NOZZLE · 2019. 11. 7. · 1 NOZZLE CHATTER NEWS FROM THE ASSOCIATION OF DIESEL SPECIALISTS Better...

WWW.DIESEL.ORG 1

NOZZLECHATTER NEWS FROM THE

ASSOCIATION OF DIESEL SPECIALISTS

Better Together2020 ADS International Convention & Trade Show

Co-Located with HDAW – January 26-30, 2020 – Grapevine, Texas

See page 28

2019 – ISSUE 4

RECRUITMENT & RETENTIONTech Shortage ......................................page 14New ADS Job Board .......................... page 24ADS Compensation Survey ..............page 26

http://www.diesel.org

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CONTENTS

DEPARTMENTS

ADS Happenings ............................4From the President .........................7From the Executive Director ..........9Diesel in the News ........................10

ADS publishes Nozzle Chatter with the be-lief that all information set forth is true and accurate. The views and opinions expressed in the articles are those of the author of the articles and not necessarily the publisher. The Association disclaims any liability to the reader or third parties for any injury or dam-ages which result from any inaccuracies. This information is for the use of ADS members. Any distribution, reproduction or sale of this material or the contents hereof without the consent of ADS is expressly prohibited.

12 ADS / Ortner Foundation Update

14 Tech Shortage

24 New ADS Job Board

26 ADS Compensation Survey

28-34 ADS / HDAW Information

242020 Convention

Better TogetherJanuary 26-30, 2020

Grapevine, Texas

28

ADVERTISING INDEX

BorgWarner Turbo Systems .........2828.650.7524http://www.turbodriven.comArden, North Carolina

Bukaty Companies ........................6913.345.0440www.bukaty.comLeawood, Kansas

D&W Diesel Inc............................ 35315.253.5300www.dwdiesel.comAuburn, New York

Delphi Technologies .................... 13248.813.1898www.delphiautoparts.comTroy, Michigan

FPPF Chemical Company ........... 31716.856.9607http://www.fppf.comBuffalo, New York

Goldfarb & Associates Inc. .........27301.770.4514http://www.goldfarbinc.comRockville, Maryland

Lucas Diesel ..................................11248.590.6995www.lucasdiesel.comDetroit, Michigan

Melett Ltd. .................................... 3044.1226.320939http://www.melett.comMemphis, Tennessee

Memo Corporation ..................... 25817.488.4444http://www.memoparts.comSouthlake, Texas

Midwest Fuel Injection Service Corporation ....... 26, Back Cover

877.373.6659http://www.midwestfuelinjection.comBolingbrook, Illinois

Niitsu Turbo Industries (M) Sdn. Bhd. .................................. 17

603.625.39362http://www.niitsu-turbo.comJalan Kepong, Kuala Lumpur

Malaysia

North American Bancard ..............5212.889.1800 ext 201New York, New York

R.A.S.E.D. S.P.A. Spaco Diesel .....839.02.272.2161http://www.spacodiesel.comMilano, Lombardy Italy

Sun Diesel Systems LLC ............. 10818.770.1166http://www.sundiesystems.comLas Vegas, Nevada


http://www.turbodriven.com

http://www.bukaty.com

http://www.dwdiesel.com

http://www.delphiautoparts.com

http://www.fppf.com

http://www.goldfarbinc.com

http://www.lucasdiesel.com

http://www.melett.com

http://www.memoparts.com

http://www.midwestfuelinjection.com

http://www.niitsu-turbo.com

http://www.spacodiesel.com

http://www.sundiesystems.com

4 2019 - ISSUE 4

ADS HAPPENINGS

ADS/Industry CalendarFor more information on these and other events, visit diesel.org/events.

2020 ADS International Convention & Trade Show, co-located at HDAW January 26 – 30, 2020 The Gaylord Texan Resort Grapevine (Dallas), Texas

CONEXPO-CON/AGG 2020 March 10-14, 2020 Las Vegas Convention Center www.conexpoconagg.com Las Vegas, Nevada ADS representative to attend.

Find us on:

Welcome New Members!ASSOCIATEVan Rompaey HKris Van RompaeyHeist-op-den-Berg, Antioquia

Belgium32.1525.7470http://www.hvanrompaey.com

DIESEL ENGINE SERVICE - INTERNATIONAL

Centro Mecanico IndustrialNelson BendeckComayagüela MDC, Honduras+504 2237-4361http://www.cemecin.com

REPLACEMENT PARTS DISTIRBUTOR

AutoFixSOS/DieselFixSOSChris CottonWichita Falls, Texas 580.491.3519http://www.autofixsos.com

Greening Power IncLee XuHialeah, Florida 786.327.4917

SERVICE (CANADA & US)Diesel Emission TechnologiesPeter LambeOrange, California 714.782.7170http://www.

dieselemissiontechnologies.com

2019 ADS Membership Directory CorrectionsADS recently released its 2019 Membership Directory. Below are corrected listings for two members.

Columbus Diesel Supply Company Inc. (NWW) (TC) (DR++) 3100 Delta Marine Dr.Reynoldsburg, Ohio 43068Phone: 614.445.8391Toll Free: [email protected]://www.columbusdieselsupply.comContact(s):Brad Fry - Branch Manager

Authorized Service Locations with ADS Manufacturer(s): Cummins Inc., Cummins Turbo Technologies, Del-phi Technologies, DENSO, DISA Spa, DUAP, Garrett Transportation Systems, Interstate-McBee, LLC, Robert Bosch Inc., Robert Bosch LLC, Stanadyne LLC

Shop Services Available: Common Rail Injector Testing, Drive-In Service, Fuel Injection Equipment, Turbochargers

Turbo Auto Diesel4859 W. Van Buren St.Phoenix, Arizona 85043Phone: 602.272.5311Fax: 602.269.693924 Hour Emergency Service Phone Number: Call for DetailsSaturday Hours: By Appointment [email protected]://www.turbos-usa.comContact(s):Kenneth Diaz – President

Authorized Service Locations with ADS Manufacturers: BorgWarner Turbo Systems, Delphi Technologies, Interstate-McBee, LLC

Shop Service Available: Drive-In Ser-vice, Fuel Injection Equipment, Gover-nors, Turbochargers

http://diesel.org/events.

http://www.conexpoconagg.com

http://www.hvanrompaey.com

http://www.cemecin.com

http://www.autofixsos.com

http://www.dieselemissiontechnologies.com

http://www.dieselemissiontechnologies.com

mailto:[email protected]

http://www.columbusdieselsupply.com


http://www.turbos-usa.com/

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Your ADS Business Service Specialists

• Employers decide what qualifies as full timeeligibility, ranging from 20-40 hrs per week.

• This program covers 1099contracted employees.

• Solutions available for employees working inmultiple states.

• Savings over ACA rates with an opportunity formore level renewal increases

• Teledoc, COBRA, Section 125 and HSA/HRAadministration are available.

• There are six medical benefit options tochoose from. The number of plan choices thatcan be provided for your employees dependson group size.

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Joe UbaldeNational Strategic Benefits ConsultantOffice: 913.647.3979Cell: [email protected]

Kent FriendNational Strategic Benefits ConsultantOffice: 913.777.7535Cell: [email protected]

Composite underwritten rates are available for groups with as few as two employees enrolled in the plan with potential to receive a partial refund of paid premiums at the end of annual contract. National General provides health coverage options in 49 states and District of Columbia. Here are a few of the valuable advantages provided through this program:

For more information, please contact:

WWW.DIESEL.ORG 7

2019 ADS LEADERSHIP

OfficersLaura Rountree ADS President Industrial Diesel Inc.

Al Roberts ADS Vice President Turbo Diesel & Electric Systems, Inc.

Paul Thoms ADS Treasurer Midwest Fuel Injection Service Corp.

Bryan Menke ADS Secretary R & R Engine & Machine

Board MembersRicardo Berrueta Berrueta Diesel Parts, S.A. de C.V.

Nora Chu Electro Inyección Diesel Chu, S.A.

Saul Goldfarb Goldfarb & Associates Inc.

Patrick Harcourt BorgWarner Turbo Systems

John Hughes Cummins Inc.

Von Leefers Area Diesel Service Inc.

William McLaury Superior Turbo & Injection

Bill Oehlschlager Central Diesel Inc.

Michael Oliveros Williams Diesel Service, Inc.

Mike Perkins Diesel Plus LLC

Christian Roth Valley Fuel Injection Ltd.

Mike Ruffing Central Motive Power Inc.

FROM THE PRESIDENT

Laura RountreeIndustrial Diesel Inc.Norfolk, Virginia

“Better Together - Conquer Change”2020 is around the corner and with that new adventures are coming our way. This will be our first year gathering for our annual ADS Convention in January alongside HDAW. How fitting that the theme for this year’s event is, “Conquer Change”. As an industry, we know and understand the realities of change. I hope you have registered for both “ADS” & “HDAW”. This is an exciting time, and I am eager to see the latest products and innovations in the heavy-duty aftermarket all under one roof. We have been busily preparing for our shortened, but equally informative ADS convention. I’m looking forward to presentations from Alliant Power, AE Tools, Cummins, Delphi, Denso, Stanadyne/Pure Power, Lucas Diesel Systems, and

more. It will be good to see some of our old friends again. In preparation for this year’s event, I encourage you to go to HDAW.org and research all the opportunities available to you.

So, if you haven’t registered, please get it done as soon as possible. I believe together, we can take on the demands of our ever-changing industry. None of us really know what the future holds. But, together we have fighting chance. I really like what I read by Mark Sanborn. He said, ”Your success in life isn’t based on your ability to simply change. It is based on your ability to change faster than your competition, customers and business.” So let’s conquer this change together! I look forward to seeing everyone in January. Remember, I am only a phone call away. n

Better Together


http://HDAW.org

WWW.DIESEL.ORG 9

If you Build Relationships, you Build your BusinessEverything we do at ADS is pivotal around driving membership value. We were founded on the principle of members helping other members and at least for the foreseeable future, I don’t feel we will waiver from that principal.

ADS has been making great strides in improving its brand recognition. One of its biggest initiatives was the recent signing of an agreement with HDAW to co-locate the ADS Convention together with HDAW in January of 2020. There are many other initiatives which we recently announced as well as partnerships with a significant number of other organizations which gives not only ADS brand recognition but it also gives members

recognition as well. Participating and networking in various events such as AAPEX, ASA, REMATEC, ConExpo-ConAg, APRA, HDAW, Automechanika, and many more also brings a tremendous amount of exposure to everyone who is an ADS member.

If we stay focused on helping our members to provide opportunities and guidance on business growth we will continue to be a viable organization. Helping me along the way has been the guidance and leadership from our Officers, Board and volunteers. I invite you to get more involved in ADS.

Finding success isn’t just about having a big network, it is about having a network of meaningful connections who you really understand how they’re wired and what made them successful. That’s when you can have dialogue. You need to know that person. If you need a particular skill- set and know there is a great person out there, how do you make something happen? It’s so much more powerful than just a network of people, but a significant network of members to support you and your business.

Power connections are made at ADS and in January of 2020 together with HDAW. Emails and phone calls have nothing on face-to-face contact. We form our strongest, most effective business relationships in person. From the exhibit show floor to after-hours events, ADS provides hundreds of valuable opportunities to do just that with pre-set schedules or spur-of-the-moment walk-ups. Meet, mix and mingle with hundreds of key players from a variety of industry sectors and different corners of the globe. Introduce yourself. Exchange ideas—and laughter—as well as your business cards. Reunite with colleagues you’re eager to see again. One could say the ADS Convention together with HDAW will be the most productive and best use of your time and best return on your investment for all of 2020. n

David FehlingADS Executive Director

Executive Director David Fehling [email protected]

Association Manager Scott Parker [email protected]

Association Manager Casey Parker [email protected]

Accounting Manager Kim Litscher [email protected]

Advertising and Marketing Coordinator Brittanne Gasser [email protected]

Communications Coordinator Lauren Groves [email protected]

Mexico City Office Administrative Manager Virginia Morett [email protected]

Association of Diesel Specialists Headquarters 7250 Heritage Village Plaza, #201 Gainesville, VA 20155 Phone: 816.285.0810 Fax: 703.753.2445 E-mail: [email protected] Website: www.diesel.org

Executive Director’s Office PO Box 26487 Overland Park, KS 66225-6487 Phone: 913.345.0288 Fax: 913.345.0299

Mexico City Office Av. Adolfo Lopez Mateos No. 8-3 Col. Santa Cruz del Monte 53110 Naucalpan, EDO Mexico Phone: 52.55.55.72.38.11 Fax: 52.55.55.72.37.28

Nozzle Chatter is the official publication of the Association of Diesel Specialists.

NOZZLECHATTER NEWS FROM THE

ASSOCIATION OF DIESEL SPECIALISTS

FROM THE EXECUTIVE DIRECTOR











10 2019 - ISSUE 4

Jacobs Partners with Tula on Cylinder Deactivation for Diesel Engines Jacobs Vehicle Systems has entered into a collaboration agreement with Tula Technology, an internal combustion controls company to work together to further develop cylinder deactivation technologies, which reduce engine fuel consumption and emissions. The new partnership will use Tula’s DSF controls technology to support Jacobs’ expertise in diesel deactivation hardware development.

Jacobs announced its Cylinder Deactivation (CDA) technology for medium- and heavy-duty commercial engines in 2018. Tula has licensed its Dynamic Skip Fire (DSF) technology for major auto OEM gasoline applications. Jacobs’ CDA, cylinder deactivation mechanisms, originally designed for the company’s High Power Density (HPD) engine brake, are used in the valvetrain to disable the opening of the intake and exhaust valves. The hydraulically activated mechanism is integrated in a collapsing valve bridge system for overhead camshaft engines or with a collapsing pushrod system for cam-in-block engines. When this is combined with disabled injection in selected

cylinders, multiple cylinders can be deactivated as needed. At low engine loads with three of six cylinders deactivated, fuel consumption can be improved by up to 20%.

Jacobs said its CDA technology reduces emissions by achieving higher exhaust temperatures, thus maintaining aftertreatment temperatures for optimal efficiency of SCR systems, even when the engine is in idle or low load operation. CDA also enables faster warm-up after engine start-up of the aftertreatment system and minimizes cooling of aftertreatment during coasting. CDA additionally reduces camshaft friction, pumping losses in part-load conditions, and use of the intake throttle, all of which yields overall improvements in fuel consumption while increasing exhaust temperatures.

Tula has developed an infinitely variable cylinder deactivation system, integrating advanced digital signal processing and software with sophisticated engine control algorithms. This technology reduces fuel consumption of gasoline engines by 6-15% on real world drive cycles; the collaboration aims to enable Jacobs to develop and demonstrate deactivation hardware required for diesel engines.

DIESEL IN THE NEWS

WWW.DIESEL.ORG 11

Nissan Discontinues Diesel Titan XD Pickup Nissan will cease production of the diesel-powered Titan XD pickup after the 2019 model-year and will replace it with a gasoline-powered model, according to a letter sent to U.S. dealers. The move comes less than four years after the 5.0L, V-8 XD was introduced in late 2015 for the 2016-MY. Nissan has confirmed the move, noting preparation for the launch of the new, refreshed 2020-MY Titan and Titan XD Gas later this year. Nissan said it is simplifying the Titan lineup to focus efforts on models that attract retail customers in the market for a full-size truck. Nissan sold 18,026 full-size trucks in the first half of this year, 1.5% market share, while Ford sold 448,398 in the same period, according to Automotive News.

Full-Size Diesel Pickup Sales Up 23% According to the latest data from the Diesel Technology Forum (DTF), sales of full-size diesel pickup trucks in the US are up 23% over the first quarter of 2019 – more than double the sales of all cars and trucks for the quarter (11%). Relative to a comparable gasoline model, the diesel option offers more fuel

efficiency, thereby reducing GHG emissions. Recent advances in emission control technology, combined with the introduction of ultra-low sulfur diesel fuel in 2006, have improved performance, reduced engine noise and fuel odor, and decreased emissions. Clean diesel technology in today’s properly maintained vehicles emits near zero levels of emissions, according to the DTF. There are nearly 50 diesel-powered choices for American consumers in 2019. Current diesel offerings range from light-duty and heavy-duty pickup trucks to crossovers and sedans.

Natural Gas Truck Sales Are on the Rise Retail sales of U.S. and Canadian Class 8 Natural Gas trucks have increased in 2019, reversing the declining trend from the year before, according to ACT Research’s Alternative Fuels Quarterly. As of May, year-to-date sales were up 43% and were also up 10% from April’s numbers. Refuse fleets were the biggest purchaser of new Class 8 natural gas trucks. Other big adopters were transit and school bus fleets. In the trucking industry, many new natural gas trucks were purchased by buyers that were replacing other natural gas trucks or increasing the size of their fleets.


12 2019 - ISSUE 4

2019 – 2020 ADS / Ortner Foundation UpdateBy David Fehling

A s the Treasurer of the Ortner Foundation, I am pleased to report another successful year for the Ortner Foundation. Donations exceeded our projections and

we were once again able to award six $1000.00 scholarships to students entering educational programs in the diesel field.

One of the most challenging problems ADS Members and the diesel industry in general face today is to locate, hire and train qualified technicians. I would like to let you know what ADS has in place and what we are working on to assist you in this area, but before that let me give you some of the Ortner Foundation background history.

The Association of Diesel Specialists / Henry and Esther Ortner Educational Foundation was established in 1994 following receipt of a gift from the estate of the late Mrs. Esther Ortner. Mrs. Ortner was the widow of Henry Ortner Jr., the first ADS Technical Director. The ADS/Ortner Foundation is a 501(c) (3) charitable organization.

The Foundation’s purpose is to benefit educational programs for the Association of Diesel Specialists, and for the diesel fuel injection and diesel industries. Expenditures by the ADS/Ortner Foundation are made exclusively from the investment income. As mandated in its bylaws, neither the Foundation’s governing board of Trustees nor any officer has authority to expend its principal in whole or in part.

In 1995, the ADS/Ortner Foundation’s trustees approved the “Ortner Scholarship Program.” The scholarships, administered by the ADS Technical Education Committee, its aim is to seek to recruit new students into diesel training programs at educational institutions who are members of ADS.

Scholarships are given to individuals, mostly students demonstrating an eagerness to explore the medium in order to develop those skills necessary for entering the diesel field. To this date the Ortner Foundation has awarded in excess

of 300 scholarships totaling over $225,000.00 to students entering the diesel field and studying at an ADS Technical Training Member School.

The Ortner Scholarship Program is administered by the ADS Technical Education Committee and commenced in the 1996-97 school year as a stand-alone scholarship program. In order to expand the awareness of the Ortner Scholarships as well as offering applications on-line, we partnered up with the Automotive Aftermarket Scholarships Central Program. This organization has partnered with over 30 different organizations in the automotive and diesel industry. A student using one application, can apply on-line for more than one scholarship in one easy location.

Across all the participating donors and organizations of the Automotive Aftermarket Scholarships Central Program a record was set in 2018. A total of 342 scholarships totaling $450,000 were awarded. In case you are wondering, several students received more than one scholarship.

Do you know a student who is thinking of a career in the diesel field? If so, please encourage them to apply for a scholarship. The applications are available online now and the deadline for applying is March 31, 2020. For more information on the Ortner Foundation Scholarship please go to www.automotivescholarships.com.

As I said earlier, one of the most challenging problems fuel injection shops face today is to locate, hire and train qualified technicians. We encourage you to also invest in the future of your diesel industry by making a tax-deductible donation to the ADS/Ortner Foundation, a 501(c) (3) charitable organization. Help us seek and recruit new students into diesel training programs. For additional information, please contact me at 913.345.0288 or e-mail at [email protected] or check out the ADS website at www.diesel.org n

http://www.automotivescholarships.com



WWW.DIESEL.ORG 13

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14 2019 - ISSUE 4

TECH SHORTAGE

March 2019 | EquipmentWorld.com EquipmentWorld.com | March 201940 41

Distributors says the heavy equipment technician shortage is costing its members $2.4 billion in revenue each year. “You take that down to the dealer level, it’s costing each dealer $6 million on average,” says Steve Johnson with the AED Foundation. At the technician level, the cost is over $300,000 per technician. “It’s a very big problem,” he says.

AED research has placed the im-mediate technician shortfall among AED dealers at more than 4,000. “And in the next five years or so, we’re talking about adding around 20,000 technicians,” says Cory Hayes with the AED Foundation. “That’s just in the heavy construc-tion equipment sector. Everyone wants the same person, so it’s im-portant for us to start finding these students as early as possible for our members.”

“It’s just escalating as time goes on,” says Diane Benck, vice presi-dent of West Side Tractor Sales, a John Deere dealer in northern Illinois, Indiana and southern Michigan. The direct impact for dealerships such as hers is loss of revenue. “If you can’t meet their needs, they will go somewhere else,” she says. “It really boils down to our ability to respond quickly because contractors are looking for the fastest response. Downtime costs them a tremendous amount of money. If we tell them they’re go-ing to have to wait a week before we can even take a look at their equipment, they are going to find another solution.”

“We’ve turned down business because of the lack of mechan-ics,” says Michael Vazquez, vice president of MECO Miami, which carries Atlas Copco, Dynapac and Sany lines in South Florida. “If I’ve got two machines that need to be fixed within the next couple of weeks, and I’m already booked with current clients, I can’t help you. I turned down work just re-cently because we didn’t have the mechanics.”

T oday’s market heights have put an exclamation point on the construction equip-ment technician shortage, one that’s having a direct impact on contractors.

Contractors can’t find the people they used to hire to take care of the equipment to the level they did in the past. Their go-to dealer-ships have had to raise service rates to keep up with technician

pay raises, an inevitable outcome of demand outstripping supply. Plus, dealerships may not be able to get to their down machine in a timely manner.

The Associated Equipment

special report Part 1 of a four-part series

Call it the perfect storm, one that’s beengathering for decades.

Diesel technician students at Western Dakota Tech learn that today’s complex machine electronics require technicians to go beyond the wrench by using specialty tools, laptops and diagnostic software.

by Marcia Gruver Doyle, Tom Jackson, Don McLoud

Sour

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Printed with Permission from: Equipment World and Randall-Reilly.

WWW.DIESEL.ORG 15

TECH SHORTAGE


Distributors says the heavy equipment technician shortage is costing its members $2.4 billion in revenue each year. “You take that down to the dealer level, it’s costing each dealer $6 million on average,” says Steve Johnson with the AED Foundation. At the technician level, the cost is over $300,000 per technician. “It’s a very big problem,” he says.

AED research has placed the im-mediate technician shortfall among AED dealers at more than 4,000. “And in the next five years or so, we’re talking about adding around 20,000 technicians,” says Cory Hayes with the AED Foundation. “That’s just in the heavy construc-tion equipment sector. Everyone wants the same person, so it’s im-portant for us to start finding these students as early as possible for our members.”

“It’s just escalating as time goes on,” says Diane Benck, vice presi-dent of West Side Tractor Sales, a John Deere dealer in northern Illinois, Indiana and southern Michigan. The direct impact for dealerships such as hers is loss of revenue. “If you can’t meet their needs, they will go somewhere else,” she says. “It really boils down to our ability to respond quickly because contractors are looking for the fastest response. Downtime costs them a tremendous amount of money. If we tell them they’re go-ing to have to wait a week before we can even take a look at their equipment, they are going to find another solution.”

“We’ve turned down business because of the lack of mechan-ics,” says Michael Vazquez, vice president of MECO Miami, which carries Atlas Copco, Dynapac and Sany lines in South Florida. “If I’ve got two machines that need to be fixed within the next couple of weeks, and I’m already booked with current clients, I can’t help you. I turned down work just re-cently because we didn’t have the mechanics.”

T oday’s market heights have put an exclamation point on the construction equip-ment technician shortage, one that’s having a direct impact on contractors.

Contractors can’t find the people they used to hire to take care of the equipment to the level they did in the past. Their go-to dealer-ships have had to raise service rates to keep up with technician

pay raises, an inevitable outcome of demand outstripping supply. Plus, dealerships may not be able to get to their down machine in a timely manner.

The Associated Equipment

special report Part 1 of a four-part series

Call it the perfect storm, one that’s beengathering for decades.

Diesel technician students at Western Dakota Tech learn that today’s complex machine electronics require technicians to go beyond the wrench by using specialty tools, laptops and diagnostic software.

by Marcia Gruver Doyle, Tom Jackson, Don McLoud

Sour

ce: D

akot

a Co

unty

Tech

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Sour

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16 2019 - ISSUE 4

It’s everyone’s problemThis is not just a dealer problem. “Our customers are strug-gling with the exact same problem,” Benck says. “They can’t go out and hire someone to even do their routine mainte-nance work. So they are relying more on the dealer channel to do their maintenance work.”

And stealing techs from another dealer or contractor does nothing to fix the problem, Benck asserts. “It just solves an immediate need.”

Raises in technician pay have resulted in increased shop rates, says Steve Meadows with Berry Companies, a Bobcat and Komatsu distributor with 33 locations in six Midwestern states. “We always want to be able to keep our great tech-nicians. You’ve got to keep an eye on where your pay is, or your technicians will get picked off by a competitor. We need these people to be both good at their jobs and satisfied with what they’re doing.”

“We’re presently looking for five to 10 mechanics to hire in the next year,” Vazquez continues. “If we could hire five today, I’d be extremely content.”

Kim Rominger, CEO of the Equipment Dealers Association,

March 2019 | EquipmentWorld.com42

special report Tech shortage | continued

– Diane Benck, vice president, West Side Tractor Sales

It really boils down to our ability to re-

spond quickly because contractors are looking for the fast-est response. Downtime costs them a tremendous amount of money.”

“

Derek Dassel, who’s been with Berry Companies’ White Star Machinery division for 4.5 years, tackles a machine fix with an open laptop.

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18 2019 - ISSUE 4

ship and better for the tech.” Brozek says that when he goes

into local high schools to recruit young talent, he often finds deep misconceptions about the career opportunities for a technician. But when he brings in technicians who can tell how they started out making $35,000 and now make $100,000-plus, the mindset changes.

“It blows people’s minds,” he says. “When we go out and edu-cate our high school counselors and teachers, they’re like, ‘What?’”

Brozek tells them: “Do you real-ize I will pay your student $20 an hour and pay for all his school, all his tools and guarantee him a job for four years?”

Make ’em rock starsMany believe the industry hasn’t done a good enough job of getting that message out.

Keaton Turner is the president of Turner Mining Services, a company that specializes in recruiting and retaining millennial and Gen Z workers using social media. When it comes to attracting techs, the industry is failing not due to lack of effort, but from poor branding, he says.

“They need to make their techni-cians rock stars and part of their branding and marketing,” Turner says. “I don’t think there is any-body out there who is making the career of a diesel technician ap-pear to be sexy.”

Janet Goble faced a similar image problem when she took over as the director of Career and Tech-nical Education at the Canyons School District in Sandy, Utah. The district’s diesel technician training program had suffered from benign neglect, and students and their parents had an indifferent view of the profession.

The program had just two diesel engines for 25 to 30 students to work on, and those were Tier 0 engines. And despite the area’s booming mining and energy resources, the students were not connected with the industry as potential employees.

So the district formed a Diesel Industry Partnership program with trucking and construction vendors

such as Cat, Komatsu and Cum-mins. Cummins donated 12 newer engines to the program. The part-ners took students to their work-places and let them job shadow technicians. The high schools coordinated their curriculum with the community college so students could get college credit for ad-vanced technician training in high school. As a result, the industry is getting more technicians trained at a higher level, and the district’s diesel training program has a wait-ing list of students to get in.

And when these partners visited parents and students they wore button-down shirts and talked about the pay and job prospects, especially as it compares to the four-year college route. “Once they

They need to make their technicians rock stars… I don’t think there is anybody out

there who is making the career of a diesel tech-nician appear to be sexy.


says that most of the group’s members need at least three more technicians each.

“There’s just a huge short-age,” he says. “And the market is pretty thin. It’s not just equipment dealers. It’s auto dealers, over-the-road trucking firms. Everybody is looking for techs.”

Dirty, dark and dangerous…not“None of the three D’s – dirty, dark and dangerous – are re-ally true these days,” Benck says. “Today the most impor-tant tool that our technicians have is their laptop. It really takes highly skilled people to fix the machines of today. It’s not anything like it was 25 years ago.”

“Today’s shops are often well-lit, well-tooled and good working environments,” says Wayne Brozek, aftermarket vice president for 21st Century Equipment, a John Deere deal-er serving Nebraska, Colorado and Wyoming.

“You don’t just come in and replace greasy, dirty parts. You use your laptop, you train well, you get paid well.”

A good technician after three to five years in an ef-ficient, well-run shop – where the tech’s job is spent working billable hours and not sweep-ing floors or other menial tasks – can make a six-figure salary, Rominger says. Deal-ers are also offering to pay for training, as well as offering tool reimbursement and other bonuses and incentives.

“The tech is kind of like an accountant or a lawyer, the only thing he has to bill is his time,” Rominger says. “So the more time he spends working, doing what he’s supposed to be doing and billing that time out, the better for the dealer-


Construction technicians talk pay, why they leaveAs part of a broad-based report on technicians, Equipment World par-ent Randall-Reilly queried 70 technicians working in construction firms, dealerships, independent garages and other places of employment. In total, the report had 1,219 respondents, including 822 in heavy-duty trucking, 139 in agriculture, and 188 in automotive. To download the full report, go to www.equipmentworld.com/technician-survey/.

– Keaton Turner, president of Turner Mining Services ”“

Construction Heavy-duty trucking Agriculture Automotive

Less than $30,000 1% 3% 4% 6%

30,000 - $39,999 5% 12% 16% 11%

$40,000-$49,999 9% 26% 26% 16%

$50,000-$59,999 22% 21% 24% 16%

$60,000-$69,000 19% 20% 12% 15%

$70,000-$79,000 18% 6% 4% 8%

$80,000 & up 26% 12% 14% 26%

Construction technicians trend higher in total pay

(Includes overtime, bonuses and incentives.)

(Construction only, multiple answers accepted.)

60%

44%

12%

7%

0 10 20 30 40 50 60 70 80 90 100

Trade/vocational programin diesel engine repair

High school diploma withapprenticeship

Trade/vocational programin automotive repair

Bachelor’s degree

What level of technical education/training have you completed?

74%

44%

37%

24%

0 10 20 30 40 50 60 70 80 90 100

Pay and benefits

Location

Opportunities for career advancement

Scope of work

Construction technicians’ top 4 reasons in choosing a new job 75%

58%

57%

45%

30%

0 10 20 30 40 50 60 70 80 90 100

Unable to meetcustomer demand

Increased costsand inefficiencies

Hindered growth

Unable to seizenew opportunities

Lost customers

Dealers: What has been the impact of the skills gap?

2016 AED member survey, 105 respondents

WWW.DIESEL.ORG 19

ship and better for the tech.” Brozek says that when he goes

into local high schools to recruit young talent, he often finds deep misconceptions about the career opportunities for a technician. But when he brings in technicians who can tell how they started out making $35,000 and now make $100,000-plus, the mindset changes.

“It blows people’s minds,” he says. “When we go out and edu-cate our high school counselors and teachers, they’re like, ‘What?’”

Brozek tells them: “Do you real-ize I will pay your student $20 an hour and pay for all his school, all his tools and guarantee him a job for four years?”

Make ’em rock starsMany believe the industry hasn’t done a good enough job of getting that message out.

Keaton Turner is the president of Turner Mining Services, a company that specializes in recruiting and retaining millennial and Gen Z workers using social media. When it comes to attracting techs, the industry is failing not due to lack of effort, but from poor branding, he says.

“They need to make their techni-cians rock stars and part of their branding and marketing,” Turner says. “I don’t think there is any-body out there who is making the career of a diesel technician ap-pear to be sexy.”

Janet Goble faced a similar image problem when she took over as the director of Career and Tech-nical Education at the Canyons School District in Sandy, Utah. The district’s diesel technician training program had suffered from benign neglect, and students and their parents had an indifferent view of the profession.

The program had just two diesel engines for 25 to 30 students to work on, and those were Tier 0 engines. And despite the area’s booming mining and energy resources, the students were not connected with the industry as potential employees.

So the district formed a Diesel Industry Partnership program with trucking and construction vendors

such as Cat, Komatsu and Cum-mins. Cummins donated 12 newer engines to the program. The part-ners took students to their work-places and let them job shadow technicians. The high schools coordinated their curriculum with the community college so students could get college credit for ad-vanced technician training in high school. As a result, the industry is getting more technicians trained at a higher level, and the district’s diesel training program has a wait-ing list of students to get in.

And when these partners visited parents and students they wore button-down shirts and talked about the pay and job prospects, especially as it compares to the four-year college route. “Once they

They need to make their technicians rock stars… I don’t think there is anybody out

there who is making the career of a diesel tech-nician appear to be sexy.


says that most of the group’s members need at least three more technicians each.

“There’s just a huge short-age,” he says. “And the market is pretty thin. It’s not just equipment dealers. It’s auto dealers, over-the-road trucking firms. Everybody is looking for techs.”

Dirty, dark and dangerous…not“None of the three D’s – dirty, dark and dangerous – are re-ally true these days,” Benck says. “Today the most impor-tant tool that our technicians have is their laptop. It really takes highly skilled people to fix the machines of today. It’s not anything like it was 25 years ago.”

“Today’s shops are often well-lit, well-tooled and good working environments,” says Wayne Brozek, aftermarket vice president for 21st Century Equipment, a John Deere deal-er serving Nebraska, Colorado and Wyoming.

“You don’t just come in and replace greasy, dirty parts. You use your laptop, you train well, you get paid well.”

A good technician after three to five years in an ef-ficient, well-run shop – where the tech’s job is spent working billable hours and not sweep-ing floors or other menial tasks – can make a six-figure salary, Rominger says. Deal-ers are also offering to pay for training, as well as offering tool reimbursement and other bonuses and incentives.

“The tech is kind of like an accountant or a lawyer, the only thing he has to bill is his time,” Rominger says. “So the more time he spends working, doing what he’s supposed to be doing and billing that time out, the better for the dealer-


Construction technicians talk pay, why they leaveAs part of a broad-based report on technicians, Equipment World par-ent Randall-Reilly queried 70 technicians working in construction firms, dealerships, independent garages and other places of employment. In total, the report had 1,219 respondents, including 822 in heavy-duty trucking, 139 in agriculture, and 188 in automotive. To download the full report, go to www.equipmentworld.com/technician-survey/.

– Keaton Turner, president of Turner Mining Services ”“

Construction Heavy-duty trucking Agriculture Automotive

Less than $30,000 1% 3% 4% 6%

30,000 - $39,999 5% 12% 16% 11%

$40,000-$49,999 9% 26% 26% 16%

$50,000-$59,999 22% 21% 24% 16%

$60,000-$69,000 19% 20% 12% 15%

$70,000-$79,000 18% 6% 4% 8%

$80,000 & up 26% 12% 14% 26%

Construction technicians trend higher in total pay

(Includes overtime, bonuses and incentives.)

(Construction only, multiple answers accepted.)

60%

44%

12%

7%

0 10 20 30 40 50 60 70 80 90 100

Trade/vocational programin diesel engine repair

High school diploma withapprenticeship

Trade/vocational programin automotive repair

Bachelor’s degree

What level of technical education/training have you completed?

74%

44%

37%

24%

0 10 20 30 40 50 60 70 80 90 100

Pay and benefits

Location

Opportunities for career advancement

Scope of work

Construction technicians’ top 4 reasons in choosing a new job 75%

58%

57%

45%

30%

0 10 20 30 40 50 60 70 80 90 100

Unable to meetcustomer demand

Increased costsand inefficiencies

Hindered growth

Unable to seizenew opportunities

Lost customers

Dealers: What has been the impact of the skills gap?

2016 AED member survey, 105 respondents


20 2019 - ISSUE 4


“For years you could take a hose off, run down to the local shop and have a new one made, put it back on and away you’d go,” Am-mon says.

Now with today’s complex ma-chine electronics, you need special-ty tools, laptops and diagnostic soft-ware and that often means a dealer service call and fewer opportunities

for independent mechanics.Likewise, today’s cars and trucks

are more complex than they were 20 years ago, and that has an im-pact on young people coming into the trade, says Ammon. In the past, it was typical for a young person who wanted to be a mechanic to have some experience tearing down engines or rebuilding cars. On their

first day of vocational school, they already knew their way around the engines and tools. Now that’s not necessarily the case.

For some, this means the skill level is lower and that makes bring-ing young techs up to speed more challenging. This isn’t a huge detri-ment, say Ammon, but it does slow things down.

understand what the environment for a diesel mechanic is like today, they’re usually 100 percent on board,” she says.

Despite the improvements, the demand for diesel techni-cians in the Salt Lake City area will not be fully met in the foreseeable future, Goble adds. “We’re doing the best we can to offset it. But we just don’t have the facilities or the teachers to accommodate the demand. A majority of the teachers here come from industry. There is a severe nation-al shortage of teachers, and everybody is looking for ways to address that.”

Complicated machinery, low experienceAs a diesel technician, Dan Ammon has seen all facets of the industry, from washing parts and changing oil as an ap-prentice to working at Cat and Deere dealerships. He’s also worked jobs with oilfield services company Schlumberger and engineering-construction firm AECOM. At AECOM, he got involved with the Association of Equipment Manage-ment Professionals and became the chairman of the AEMP Workforce Development Committee. When the opportunity arose about a year ago to teach diesel mechanics at Western Dakota Tech, he jumped at it.

One of the reasons the country is facing a shortage of techs is the complexity of the equipment, says Ammon. This has made the job harder to fill and potential recruits less skilled, he says.


The Think BIG program, sponsored by three Caterpillar dealers at the Florence-Darlington Tech-nical College in Florence, South Carolina, includes a paid dealer internship every semester.

Techs at Berry Companies’ White Star Machinery division in Wichita, Kansas. “This group has a great culture and they help each other learn and grow,” says Steve Meadows.

– Wayne Brozek,aftermarket vice president for 21st Century Equipment

You don’t just come in

and replace greasy, dirty parts. You use your laptop, you

train well, you get paid well.”

“

We always want to be able to keep our great technicians. You’ve got to keep an eye on where your pay is, or your technicians will get picked off

by a competitor. We need these people to be both good at their jobs and satisfied with what they’re doing.– Steve Meadows, Berry Companies ”“

Sour

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WWW.DIESEL.ORG 21March 2019 | EquipmentWorld.com EquipmentWorld.com | March 201946 47

“For years you could take a hose off, run down to the local shop and have a new one made, put it back on and away you’d go,” Am-mon says.

Now with today’s complex ma-chine electronics, you need special-ty tools, laptops and diagnostic soft-ware and that often means a dealer service call and fewer opportunities

for independent mechanics.Likewise, today’s cars and trucks

are more complex than they were 20 years ago, and that has an im-pact on young people coming into the trade, says Ammon. In the past, it was typical for a young person who wanted to be a mechanic to have some experience tearing down engines or rebuilding cars. On their

first day of vocational school, they already knew their way around the engines and tools. Now that’s not necessarily the case.

For some, this means the skill level is lower and that makes bring-ing young techs up to speed more challenging. This isn’t a huge detri-ment, say Ammon, but it does slow things down.

understand what the environment for a diesel mechanic is like today, they’re usually 100 percent on board,” she says.

Despite the improvements, the demand for diesel techni-cians in the Salt Lake City area will not be fully met in the foreseeable future, Goble adds. “We’re doing the best we can to offset it. But we just don’t have the facilities or the teachers to accommodate the demand. A majority of the teachers here come from industry. There is a severe nation-al shortage of teachers, and everybody is looking for ways to address that.”

Complicated machinery, low experienceAs a diesel technician, Dan Ammon has seen all facets of the industry, from washing parts and changing oil as an ap-prentice to working at Cat and Deere dealerships. He’s also worked jobs with oilfield services company Schlumberger and engineering-construction firm AECOM. At AECOM, he got involved with the Association of Equipment Manage-ment Professionals and became the chairman of the AEMP Workforce Development Committee. When the opportunity arose about a year ago to teach diesel mechanics at Western Dakota Tech, he jumped at it.

One of the reasons the country is facing a shortage of techs is the complexity of the equipment, says Ammon. This has made the job harder to fill and potential recruits less skilled, he says.


The Think BIG program, sponsored by three Caterpillar dealers at the Florence-Darlington Tech-nical College in Florence, South Carolina, includes a paid dealer internship every semester.

Techs at Berry Companies’ White Star Machinery division in Wichita, Kansas. “This group has a great culture and they help each other learn and grow,” says Steve Meadows.

– Wayne Brozek,aftermarket vice president for 21st Century Equipment

You don’t just come in

and replace greasy, dirty parts. You use your laptop, you

train well, you get paid well.”

“

We always want to be able to keep our great technicians. You’ve got to keep an eye on where your pay is, or your technicians will get picked off

by a competitor. We need these people to be both good at their jobs and satisfied with what they’re doing.– Steve Meadows, Berry Companies ”“

Sour

ce: F

lore

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Darli

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22 2019 - ISSUE 4

You quickly find that

talent has options. And you’ve got to be willing to pay for talent.


Ross Morgan with H&R AgriPow-er, an equipment dealership serving parts of Kentucky, Tennessee, Illinois, Alabama and Mississippi, says that each new product from manufacturers often requires new training for the dealership’s techs. He also notes that as techs get older and retire, they’re getting harder to replace. So few people have the diagnostic skills necessary to repair the new equipment.

“The problem is not finding peo-ple who can replace and calibrate,” he says. “It’s where the (repair) problem is intangible with multiple possibilities.”

That all puts more pressure on dealerships to hang on as best they can to their experienced techs to keep them from jumping ship.

“In order to win it’s all about the talent you keep within your orga-nization,” West Side Tractor Sales’ Benck says. “We know that they’re always going to get job offers, so we want to make sure that they’re happy where they are and say they’re not interested when those offers come up.”

Brad Hershey, store manager and part owner of Hoober Incorporated, a dealership serving parts of Penn-sylvania, Maryland, Virginia and Delaware, says the company has had to raise pay to keep its techs, and it provides generous benefits.

“You quickly find that talent has options,” he says. “And you’ve got to be willing to pay for talent.”

Ammon is part of a Facebook group for diesel mechanics, and

while not a scientific survey, he asked the members to list the top reasons they left an employer and the top reasons they stayed longer than five years.

The number one reason they stay, he says, is “great pay, great compa-ny. Good work-life balance is also important.”

On the other hand, the top reason they leave is that the shop is disor-ganized and chaotic, followed by low pay and managerial problems.

Some may also fear the cyclical nature of the construction industry and the ensuing layoffs during eco-nomic downturns. Meadows sug-gests, however, that a technician’s job may be immune to this.

“During the last recession, I was president of Bobcat of Kansas City, and we determined that in order to survive we needed to lay off about 30 percent of our employees, which was very hard to do. Through that process we worked really hard to save our good technicians. We were very creative in what they could do so they could stay, with the hopes that things would turn around at some point. And boy did they.”

The center of the dealershipLosing technicians and being un-able to attract new ones also hits a dealership’s bottom line, affecting all aspects of the business.

“All areas rely on our technicians,” Meadows says. That includes sales, service, parts and rental.

“The service department is the heart of the branch because they

have to prep machines and get them ready to sell,” he says. “Once a cus-tomer owns them, they have to keep the customer satisfied. The rental de-partment is relying on them to keep their rental machines going. The parts department needs them to install parts. Then it goes back to sales because we need the service depart-ment to take care of the customer so that we can sell the next machine.”

Brozek expects the tech shortage to last at least another four to six years, but he’s optimistic that the industry will ramp up its educa-tional efforts to dispel outdated perceptions.

“There needs to be progress on all fronts in fighting that stereotype,” Johnson says. “These are profession-al jobs. Technicians are on the front line with the customer.”

But to change that perception will require everybody in the industry working on the problem, asserts Benck.

“It’s really all hands on deck,” she says. “It’s a huge problem, not only for us but for our customers as well.”

And students may find they just don’t like the work, Ammon says.

“With the high school voca-tional classes closing, students are losing the opportunity to explore different careers. Shop classes are a way to figure out what you want to do before you graduate high school.”

Another headwind for the in-dustry in training new techs is the cost of setting up and running a program.

“They’re expensive to run,” says Ammon. “You have to have trucks and equipment, something to work on.” Tools are another expense.

Keeping techsAnother underlying factor is that as machine technology expands older technicians are scrambling to keep up, says MECO Miami’s Vazquez.

“Tier 4 engines are completely different, and a lot of the older mechanics are not trained in that,” Vazquez says.

“There may be four or five tech-nology systems on one machine, which presents a challenge to old-er technicians,” Berry Companies’ Meadows says. “You kind of have to reinvent yourself as a technician to keep up. You don’t want to be the technician who just works on all the older equipment.”


– Brad Hershey,part ownerof HooberIncorporated

”

“ Up next

This is the first of a four-part series that will appear throughout the year. Upcoming stories will examine:

• Tech schools, apprenticeships, manu-facturer training

• Best practices in recruiting and retaining technicians

• Future machines, future techs

A student in the heavy construction equipment technology course at Dakota County Technical College in Rosemont, Minnesota, which is ac-credited by AED.

If I’ve got two machines that need to be fixed within the next couple of weeks, and I’m already booked with current clients,

I can’t help you. I turned down work just recently because we didn’t have the mechanics.– Michael Vazquez, vice president of MECO Miami ”“

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WWW.DIESEL.ORG 23

You quickly find that

talent has options. And you’ve got to be willing to pay for talent.


Ross Morgan with H&R AgriPow-er, an equipment dealership serving parts of Kentucky, Tennessee, Illinois, Alabama and Mississippi, says that each new product from manufacturers often requires new training for the dealership’s techs. He also notes that as techs get older and retire, they’re getting harder to replace. So few people have the diagnostic skills necessary to repair the new equipment.

“The problem is not finding peo-ple who can replace and calibrate,” he says. “It’s where the (repair) problem is intangible with multiple possibilities.”

That all puts more pressure on dealerships to hang on as best they can to their experienced techs to keep them from jumping ship.

“In order to win it’s all about the talent you keep within your orga-nization,” West Side Tractor Sales’ Benck says. “We know that they’re always going to get job offers, so we want to make sure that they’re happy where they are and say they’re not interested when those offers come up.”

Brad Hershey, store manager and part owner of Hoober Incorporated, a dealership serving parts of Penn-sylvania, Maryland, Virginia and Delaware, says the company has had to raise pay to keep its techs, and it provides generous benefits.

“You quickly find that talent has options,” he says. “And you’ve got to be willing to pay for talent.”

Ammon is part of a Facebook group for diesel mechanics, and

while not a scientific survey, he asked the members to list the top reasons they left an employer and the top reasons they stayed longer than five years.

The number one reason they stay, he says, is “great pay, great compa-ny. Good work-life balance is also important.”

On the other hand, the top reason they leave is that the shop is disor-ganized and chaotic, followed by low pay and managerial problems.

Some may also fear the cyclical nature of the construction industry and the ensuing layoffs during eco-nomic downturns. Meadows sug-gests, however, that a technician’s job may be immune to this.

“During the last recession, I was president of Bobcat of Kansas City, and we determined that in order to survive we needed to lay off about 30 percent of our employees, which was very hard to do. Through that process we worked really hard to save our good technicians. We were very creative in what they could do so they could stay, with the hopes that things would turn around at some point. And boy did they.”

The center of the dealershipLosing technicians and being un-able to attract new ones also hits a dealership’s bottom line, affecting all aspects of the business.

“All areas rely on our technicians,” Meadows says. That includes sales, service, parts and rental.

“The service department is the heart of the branch because they

have to prep machines and get them ready to sell,” he says. “Once a cus-tomer owns them, they have to keep the customer satisfied. The rental de-partment is relying on them to keep their rental machines going. The parts department needs them to install parts. Then it goes back to sales because we need the service depart-ment to take care of the customer so that we can sell the next machine.”

Brozek expects the tech shortage to last at least another four to six years, but he’s optimistic that the industry will ramp up its educa-tional efforts to dispel outdated perceptions.

“There needs to be progress on all fronts in fighting that stereotype,” Johnson says. “These are profession-al jobs. Technicians are on the front line with the customer.”

But to change that perception will require everybody in the industry working on the problem, asserts Benck.

“It’s really all hands on deck,” she says. “It’s a huge problem, not only for us but for our customers as well.”

And students may find they just don’t like the work, Ammon says.

“With the high school voca-tional classes closing, students are losing the opportunity to explore different careers. Shop classes are a way to figure out what you want to do before you graduate high school.”

Another headwind for the in-dustry in training new techs is the cost of setting up and running a program.

“They’re expensive to run,” says Ammon. “You have to have trucks and equipment, something to work on.” Tools are another expense.

Keeping techsAnother underlying factor is that as machine technology expands older technicians are scrambling to keep up, says MECO Miami’s Vazquez.

“Tier 4 engines are completely different, and a lot of the older mechanics are not trained in that,” Vazquez says.

“There may be four or five tech-nology systems on one machine, which presents a challenge to old-er technicians,” Berry Companies’ Meadows says. “You kind of have to reinvent yourself as a technician to keep up. You don’t want to be the technician who just works on all the older equipment.”


– Brad Hershey,part ownerof HooberIncorporated

”

“ Up next

This is the first of a four-part series that will appear throughout the year. Upcoming stories will examine:

• Tech schools, apprenticeships, manu-facturer training

• Best practices in recruiting and retaining technicians

• Future machines, future techs

A student in the heavy construction equipment technology course at Dakota County Technical College in Rosemont, Minnesota, which is ac-credited by AED.

If I’ve got two machines that need to be fixed within the next couple of weeks, and I’m already booked with current clients,

I can’t help you. I turned down work just recently because we didn’t have the mechanics.– Michael Vazquez, vice president of MECO Miami ”“

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24 2019 - ISSUE 4

The Association of Diesel Specialists (“ADS”) is announcing a brand-new state-of-the-art website, www.diesel.org/jobs. It launched Monday, September 30 and will help ADS members attract and hire the talent for their businesses to succeed.

“Our members report that the shortage of diesel technicians and other related job functions is very real and a challenge for their business,” stated Scott D. Parker, ADS Association Man-ager. “Now, ADS members have access to niche job site that will be full of job applicants. ADS is working with its nearly 100 technical training school members that will be adding

their student and alumni resumes to the system for a large and trained applicant pool.”

Diesel.org/jobs provides the most current job board tools while focusing exclusively in the diesel sector. Some of the job functions available on the site include Diesel Fuel Injection Pump Technician, Service Manager, Turbocharger Techni-cian, Service Bay Technician, Service Bay Manager, Counter (Inside) Sales, Outside Sales, Clerical and Service Writer.

Diesel.org/Jobspowered by

ADS Announces Job Board WebsiteMembership Value Increases as Association Helps Members Attract Talent

http://www.diesel.org/jobs

http://Diesel.org/jobs

WWW.DIESEL.ORG 25

Benefits to Service MembersDiesel.org/Jobs is a highly targeted job board focused on the needs of the diesel service industry. This will save ADS mem-bers hours by stopping endless scans of applicants without the skills or industry experience on general job sites.

ADS members receive major savings to post job listings or to purchase access to resumes in the job bank. To obtain mem-ber pricing, members should use their same username and password they use for the diesel.org member access. Members who use this new service for just a few job searches will likely save more than the cost of their annual membership.

Benefits to Tech School Members/Job SeekersADS provides free membership to nearly one hundred partner trade schools. Other qualified trade schools should contact ADS for a free membership.

The ADS partner technical training schools and others will be able to have their students and alumni post resumes at no cost. In fact, the ADS site provides a variety of tips and tricks for job seekers, and job seekers can even set up a free session to ask a career expert questions about their job search.

Contact Scott D. Parker at [email protected] or 816-285-0810 with questions about the new ADS Diesel Job Board.

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26 PRE-CONVENTION 2019

The Association of Diesel Specialists (“ADS”) has released the results of the 2019 Compensation Survey. Available exclusively through ADS, this unique, industry specific data provides diesel shop owners and managers with the tools to effectively hire, compensate and retain employees.

“The Business Management Committee is proud to present the results from the ADS 2019 Compensation Survey,” stated Warren Stewart, chairman of the ADS Committee. “The information in this report is highly specific to the diesel

service sector providing members the knowledge to attract and keep employees.”

The report is over 200 pages long and has been assimilated for U.S. and Canadian Service Members to assist them in comparing their own compensation packages with other shops in the same type of business. The data provided does not reflect the compensation structure for any single service organization.

CompensationSurveypowered by

ADS Releases 2019 Compensation Survey Results

Information Helps Members Recruit & Retain Employees

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1

2019 Compensation Survey

Sponsored by theADS Business Management Committee

CompensationSurveypowered by

New this year: This report includes results broken out by region to help members better benchmark their company to businesses in their local area.

Some of the topics covered in this comprehensive report include: salaries by experience level, employee benefits (insurance, holiday pay, family care, etc.), hourly rates and more.

This valuable member benefit is available for free to those who completed the survey. ADS members may purchase the report for only $35, and non-members may purchase for $250.

ADS offers a special thanks to its Business Management Committee for leading the effort on this project.

Contact Scott Parker at [email protected] or call 816-285-0810 for more information.



28 2019 - ISSUE 4

2020 Convention

Better TogetherJanuary 26-30, 2020

Grapevine, Texas

2020 ADS Co-Located with HDAW

ADS is proud to announce a new co-location with Heavy Duty Aftermarket Week (“HDAW”) designed to maximize value for ADS members. The event will take place from January 26-30, 2020 in Grapevine, Texas. HDAW will feature 280+ exhibitor booths and over 2,500 industry leaders in attendance, providing ADS members with extensive network-ing and exhibiting opportunities as well as scheduled time for one-on-one business meetings.

With this exciting change comes a new event structure, dates, and registration process. The registration process is outlined below. We understand that this is a new format, so we are here to assist with registration.

Contact Brittanne Gasser at [email protected] or 816-285-0810 with any questions and we will provide assistance or register you over the phone.

Registration ADS is co-locating with HDAW, but the ADS Convention is a stand alone event to be held Sunday and Monday before HDAW begins on Monday evening. See Tentative Agenda on page 32 for ADS Convention and HDAW events.

ADS members may register for ADS Convention only, HDAW only, or both.

- Register for both to save.

- Register early to save.

- As an added incentive for our first year co-locating with HDAW, all ADS Convention registrations have been discounted $145 (Discount is already applied on registration form. If registering online, use promo code 2020Discount to receive discount.).

HOW TO REGISTER:

1. Register for ADS Convention using the form on page 33 or visit www.diesel.org/ 2020ConventionRegistration to register online.

2. Register for HDAW at www.hdaw.org/2020. As an ADS member, you qualify for the member registration rate.

Questions? Contact Brittanne Gasser at [email protected] or 816-285-0810.


http://www.diesel.org/

http://www.hdaw.org/2020



WWW.DIESEL.ORG 29

Tentative Speakers for ADS Convention

What’s in store for your industry and your business over the next year? How can you thrive in this competitive market-place? ADS has assembled top-notch speakers and industry experts for the ADS Convention. Additional speakers and details will continue to be released.

Alliant PowerTechnical SeminarNate Breunig, Senior Manager-National Accounts

AE Tools & ComputersTechnical SeminarJoey Hendrich, Co-Owner

Cummins Inc.Technical SeminarJohn Hughes, Product Market Manager

DENSOTechnical SeminarAndrew Shlatz, National Sales Manager

PurePower TechnologiesTechnical SeminarChris Dye, Sales Manager

Lucas Diesel SystemsTechnical SeminarMike Rayne, Lucas Diesel Systems Board Member

Delphi TechnologiesTechnical SeminarSimon Lynch, IAM Sales Manager - Diesel Aftermarket

Travel Centers of AmericaGrowing and Keeping Your Best Assets: PeopleHomer Hogg, Director of Technical Service

HDAW will also offer a wide variety of speakers, pre-sentations, and workshops on various industry-specific topics throughout the week. Visit www.hdaw.org/2020 for more information.

Hotel/Travel Information

The 2020 ADS Convention Co-located with HDAW will be held at the Gaylord Texan Resort in Grapevine, Texas January 26-30, 2020. The Gaylord is located 10 minutes from the Dallas-Fort Worth Airport. Room rates are just $189/night.

Members attending ADS & HDAW programs should plan to arrive on either Saturday, January 25 or Sunday, January 26 with departures on Thursday, January 30.

See page 32 to review a Tentative Agenda to help you make your individual travel plans.


http://www.hdaw.org/2020

30 2019 - ISSUE 4

Lanyard Sponsor $2,000

Only one available. Your company logo will be printed on lanyards distributed on Sunday and Monday at ADS check in. Lanyards will be given to attendees of the ADS Convention.

Get Acquainted Reception

Your logo will be prominently displayed on large signage for the reception.

Copper: $250 Bronze: $500 Silver: $750 Gold: $1,000 Platinum: $2,000

A/V Sponsor $1,500

Your logo will be prominently displayed when the “splash screen” is displayed in the main meeting room on Monday, January 27.

Literature Table Sponsor $800

Table sponsors have the opportunity to display company information and literature for the duration of meetings on Monday, January 27 inside the general session room. Please note that meeting space allows for materials to be displayed only on a six-foot table. Floor signs are not permitted.

Confirmation Email Sponsor $750

Only one available. Your logo will be featured on the confirmation email sent to all ADS attendees prior to the Convention.

Event Page Logo $500

Only six available. Your company logo will be featured on the main event page on the ADS website.

Networking Lunch Sponsor $500

Your company logo will be prominently displayed on large signage during the Networking Lunch on Monday.

Morning Coffee Sponsor $250

Your logo will be displayed on small signage by the coffee on Monday morning.

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ADS Convention SponsorshipGain exposure for your company through sponsorship at the 2020 Convention.

Contact Brittanne Gasser at [email protected] with questions. To reserve your sponsorship, complete registration form on page 34 or call ADS Headquarters at 816-285-0810.


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32 2019 - ISSUE 4

Tentative Agenda2020 International Convention & Trade Show January 26-30, 2020 | Grapevine, Texas

SATURDAY, JANUARY 25All Day Arrivals

SUNDAY, JANUARY 268:00 AM - 10:50 AM Board Meeting11:00 AM - 12:00 PM Committee Meetings12:00 PM - 12:45 PM Board Lunch1:00 PM - 4:00 PM Training Class12:45 PM - 1:45 PM Committee Chairs Report to Board2:45 PM - 6:00 PM Distributor Meetings - by invitation only7:00 PM - 9:00 PM ADS Get-Acquainted Reception - open to all registered for ADS Convention and registered companions

MONDAY, JANUARY 277:00 AM - 6:00 PM HDAW Registration7:00 AM - 6:00 PM One-on-One Information Desk8:00 AM - 12:00 PM Service Opportunities & Learning Day (SOLD) Morning Coffee8:00 AM - 8:45 AM Welcome/ADS Business Meeting/ADS Member Benefit Update/Awards8:45 AM - 12:15 PM Morning Convention Sessions12:15 PM - 1:15 PM Lunch1:30 PM - 4:15 PM Afternoon Convention Sessions4:00 PM - 4:30 PM Forerunners4:30 PM - 5:30 PM Leaders of Tomorrow (LOT) Reception5:30 PM - 7:30 PM All Industry Welcome Reception

TUESDAY, JANUARY 286:30 AM - 8:00 AM Opening Breakfast7:00 AM - 6:00 PM HDAW Registration7:00 AM - 6:00 PM One-on-One Information Desk8:00 AM - 10:00 AM Opening General Session, Keynote Speaker, Distributor of the Year Award Presentation, Hall of Fame Award Presentation10:00 AM - 10:15 AM Networking Break10:15 AM - 12:00 PM Workshops12:00 PM - 1:00 PM Networking Lunch12:30 PM - 6:00 PM HDAW ’20 Product Expo5:00 PM - 6:00 PM Happy Hour in Product Expo6:00 PM - 7:30 PM Owners Collaboration Meeting

WEDNESDAY, JANUARY 296:30 AM - 8:00 AM Breakfast7:00 AM - 12:00 PM One-on-One Information Desk7:00 AM - 12:15 PM One-on-One Business Meetings7:00 AM - 4:30 PM HDAW Registration9:00 AM - 12:00 PM Distributor Product Sales Training on Product Expo Floor12:00 PM - 1:00 PM Networking Lunch12:30 PM - 5:30 PM HDAW ‘20 Product Expo4:30 PM - 5:30 PM Happy Hour in Product Expo 6:00 PM - 8:00 PM HDAW BBQ & Band

THURSDAY, JANUARY 306:30 AM - 8:00 AM Grab & Go Breakfast7:30 AM - 12:15 PM One-on-One Business Meetings8:00 AM - 12:00 PM Service Opportunities & Learning Day (SOLD)12:00 PM - 1:00 PM Networking Lunch1:15 PM - 3:50 PM One-on-One Business Meetings

Items in red are HDAW only eventsItems in black are ADS only events

WWW.DIESEL.ORG 33

2020 INTERNATIONAL CONVENTION ATTENDEE REGISTRATION FORMThis form can only be used for one attendee and companion (Companion Registration on second page). Please make additional copies as needed.

REGISTRATION FEES (check appropriate fee box)

ATTENDEEFIRST NAME LAST NAME NAME ON BADGE

COMPANY

TITLE

ADDRESS CITY

STATE/PROVINCE

POSTAL CODE COUNTRY

E-MAIL PHONE CELL

Is this your first time at an ADS Convention? Yes No Are you 40 years of age or under?

Yes No

Until Dec 6

1. Service/Distributor Category

2. Supplier Category

$55

$105 $155 $205

$505 $555 $605 $655

$705

$755 $805 $855

$0

$0 $0 $145

$755

$805 $855 $905

$955 $1,005 $1,055 $1,105

Until Dec 31

Until Jan 17

AfterJan 17

$200

$250 $300

$350

$650 $700 $750 $800

$850

$900 $950 $1000

$145 $145 $145

$900

$950

$1000 $1050

$1100

$1150

$1200

$1250

Service Members, Replacement Parts Distributor Members, Technical Training Members, Associate Members, Honorary Members

ADS Convention (First Two Registrations)

if exhibiting at HDAW

Members

ADS Convention if not exhibiting at HDAW

Non-MembersADS Convention Only

Allied Equipment Manufacturer and Distributor Members, Manufacturer Members, Diesel Engine and Vehicle Manufacturer Members and Replacement Parts Manufacturer Members

Until Dec 6

Until Dec 31

Until Jan 17

AfterJan 17

ADS Convention if attending HDAW

Members

ADS Convention if not attending HDAW

Non-MembersADS Convention Only

For the 2020 Convention, ADS is offering an introductory discount code, saving each attendee $145 off of registration.

ADS will verify all ADS Convention registrations. ADS reserves the right to adjust a registration based on ADS membership category. If an ADS member selects the registration for those also attending HDAW but does not register for HDAW, member agrees to paythe difference between that rate and the rate for those not attending HDAW. If the member does not pay the difference or register for HDAW, the registration will be canceled without refund.

ADS Convention (Additional Registrations)

if exhibiting at HDAW $145$290

$145$290

$145$290

$145$290

JANUARY 26 - 30, 2020 GRAPEVINE, TEXAS


34 2019 - ISSUE 4

I would like to contribute the following amount to the ADS/Ortner Foundation: $50 $100 $250 $ _______ Other

SPONSORSHIPS

DONATE TO ADS/ORTNER FOUNDATION

COMPANION REGISTRATION

METHOD OF PAYMENT

Check made payable in U.S. funds to ADS enclosed. Check #: ______________

Charge my: AMEX MasterCard Visa

TOTAL $

Card Number

Expiration Date

Cardholder Name

Authorized Signature

Please fax or mail if providing credit card data.Fax: 847.770.4952ADS Headquarters

7250 Heritage Village Plaza, #201Gainesville VA 20155

Questions? Contact ADS at 816.285.0810 or [email protected].

FIRST NAME LAST NAME

CELL PHONE E-MAIL

*ONLY one available on a �rst come, �rst served basis.

CVV

Lanyard Sponsor* (for Sunday + Monday) $2,000

A/V Sponsor $1,500

Literature Table Sponsor $800

Confirmation Email Sponsor* $750

Event Page Logo $500

Networking Lunch Sponsor $500

Morning Coffee Sponsor $250

Get Acquainted Reception, Platinum $2,000

Get Acquainted Reception, Gold $1,000

Get Acquainted Reception, Silver $750

Get Acquainted Reception, Bronze $500

Get Acquainted Reception, Copper $250

Companion Package - Includes Get-Acquainted Reception + Companion Tea$100

ADS Convention Terms and ConditionsName changes and substitutions may be made at any time by notifying ADS Headquarters in writing to [email protected]. By attending the ADS Convention, attendee agrees that their image may be used in future ADS promotional materials.

Request for refund of ADS Convention registrationsCancellations of registrations made in writing to ADS headquarters ([email protected]) by Friday, January 3 will be refunded less a $100 processing fee. For registration fees of less than $100, no refund will be made. All refunds will be processed after the conclusion of the ADS Convention.

Cancellation notices received after January 3 will not be refunded.

Sponsorships are non-refundable.

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