managers ( ) % % 1 Sales managers ( ) % % 1 Transportation managers ( ) % % <1 Sales Parts salespersons ( ) % % 0 Sales representatives, services ( ) % % 8 First-line supervisors First-line supervisors of mechanics ( ) % % 1 First-line supervisors of laborers ( ) % % 2 First-line supervisors of vehicle operators ( ) % % 1 Other transportation management occupations Transportation inspectors % 1 <10 <10 0% -- ( ) Cargo and freight agents ( ) % % 8 TOTAL 3,733 3,971 6% % 22 Source: EMSI, 2014 (Staffing Patterns) 12 government-fleet.com/blog/gf-market-trends/story/2013/01/what-is-the-future-of-public-sector-fleet-managers.aspx 13 EMSI Staffing Patterns for NAICS used to define Advanced Transportation Automotive Industry. For full list, see Appendix B. San Diego & Imperial Counties 11

12 Over the next five years, these occupations are projected to add 238 jobs to San Diego County (Figure 4) and 33 jobs to Imperial County (Figure 5). Managers of companies that have fleets are on the rise, and are expected to continue growing over the next five years in both San Diego County and Imperial County. While these jobs were greatly impacted by the Great Recession, they have recovered to beyond pre-recession levels in both counties. In San Diego County, there will be approximately 145 annual job openings in these positions for the next five years, and Imperial County will have approximately 81 job openings over the next five years in these positions across all industries. Figure 4: San Diego County Fleet Managers Employment, Managers Sales First-line supervisors Other transportation occupations ,052 3,929 3,470 3,413 3,449 3,574 3,687 3,733 3,764 3,804 3,853 3,903 3, Dashed fill indicates projections Source: EMSI, 2014 (Staffing Patterns) Figure 5: Imperial County Fleet Managers Employment, Managers Sales First-line supervisors Other transporation occupations Dashed fill indicates projections Source: EMSI, 2014 (Staffing Patterns) San Diego & Imperial Counties 12

13 Wages Wages for automotive and fleet managers vary greatly, depending on the role that the manager plays in the organization. Upper management (general managers, sales managers, transportation managers) earns the highest wages both in San Diego and Imperial Counties. Middle management positions (first-line supervisors) and sales positions earn nearly similar wages in San Diego, but in Imperial County, first-line supervisors earn more than the sales positions (Table 5). Table 5: Wages for Automotive & Fleet Managers San Diego County Wages Imperial County Wages Occupation (SOC) Entry-level Median Entry-level Median Managers General managers ( ) $33.78 $48.30 $25.83 $36.03 Sales managers ( ) $36.33 $53.25 $26.65 $37.75 Transportation managers ( ) $33.05 $44.68 $20.57 $34.23 Sales Parts salespersons ( ) $11.60 $14.82 $12.81 $16.20 Sales representatives, services ( ) $17.52 $26.20 $10.77 $23.11 First-line supervisors First-line supervisors of mechanics ( ) $26.27 $33.64 $21.27 $30.11 First-line supervisors of laborers ( ) $16.10 $20.09 $16.60 $22.81 First-line supervisors of vehicle operators ( ) $18.96 $26.35 $17.31 $23.55 Other transportation management occupations Transportation inspectors ( ) $23.92 $ Cargo and freight agents ( ) $13.50 $17.40 $10.52 $13.74 Source: EMSI, 2014 (Staffing Patterns) Employer Expectations In focus groups, employers indicated that assistant managers and managers are typically hired from the ranks of master mechanics. In addition to work experience, employers prefer managers who have a two- or four-year degree with excellent communication skills, some business background, an understanding of how to run a fleet and control costs, and knowledge of emissions regulations. ASE master certification is also highly desired by employers and can improve a candidate s likelihood of being selected to management. 14 The employers interviewed for this study consider a four-year degree in transportation management to be beneficial to the transportation industry, especially if it included apprenticeship or internship opportunities (e.g., An apprenticeship at a dealership in which students would gain experience working in each department). Focus group participants identified the following areas of training as most lacking in auto mechanics who want to move up to become fleet managers: statistics and math, sales, communication, customer service, computer usage, record keeping (spreadsheets and databases), and management skills. 14 Based on fleet manager job postings found on Indeed.com San Diego & Imperial Counties 13

14 Skills Information Technology (IT) knowledge is quickly becoming an essential skill for automotive and fleet managers since many are now required to use electronic transport management systems for monthly reports as well as fleet management software to analyze vehicle performance data. Technological advancements are also changing industry standards, leading to a prevalence of technology like telematics and management software in order to determine productivity strategies, maintain safety and ensure driver compliance. 15 There is an increasing emphasis on professional development and soft skills such as good oral and written communication, organization, and negotiation skills when a technician is promoted to a management position. Managers often negotiate with third parties, as well as between their employees and higher authorities, thus the ability to project confidence is an essential skill for managers. 16 Recent industry challenges and a rapid move towards use of technological innovation will require their ability to adapt to changing times and technology. Automotive/Fleet Manager Skills Information technology/ fleet management software Computer proficiency Knowledge of technical advancements and changing industry standards Asset management Business management Financial management Fleet information management Maintenance management Risk management Education & Training Automotive and fleet management positions have previously only required a high school diploma and related experience; however, employers increasingly prefer a combination of related work experience and higher education. Automotive/fleet management is not a single discipline but rather, a multidisciplinary occupation encompassing areas that include accounting, finance, risk management, law, civics/government and systems/computers. 17 This has become more evident as automotive/fleet manager responsibilities have evolved. Education or training in areas such as vehicle technology and the automobile business are also important as a starting point for potential managers. This can be accomplished through related college degrees, training programs like internships or apprenticeships, or fleet management certification programs. The Certified Automotive Fleet Manager (CAFM) program and the Certified Automotive Fleet Specialist (CAFS) program are available to those who are either enrolled in a fleetrelated college or university program or who have a year of experience in a fleet-related position. 18 CAFM provides instruction on asset, business and financial management, as well as fleet information, maintenance and risk management, while CAFS provides three different sets of disciplines depending on education or employment needs. There are currently no education or training institutions in San Diego or Imperial Counties that provide training for CAFM or CAFS. 19 However, the National Association of Fleet Administrators (NAFA) 20 provides training across the country for workers interested in obtaining CAFM or CAFS. 15 teletrac.com/fleet-management/topics/fleet-trends-new-year 16 pathfindersolutions.co.za/index.php?page=fleet_management_skills 17 automotive-fleet.com/article/story/2013/05/a-career-in-fleet-management-what-are-the-first-steps.aspx 18 ntea.com/content.aspx?id= fleetcertification.org 20 nafa.org San Diego & Imperial Counties 14

15 Conclusion & Recommendations Automotive technician jobs are expected to grow at a rate of approximately 5 percent over the next five years in both San Diego and Imperial Counties. This growth, plus replacement jobs, is expected to produce about 336 annual job openings during that time period across the two counties. From 2010 to 2013, community colleges in San Diego and Imperial Counties produced an average of 400 automotive technician graduates each year. Comparing this potential supply of workers to projected demand from job openings shows a slight oversupply of workers; however, there is not enough data to suggest that the recruitment for these programs should be reduced. Automotive technician jobs are highly skilled, high paying jobs, and students should be encouraged to pursue the field, as there are ample opportunities for growth. Automotive and fleet management positions are also growing 6 percent in San Diego County and 12 percent in Imperial County over the next five years resulting in approximately 271 new jobs in the automotive industry. While there are currently no education or training programs specifically targeting these occupations, many automotive repair shops groom their managers from the existing pool of automotive technicians at their company through strong in-house career ladders. The following are recommendations for the educational system in the region for both of the occupational groups studied in this report. Automotive Technicians Education and training programs should gradually expand to meet employer needs. As a general trend in the automotive industry, employers prefer to hire managers from within automotive technicians are promoted to master mechanics, then to middle and upper management positions. Therefore, getting the entry-level position is crucial for workers who are interested in advancing within the industry. These entry-level jobs place workers in prime positions to move up the career ladder. Education and training programs should equip workers with the requisite skills and knowledge needed to hold entry-level positions. Employers indicated that the most successful automotive mechanics are those that tinker or work with their hands, have hands-on experience, or mechanical aptitude. Job seekers with these attributes are ideal candidates that recruitment efforts for automotive mechanic education and training programs should be targeted towards. Correspondingly, courses should provide more opportunity for hands-on training and practical theory. Education and training institutions are encouraged to work with employers to provide continuing education opportunities for technicians to move up in the career pathway. Topics for additional training should include knowledge of new and changing regulations and computer diagnostics and engine electronics. Fleet Managers A higher education transportation management program would likely be useful to the region; however, with constantly changing regulations, it is imperative that such programs remain informed of trends in technology and skills. While discussions have been tied to four-year degrees, a one- to two-year transportation management certificate could suffice, as long as the certificate program covers relevant topics. The focus of these programs should include: o CAFM and CAFS certification training San Diego & Imperial Counties 15

16 o o o o Cost control, asset management, maintenance management and vehicle fuel management Financial and risk management Information management Business management, including regulations, especially emissions and other new or changing regulations The program should also include an apprenticeship program in which students get hands-on management experience (e.g. An apprenticeship at a dealership where students can become more well-rounded by learning about all of the departments). Both job seekers and incumbent workers in fleet and automotive management should work to improve communication skills and other soft skills (customer service, organization, negotiation, management), both in the classroom and on the job. These skills are important aspects of these jobs, and job seekers are not necessarily equipped with soft skills when moving up the automotive technician career ladder. Additional opportunities for higher education should be provided to incumbent workers. These courses should be offered during non-work hours to allow those already working to continue to do so. San Diego & Imperial Counties 16

17 Appendix A Methodology Labor Market Report: Automotive Technicians & Automotive/Fleet Managers was conducted by the San Diego Workforce Partnership and the Centers of Excellence, commissioned by the California Community Colleges Chancellor s Office Advanced Transportation and Renewable Energy (ATRE) program. This study analyzed qualitative and quantitative data from local research, interviews and focus groups with San Diego County employers, over 6,000 job postings from San Diego and Imperial Counties between December 2013 and November 2014, and employment data. Local Research and Interviews The study began with a literature review of the available secondary resources regarding San Diego and Imperial Counties automotive industry and labor market. An extensive list of research from various San Diego organizations can be found at workforce.org/external-reports. Davis Research conducted in-depth interviews and focus groups with 22 local employers to verify the secondary research and to better understand the needs of employers in this field. The full interview and focus group discussion guides can be found in Appendix C. Employment Data The research team reviewed online job postings from the Burning Glass database, Labor Insight/Jobs between December 2013 and November 2014 for San Diego and Imperial Counties. Labor Insight/Jobs is a specialized program that collects listings from online job boards or websites, compiles them in one database and de-duplicates the same posting from multiple sites. Economic Modeling Specialists, International (EMSI) compiled the employment data used in this research in its Analyst database. Analyst collects data from over 90 sources such as the U.S. Census Bureau American Community Survey (ACS) and the U.S. Bureau of Labor Statistics (BLS). ACS provides the demographic data for San Diego and Imperial Counties and BLS provides employment and wage data. This study analyzes EMSI data as of December The industries studied in this report were defined by North American Classification System (NAICS) codes, and occupations were defined by Standard Occupational Classification (SOC) codes. SOC and NAICS are coding standards used by federal agencies to collect and disseminate employment data related to industries and occupations. The full list of NAICS and SOC codes used in this study can be found in Appendix B. Limitations of the Data It should be noted that there are certain limitations to the data used in this study. Employment projections from BLS are based on historical trends and do not involve changes in market demand or legislation that might support additional employment. Therefore, employer responses to surveys were included to assist in gauging labor supply and employer demand. Additionally, while Burning Glass Labor Insight/Jobs database collects online job postings and de-duplicates similar job postings, some duplication may still occur. San Diego & Imperial Counties 17

18 Appendix B - NAICS & SOC codes that define Fleet Management & Auto Technicians/Mechanics Standard Occupational Classification (SOC) SOC Code SOC Description Transportation/Fleet Managers General and operations managers Sales managers Transportation, storage and distribution managers Parts salespersons Sales representatives, services, all other First-line supervisors of mechanics, installers and repairers First-line supervisors of helpers, laborers and material movers, hand First-line supervisors of transportation and material-moving machine and vehicle operators Transportation inspectors Cargo and freight agents Automotive Mechanics Automotive body and related repairers Automotive service technicians and mechanics Bus and truck mechanics and diesel engine specialists North American Industry Classification System (NAICS) NAICS Code NAICS Description Automobile and other motor vehicle merchant wholesalers Motor vehicle supplies and new parts merchant wholesalers Transportation equipment and supplies (except motor vehicle) merchant wholesalers New car dealers Used car dealers General freight trucking, local General freight trucking, long-distance, truckload General freight trucking, long-distance, less than truckload Specialized freight (except used goods), local Specialized freight (except used goods) trucking, long-distance Port and harbor operations Other support activities for road transportation Freight transportation arrangement All other support activities for transportation Couriers and express delivery services Truck, utility trailer, and RV (recreational vehicle) rental and leasing Process, physical distribution, and logistics consulting services General automotive repair Automotive exhaust system repair Other automotive mechanical and electrical repair and maintenance All other automotive repair and maintenance San Diego & Imperial Counties 18

19 Appendix C - Discussion guide from focus groups Total Time Of Discussion Group: Between Minutes Please Note: This is only a "guide," not a script or a survey. The questions reflect the topics and intended discussion flow, but do not necessarily reflect the exact wording or order of questions. Focus groups are intended to be natural and dynamic. I. Orientation & Introductions (10 Minutes) Thank participants and explain purpose of discussion Emphasize moderator's neutrality & independence Need for honest opinions/no right or wrong answers Recording (for internal research purposes only) Participant introductions... have each panelist provide: o Name and company (If not clear, what company does/offers) o Job title/responsibilities II. Brief Background On Company/Industry Trends (5-10 Minutes) 1. For Fleet: What types of vehicles do you have in your fleet? What trends and changes have you noticed when it comes to the vehicles in your fleet? Are any types of vehicles increasing in number... or decreasing? Explain. Do you see an increasing trend in electric/hybrid vehicles in your fleet? What are the primary drivers of your fleet composition? (e.g., Are you procuring specific vehicles due to economics, corporate policy, government policy, or other incentives?) What primary technological changes do you anticipate will impact your work? How are/will you prepare for those changes? Any changes or additional needs in your servicing of vehicles? 2. For Dealer Service & Auto Repair Shops: What type(s) of services, maintenance and repair do you provide (e.g., services to specific models and makes or services for all vehicles, services for all vehicles)? What types of vehicles do you service and repair? What trends and changes have you noticed when it comes to servicing and repairing vehicles? What new challenges are you facing in services and repairing vehicles (new and old models)? What primary technological changes do you anticipate will impact your work? How are/will you prepare for those changes? Any changes or additional needs in your servicing of vehicles? San Diego & Imperial Counties 19

20 3. Is there any particular, growing challenge that your company faces when it comes to servicing vehicles? What about in terms of new vehicle technology? Explain. III. Hiring: Practices, Needs & Challenges (35-40 Minutes) 1. What are the technician and management level jobs/positions at your company? Discuss: how many employees are in each position; and about how frequently there is an opening for that position. Specifically probe on: Auto mechanics Master mechanics Managers (floor managers, transportation managers, fleet managers, etc.) 2. Where and how do you typically hire people to fill each of these positions? Describe the typical hiring process... including the main sources you rely on/use to generate a pool of applicants (e.g., internships/apprenticeships, community colleges, etc.). How many people usually apply for the position? How many will you hire? When filling management positions: Do you typically promote from within or hire from outside? Do you post job postings online? If so, what website(s)? What's the typical pathway? 3. What are the requirements for these positions? Education requirements: Any minimum requirements? Do the minimum requirements differ by position? If so, how/why? Ideally, what level/type of education would a strong applicant have? Why? Certification requirements: How important are industry-recognized certifications (e.g., ASE, manufacturer certifications)? Which certifications are most important? Why? Are there specific certification providers that you value over others? Work experience: How important is previous work experience? Why? What type of prior work experience is most important? Skill set: What skills and knowledge are you looking for? What skill set is most important for applicants to have? Why? Where do applicants usually acquire these skills/knowledge? What are your expectations? What are the key deficits of applicants? 4. What are the most important factors that determine who you will hire if you have a pool of candidates for that position? What will most influence your decision? The best candidate will. 5. How easy/hard to find qualified candidates for these positions? Why? For positions that are difficult to fill: what is difficult about it? 6. What is your attitude about applicants who come from community college programs -- what has been your experience? Do you feel they are any more or less skilled, knowledgeable and qualified than other candidates? Do you see any differences? How often do you hire someone from a community college program? Why? San Diego & Imperial Counties 20

21 Do they lack any important skills or knowledge? Are there any gaps or deficiencies? If so, what are they? What about internships? Do you offer? Do you want to? Explain. 7. How do you view graduates of programs sponsored by auto manufacturers (e.g., GM, Toyota, Honda) vs. those from general automotive technology programs? Is one more or less skilled, knowledgeable, qualified than the other? Any difference in quality? Is one a more attractive candidate to you? Why? Does either lack any important skills or knowledge? Are there any gaps or deficiencies? If so, what are they? IV. Training Activities & Needs (15-20 Minutes) 1. Technician-level jobs: How do your incoming workers get training (e.g., on-the-job, etc.)? (Would suggest this be a second question - What about your current workforce?) What specific areas of training are needed for new hires? Why? What specific areas of training are needed for current staff? Why? Also probe on advanced technology training/needs. 2. Management-level jobs: What specific knowledge and skill areas are needed for managers? Why? How do they acquire this? 3. Overall, how satisfied are you with the training of your workforce? Do you seen any opportunity for a community college to offer future training to your new hires; to your current workers? How interested would you be? What skills, knowledge or topics? V. Four-Year Degree In Automotive Management (25-30 Minutes) 1. What are your thoughts and reactions to the idea of a community college in the San Diego area offering a 4-year degree in Automotive or Transportation (I think you have to include the word transportation at least once or fleet managers will dismiss the concept as just focused on automotive dealerships or repair companies) Management in the future? What would you think? Discuss top-of-mind perceptions and opinions of the concept. What would be your expectations for such a program? Do you see a need for such a program in your industry? Explain. What kind of value would such a degree/program have? Would an applicant with this degree be any more attractive or competitive of a candidate for a (management) position at your company? Would the additional two years of education give them any meaningful/competitive advantage (especially over those with 2-year degrees)? Would the degree help workers move up any faster? Explain. Would you have benefited from acquiring such a degree? San Diego & Imperial Counties 21

22 2. What should this 4-year program look like in order to maximize its value and attractiveness to you/your company? Describe. What would it need to teach? What should the curriculum be? What specific skills, knowledge and training would it need to offer students? What would make it worthwhile? VI. Session Wrap-Up (5-10 Minutes) 1. Overall, what skills, training and knowledge will be most important for your company's technicians and managers to have in the future? What should community colleges focus on in the future to help support and meet these needs, and to prepare students? 2. Thank participants; close session. San Diego & Imperial Counties 22

23 Appendix D GIS Maps Figure D1: Companies with Fleets in San Diego County by Number of Vehicles 21 Figure D2: Companies with Fleets in Imperial County by Number of Vehicles Map developed from InfoUSA database 22 Map developed from InfoUSA database San Diego & Imperial Counties 23