Fixed Operations Two-day Course

Learn how to analyze a dealership’s service and parts departments using the financial statement and the dealership’s DMS reports. Areas covered: hours sold, gross retention, technician proficiency, work mix, single-line repair orders, gross and true turns, level of service, phase- in/phase-out, best reorder points/best stocking levels, lost sales, emergency purchases, special orders and obsolescence. A repair order analysis is completed and analyzed, and an emphasis is placed on the synergy needed between the service and parts departments.

Note: For dealer groups, these courses can be divided into stand-alone two-day or three-day service and parts operations.


Recommended Prerequisite

Through a Dealer’s Eyes on What’s Important on the Financial Statement

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Learning Objectives

  • Apply and interpret basic parts department measurements.
  • Calculate and differentiate markup vs. margin.
  • Compare and contrast the difference and relevance of gross turns vs. true turns in parts department inventory.
  • Determine service and parts profitability and effectively recommend improvements.
  • Identify the key components to analyze for service and parts operations.
  • Prepare a repair order survey to determine the effects of work mix and rate structure in the shop.
  • Identify successful service-drive processes to reduce one-line repair orders.


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Learning Objectives

  • Determine if the parts department is contributing to dealership profitability and, if necessary, formulate recommendations for improvement.
  • Explain the value of parts tracking so the dealerships stocks the correct parts.
  • Interpret the cause and effect of how parts flow into and out of inventory in order to identify any system/ process breakdown.
  • Critique service operations to be able to identify opportunities and learn strategies for implementing process improvements.
  • Produce a forecasting model to identify the number of technicians needed to fulfill the shop load.
  • Evaluate scenario-based case studies for proficiency, including fill-rate analysis depicting desired outcomes, and identify at least five areas of opportunity.