The EETC (Equipment and Engine Training Council) 
estimates that there is a need,  nationwide,  for 
30,000 OPE service technicians.

Until the EETC came into existence, there was no universal effort to address this critical need.  My research suggests that eighty percent of today’s business owners came up through the ranks and started by "twisting wrenches".  In the majority of the shops, the owner still works in the service department at least part- time, and is most likely the shop’s most  accomplished technician.  Times are changing and the owner must spend less time in the service area and more time in the showroom and office.

The EETC has accredited approximately twelve schools,  nationwide.  Lets assume that the number increases to twenty-five in the next year, and each school graduates thirty technicians a year.  That's 750 technicians a year. Assuming that every graduate stays in the industry, it would take forty years 
to supply the needed shortage.  Unfortunately, the problem is compounded 
by the fact that the average age of today’s technician is fifty or better, and there is  a steady number retiring each year. This makes the need even 
greater for new technicians to enter into the industry.

I am a member of the EETC and support their valiant effort. Most equipment manufacturers now support and contribute to the EETC’s mission.  It will, in the not to distance future, be a requirement that in order to do warranty service,  you most have a certified technician in your employ.  I suggest that you contact the  EETC  to get your technicians certified.  

If you presently need a technician,
 it seems your choices are as follows:

You can attempt to lure a tech. from another dealership. This is usually quite costly, and can create hard feelings. However, if your need is critical, this may be your only choice.

You can contact one of the accredited schools, and set up interviews with the seniors.  My very limited experience is that 
most students already have several offers from manufacturers or distributors.  They can often offer better benefits and career opportunities.  I am not suggesting that you shouldn’t pursue this avenue, but don’t count on this as your only solution.

You can seek out a viable candidates and set-up an in- house training program.  There are several places to begin your search 
for candidates.  I have had good success with individuals being discharged from the Armed Forces.  These people are normally mature, and looking for a long-term career.

The second possible source, is the displaced worker.  On occasion,
a company will close a plant or branch, and furlough their employees.  The state or federal unemployment office can help in locating these candidates.  The upside of these two sources, is that both groups are likely to be eligible for on- the- job training 
(OJT) funds. 

There are many variations, but the ones that I am familiar with, will reimburse the employer for up to one-half the trainee’s salary for up to three months. Often, reimbursement is also available for tools and supplies.

I can provide a training package that is tailored for your trainee and your shop. In the long run, this may be your best solution.  Once you have gone through the training the first time, the next time is much easier, and you now have a proven method to supply your shop with technicians.

A display of the technician’s certificates provides a 
professional atmosphere to your service shop and makes 
the technician  proud of his/her accomplishments!