As the year winds down, it’s the perfect moment for automotive service and heavy-duty diesel teams–techs, mentors, and leaders at dealer groups and independent service centers–to reset. Use this checklist to close the year strong and set up a faster, smarter Q1.
For Technicians (Entry-Level through Advanced)
- Review your career pathway
- Confirm your current step and the next two milestones. Identify any skill sets still in progress; schedule reps to complete them early in Q1.
- Close out skill-set repetitions
- Log remaining reps and request final sign-offs from your mentor. Add notes for tricky procedures you want to remember.
- Update credentials & training
- Add OEM/ASE credits completed this year; flag expiring certs (safety, EV, diesel after-treatment) for renewal.
- Collect feedback
- Ask your mentor for quick notes on strengths + one improvement target. Add those targets to your Q1 plan.
- Daily Bay Reset (10 minutes)
- Sort & stash clutter; return tools to labeled spots.
- Wipe benches, mop spills, empty drip pans; quick safety check (PPE, cords/hoses, jack stands, torque wrench calibration).
- Snap a quick photo + tick your checklist; note missing tools, calibrations, and any software/scan-tool renewals.
For Mentors
- Audit mentee progress
- Ensure each mentee’s skill sets are up-to-date with clear competency notes. Convert any “informal coaching” you did this year into repeatable steps.
- Schedule Q1 development
- Set the cadence for 1:1s (weekly or bi-weekly). Pre-plan hands-on reps for the first 30/60/90 days.
- Submit recognition
- Nominate mentees for recognition; log mentor hours for leadership review. Share 2–3 quick wins that improved throughput or quality.
For Service Leaders (Fixed Ops, Shop Managers, Fleet Leads)
- Retention & the Service Profit Chain
- Identify at-risk techs and outline stay-plans (training + recognition). Map how engagement → performance → CSI → revenue.
- Team skill visibility
- Review career-pathway coverage: where are you thin (EV, ADAS, diesel after-treatment)? Set Q1 cohorts to close those gaps fast.
- Standardize what worked
- Promote 2–3 best-practice procedures from this year to shop standards. Retire outdated steps; update SOP docs.
- Inventory & capacity
- Close tool orders, calibrations, and software renewals before January.
- Standardize a Daily Bay Reset checklist across bays and assign ownership per shift.
- Align staffing and mentor/mentee pairings to meet your Q1 demand mix.
- Data hygiene
- Archive completed skill sets and close stale items. Ensure every tech has a clear Q1 pathway with measurable goals.
Industry Trends to Watch (Plan Next Year’s Learning)
- Vehicle tech complexity (EV/HEV, ADAS) driving new diagnostic skill sets
- Diesel emissions & after-treatment service patterns
- Rising expectations for transparent timelines and first-time-fix rates
Build your Q1 training calendar around the trends most tied to your revenue mix.
Celebrate Wins (Culture = Retention)
- Recognize technicians and mentors publicly (stand-up, wall board, LMS post).
- Highlight a few “before → after” stories that show growth and impact.
- Tie recognition to pathway progress, not just speed, so quality stays high.
Quick Starter Templates (steal these)
- Q1 Goal (Tech): Complete EV Safety L2 skill set, shadow 3 ADAS calibrations, pass OEM braking module.
- Q1 Goal (Mentor): Two mentee sign-offs per month; introduce standardized inspection checklist.
- Q1 Goal (Leader): Reduce average ramp-up time by 15% via weekly skill-rep blocks and structured 1:1s.
The Bottom Line
Year-end isn’t just housekeeping, it’s how you lock in retention and performance for next year. Structure the work (skill sets + clear pathways), recognize progress, and watch the Service Profit Chain kick in: engaged techs → consistent performance → happier customers → stronger profitability.
👉 See your upside now: Visit our ROI Calculator to quantify how structured mentoring lifts retention and throughput.
Or go deeper: Book a quick demo and we’ll map your Q1 skill sets and career pathways in 30 minutes.