Can I Do a Little Rant?

When it comes to the automotive repair industry, I know everyone is busy with their own lives and businesses. Sometimes, those immediate demands take precedence over the bigger picture.

But what is the big picture?

To me, it’s the overall health and well-being of our industry. Let’s face it—no matter what trade you’re in (auto body, PDR, auto glass), we all have one thing in common (besides SGI): we are struggling to attract and retain good people.

It seems many members—and non-members—are operating under the assumption that there will always be someone showing up for work tomorrow. And if not? No problem—just pay a few dollars more and poach a technician from another shop.

That approach is a bit like refusing to plant a garden, then complaining when your neighbor locks their gate.

Some believe they don’t need to sow a crop of technicians; they can simply harvest the results of someone else’s hard work and investment. That mindset might work in the short term—but long term, it leaves us all hungry.

A Real Example
Last week, I received the following email from a shop owner:

*“SATCC just released their training schedule. There is no scheduled training for Level 1 apprentices in Fall 2026. I contacted SATCC and was told there wasn’t enough interest to run a Level 1 autobody technician course.

I have a technician chomping at the bit to take his Level 1, but now he has to wait until February 2027.

Is it accurate that there truly aren’t enough apprentices to run a Level 1 course in Fall 2026?”*

Now pause and think about that for a moment.

What happens in Year 1 creates a chain reaction for Year 2, Year 3, and beyond. When apprentices stop entering the system, classroom seats sit empty. When finances tighten, guess which programs get cut?

Folks, if you don’t use it, you lose it.

We Train Barbers… but Not Always Technicians?

I’ve been part of discussions where the consensus was that apprenticeship should be mandatory in the collision repair sector. Yet because this requires time, effort, and industry involvement, it never quite gets across the finish line.

Think about this:
 To be a barber, you must complete an apprenticeship toward a Red Seal certification.

Yet here we are—repairing highly complex, computer-controlled vehicles with critical safety systems—and training is somehow seen as optional?

That doesn’t make sense. And frankly, it shouldn’t sit well with any of us.

Time to Get Serious
Isn’t it time we take the health and safety of our industry seriously?

Shouldn’t every repair facility have a training plan that leads technicians toward Red Seal Journeyperson status?

Why doesn’t every repair segment—auto body, PDR, and auto glass—require access to and use OEM repair procedures?

SGI makes these subscriptions available to body shops, but not PDR or auto glass. Why?

Because it costs money?

Really?

What about Safe and Quality Auto Repairs? What about public trust? What about the long-term credibility of our industry?

We are all stakeholders in the future of automotive repair. Vehicles should be repaired properly—not just cheaply, and not just “good enough compared to somewhere else.”

So, Where Do We Start?
Some will suggest we leave this to the government. Let me be blunt—they have bigger fish to fry. If change is going to happen, it will happen because we make it happen.

Here are a few concrete ways to start:

• Get involved with your industry association and work with SAAR to develop real solutions to attract and retain future employees.
• Volunteer with Industry & Education programs such as Distance Learning, Skills Canada Saskatchewan, Saskatoon Industry & Education, Regina & District Industry & Education, Peacock High School’s autobody program, Swervin’ Mervin Mini Indy, and of course, Sask Polytechnic.
• Put your name forward to participate in a working group with Saskatchewan Apprenticeship and Trade Certification to make apprenticeship compulsory.

A Reality Check
If we think things are just going to “work themselves out,” we’re kidding ourselves.

Change is required—and that change needs people willing to step up.

If you can’t be there in person, at the very least support these programs financially. (If you can’t be on the front lines, at least help supply the bullets.)

Looking Ahead
In closing, SAAR is currently looking for someone to replace me as Executive Director.

I am a part-time employee, and my remuneration reflects that. We need someone willing to do this job full time—which requires roughly double my current compensation.

Here’s the challenge: when SAAR invests $50,000 or more into Industry & Education programs, we simply don’t have the financial capacity to hire the right person to lead our organization forward.

And that’s a problem.

With the right Executive Director, I believe we can:

• Grow our membership base
• Improve our ability to attract young people to our trades
• Develop sustainable career paths
• Strengthen relationships with suppliers and SGI
• Add long-term credibility to our industry

Working together—and actually communicating our goals—I believe we can create a future that will be the envy of the nation.

How You Can Help
Can you help by volunteering your time to plan and build the future of our industries?

If not, can you support us financially by participating in our upcoming SAAR Golf Tournament, where proceeds go directly to Industry & Education programs?

Another option is our Industry & Education Sponsorship Program, where you can contribute for as little as $25 per month to help attract young people into automotive trades.

Whatever you can do to support our future Executive Director is not only appreciated—it is necessary if we want our association and industry to thrive.

Because if we don’t invest in the future now… we’ll be ranting about the same problem again next year. And the year after that.