MTA Journal Oct-Nov 2018 by arkmedia4217

THE VOICE OF THE MOTOR INDUSTRY

INFINITI

Project Black S

HIRE, TRAIN, Getting RETAIN it Right

FIGHTING FOR THEof RIGHTS small business

A publication of the Motor Tradersâ&#x20AC;&#x2122; Association of NSW Issue 02 October/November 2018

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Contents Message from the CEO

Updates Motor Traders’ Association of NSW Recognition Dinner

MTA NSW Signals Major Wins over Industry Reforms

MTA NSW Research White Paper payroll tax costing jobs and business investment

Find an Apprentice Online Directory Launched

IR Update

Features Fighting for the Rights of Small Business

Life at 23: Then + Now by NCVER. What is in it for us?

Dodge//SRT Amplifies Charger’s Aggressive, Functional Design with New Stripe Options

The Temporary Skills Shortage Visa Program

Automotive Mechanic Skill Shortage

Hire, Train, Retrain: Getting it Right

INFINITI Project Black S

BorgWarner - Trusted from Raceways to Driveways

Business Partners Index

Member Spotlight Graham Moore - Mosman Smash Repairs Official publication of the Motor Traders’ Association of New South Wales Level 1, 214 Parramatta Road, Burwood, NSW 2134 P: 02 9016 9000 ABN 63 000 008 088 PRESIDENT D. (David) Keats HONORARY TREASURER A. (Adrian) Carlson METROPOLITAN VICE-PRESIDENTS R. (Ray) Beekman, B. (Brian) Cowan, G. (Graham) Moore, J. (John) Young COUNTRY VICE-PRESIDENTS M. (Mark) Beard, R. (Robert) Garland G. (Geoff) Lowe, L. (Lindsay) Vidler CEO Stavros Yallouridis

We welcome reader’s comments. If you would like to provide feedback about our publication, please contact MTA NSW via E: journal@mtansw.com.au or P: (02) 9016 9000

Published by: ark:media Phone: +61 7 5629 5310 Email: marketing@arkmedia.net.au Web: www.arkmedia.net.au Managing Editor: Susan Guilfoyle Design Team: Andrew Crabb, Arlen Chidzey Advertising Sales: Paul Baird Advertising Manager: Yvonne Okseniuk

MTA Journal is the official publication of the Motor Traders’ Association of New South Wales (MTA NSW). It is produced six times per year and published by ark:media. Founded in 1910, the Motor Traders’ Association of New South Wales (MTA NSW) is an employers Association dedicated to representing owners and business principals in the NSW automotive industry. MTA NSW is a founding member of the MTAA. The MTA Journal is produced to keep members informed of matters affecting the automotive industry. Opinions and/or statements in any editorial and/or advertisements are not necessarily those of the publisher and/or the MTA NSW. The publisher reserves the right to reject any material deemed unsuitable for publication. Other than for the purposes of and subject to the conditions prescribed under the copyright Act 1968, no part of MTA Journal may in any form or by any means (electronic, mechanical, microcopying, photocopying, recording or otherwise) be reproduced, stored in a retrieval system or transmitted without prior written permission from the MTA NSW or ark:media.

FOREWORD

Message from the CEO Stavros Yallouridis Chief Executive Officer I do hope you enjoyed reading the first edition of our new MTA Journal. A few years have passed since MTA NSW last created its own Members Journal. The positive feedback we have received from Members has been overwhelming in relation to the relaunch of our MTA Journal, and I would like to thank Members who have provided their feedback. Moving forward we continue to improve ensuring to deliver a mixture of industry news, views and lifestyle information in an easy to read format for you and your customers alike. Our Association has achieved several significant wins for the industry, through engaging with the Hon. Matt Kean, MP, Minister for Innovation and Better Regulation, to address several serious issues that have affected the industry. The major reforms achieved through a consultation process include the locational restrictions lifted for motor vehicle dealers; reintroduction of restricted licencing; the ability to road test a tow truck after servicing and the modernisation of the Uncollected Goods Act. These reforms, along with others specifically for small business, will be introduced into Parliament by the Minister as part of his ‘Better Business Reforms’. Within this issue, we welcome a contribution from the NSW Small Business Commissioner, Robyn Hobbs OAM, who outlines the strong representation and available support programs that the Commissioner and her Office provide on behalf of small businesses across NSW.

A constant demand on small business operators and Members alike is regarding how to hire, train and retain good workers. It is one of the main problems most Members struggle to get right. To assist with this issue, in November 2018, we are offering Members the opportunity to take advantage of an MTA NSW tailored training course, aimed at line managers and others in the business who are involved in the recruitment process. We gain some insight into what 23 year old’s are thinking from the National Centre for Vocational Education Research which could help our Members looking at adding to the team or to gain more apprentices or trainees. And keeping with the theme of employment and skills shortages, the 457 visa system was abolished and has been replaced with the Temporary Skills Shortage Program, in an attempt to reduce the labour market skills shortage. I would also like to remind Members of our event to be held on 1 December 2018. Members are encouraged to book your tickets now to attend the Motor Traders’ Association of NSW Recognition Dinner as we celebrate the MTA NSW Apprentice of the Year Awards and recognise our long-standing Members from within the automotive industry. We look forward to you joining us on this special occasion. As always, the MTA NSW team is available to assist you with any queries, so please contact your respective Area or Divisional Manager with any questions in relation to the services provided by your Association. We hope you enjoy reading our second edition of the MTA Journal and trust you find the content informative.

ISSUE 02 OCTOBER/NOVEMBER 2018

UPDATES

In response to listening to our Members’ difficulties in sourcing Apprentices to work across the key trades within the automotive industry, MTA NSW is pleased to have recently launched the ‘Find An Apprentice’ online directory. The intention of this free Members’

only service is to bring potential Employers who have apprenticeship opportunities, together with potential Apprentices looking to work within the auto electrical, light vehicle, auto parts interpreter, heavy vehicle, paint or panel trades within the automotive industry. We encourage all Members to utilise this new service.

Motor Traders’ Association of NSW Recognition Dinner on 1 December 2018 at the Hyatt Regency Sydney. Join Us On This Special Occasion! There are now only just weeks to go until the Motor Traders’ Association of NSW Recognition Dinner and we would like to encourage you and your staff to buy your tickets now to enjoy this special event at the Hyatt Regency Sydney.

The MTA NSW Guest Speakers will include the Hon. Matt Kean, MP, Minister for Innovation and Better Regulation.

Please join us as we celebrate the MTA NSW Apprentice of the Year Awards and recognise our long-standing Members from within the automotive industry.

The evening will provide an excellent opportunity for guests to enjoy live entertainment and socialise with Members, suppliers, industry stakeholders and the MTA NSW team.

Date: Venue: Time: Dress: Tickets:

Seats are limited - so purchase your tickets early to avoid disappointment.

Saturday, 1 December 2018 Hyatt Regency Sydney 6.00pm – 11.00pm Lounge Suit / Cocktail Dress $150.00 per person (inc. GST) $1,100 per table of 8 guests (inc. GST) - SAVE $100

The Recognition Dinner will also host a fun charity fund raising auction in support of Father Chris Riley’s ‘Youth Off The Streets’.

We hope you can join us on this special occasion! FOR FURTHER INFORMATION P: 1300 MTA NSW E: events@mtansw.com.au W: mtansw.com.au

Steven Tong, Mechanic Member since 2002

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This document is issued by Motor Trades Association of Australia Superannuation Fund Pty. Limited (ABN 14 008 650 628, AFSL 238 718) of Level 3, 39 Brisbane Avenue Barton ACT 2600, Trustee of the MTAA Superannuation Fund (ABN 74 559 365 913). Motor Trades Association of Australia Superannuation Fund Pty. Limited has ownership interests in Industry Super Holdings Pty Ltd and Members Equity Bank Limited. The information provided is of a general nature and does not take into account your specific needs or personal situation. You should consider the MTAA Super Product Disclosure Statement in making a decision (mtaasuper.com.au/handbooks).

FEATURES

Fighting for the rights of small business Robyn Hobbs OAM is the NSW Small Business Commissioner

It’s easy for small businesses to feel like a small fish in a big pond. MTA members are often up against forces much bigger than themselves – whether you’re negotiating with a landlord, finding your way through government regulations, or just trying to keep up with the latest business technology. As the NSW Small Business Commissioner, I speak up for small businesses like yours across a range of industries. Last year we implemented some very big changes to the Motor Vehicle Insurance and Repair Industry Code of Conduct. My team in the Small Business Commissioner’s office also provide a range of support programs. Any NSW small business in a commercial dispute, perhaps over their retail lease or some other matter, should contact my office as your first port of call. Our Dispute Resolution Unit offers mediation, along with negotiation and procedural advice, to help resolve small business and retail lease disputes.

ISSUE 02 OCTOBER/NOVEMBER 2018

Our team will do all they can to help you find a solution, and will always try to avoid the hefty legal fees of a court case by using negotiation and/ or mediation. The first thing they do is listen to you and try to help you identify the key parts of the problem. They give strategic and procedural advice to help you help yourself and sort out whatever issues are getting in the way of your business success.

If the problem continues, we are happy to also talk to the other side about it, to hear their perspective and help identify what needs to be addressed to allow both parties to get on with their businesses, as part of our ‘informal mediation’ service. Where problems are too complex to be dealt with over the phone we arrange a formal mediation session for everyone to sit down and work through the issues. Our team is formally trained to mediate commercial disputes. We also have a panel of independent professional mediators with a wide range of commercial experience. Every year we help resolve thousands of disputes that could each have ended up costing tens of thousands in legal fees. Other Australian states and territories have their own offices or departments of small business or even a Commissioner to fight for small business issues, but I like to think that NSW is the leader. The Federal Government recently established its own office; the Australian Small Business and Family Enterprise Ombudsman. Wherever you are in Australia, take a look at the free small business services available for you to access.

A big part of my role is speaking up for small businesses in the halls of power. Last year we worked with the Code Administration Committee to implement the most substantial changes to the Motor Vehicle Insurance and Repair Industry Code of Conduct since it was introduced in 2006. The Code regulates the relationship between repairers and insurers who are providing estimates and assessments for motor vehicle repairs. The amendments increase our responsibilities for providing mediation and expert determination, and introduce a mandatory reporting obligation for unsafe repairs. While we have made progress, there is still more to do to improve the Code. My office coordinated the industry consultation and negotiations with the insurance and repair industry stakeholders who were represented on the national Code Administration Committee. In NSW it became mandatory to comply with the amended Code from September last year. As the Small Business Commissioner, I provide independent advice to all levels of Government about how they can reduce the burden on small businesses. The NSW Government has its own small business team, with its own services. These include the Business Connect service that provides free or highly subsidised advice to small businesses, from experts who have years of experience in the small business field. The NSW Government holds seminars for small businesses around the state on topics such as marketing on social media. It also has a Business Bus to ensure that its experts can reach all corners of NSW. Last year the Business Bus visited more than 160 towns, covering more than 56,000 kilometres. These are just some of the services we offer small businesses in our state. NSW prides itself on being the easiest place in Australia to start and grow a business. There will always be more to do, but at least small businesses know that we are here to fight for their interests. For businesses in NSW, please visit smallbusiness.nsw.gov.au or call the We Assist Helpline on 1300 795 534 for further information on how the NSW Small Business Commissioner can help you.

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UPDATES

MTA NSW SIGNALS MAJOR WINS OVER INDUSTRY REFORMS

Motor Traders’ Association of NSW (MTA NSW) CEO, Stavros Yallouridis, has signalled a number of significant wins for the automotive dealer and repairer businesses after the NSW Government’s announcement in early October, to a number of reforms under their Better Business Reforms package, including the reintroduction of restricted licences, which will assist small businesses.

These major reforms include: • Locational restrictions lifted for motor vehicle dealers • Reintroduction of restricted licencing • The ability to road test a tow truck after servicing • Modernisation of the Uncollected Goods Act

“Since the introduction of the Motor Dealers and Repairers Act 2014, MTA NSW has been working closely with its Members and NSW Fair Trading to try and resolve issues that have arisen from the Act,” Stavros Yallouridis said.

“MTA NSW is pleased to be able to advise our Members that we have been successful with these representations and we would like to thank Minister Kean and his Department for listening to the concerns of our Members and acting upon them,” said Stavros Yallouridis.

“On behalf of our Members, the Association has been able to bring to the attention of The Hon. Matt Kean, Minister for Innovation and Better Regulation, through several round table and consultative meetings, serious issues that have affected the industry, such as restricted licensing, the Uncollected Goods Act, location restrictions for motor dealers, and the inability to road test a tow truck after servicing,” said Gary O’Sullivan, MTA NSW Divisional Manager.

The Better Business Reforms, including these and more reforms, were introduced into the NSW State Parliament by the Minister in October 2018. FOR FURTHER INFORMATION please contact, Gary O’Sullivan, Divisional Manager, via M: 0423 582 183 or E: gary.osullivan@mtansw.com.au

MTA NSW Research White Paper PAYROLL TAX COSTING JOBS AND BUSINESS INVESTMENT Eliminating payroll tax would have a significant positive influence on employment and business investment, according to a new research white paper from the Motor Traders’ Association of NSW (MTA NSW).

ISSUE 02 OCTOBER/NOVEMBER 2018

Payroll tax is paid by business regardless of the performance and profitability and as such, it imposes a hardship in difficult years, including now with many businesses being impacted by the severe drought.

Payroll tax is regressive – the amount of tax rises as businesses hire more workers and increase pay levels. Co-author of the White Paper, Market Economics Managing Director, Stephen Koukoulas said “payroll tax has been identified as an inefficient tax. Unlike most other taxes, it doesn’t decline when profits or incomes are temporarily weaker and this is why businesses are often cautious about adding staff, even in good times”. “Without payroll tax, MTA Members have indicated quite clearly that they would be more inclined to add to their staff levels and would have cash freed up to allow for greater investment, which would be a clear positive for the economy”, Mr Koukoulas added. MTA NSW Chief Executive Officer, Stavros Yallouridis, said “with the amount of payroll tax rising as businesses add employees, businesses are often reluctant to add staff. Important also is the burden of red tape and high administrative costs meeting the tax obligations”.

“The MTA NSW would like to see the government commit to the phasing out and eventual abolition of the payroll tax as this would underpin a pick-up in employment and investment”, Mr Yallouridis added. FOR FURTHER INFORMATION Please contact Anthony Barac-Dunn, MTA NSW General Manager, Marketing & Communications, via P: (02) 9016 9000 or E: marketing@mtansw.com.au

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SACHS performance is proven by decades of winning in motorsport. SACHS products are continually pushed to the limits in some of the toughest race conditions worldwide. In Australia, SACHS shock absorbers are leading the pack and have been an intrinsic part of Supercar racing. For over a decade, SACHS has helped Brand Ambassador Craig Lowndes and the Triple Eight Race Engineering Team to over 180 race wins. CRAIG LOWNDES & SACHS ACHIEVEMENTS • Six Bathurst 1000 titles

• Medal of the Order of Australia

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• Together we’ve raced over 460 Supercars races, achieved 54 race victories, over 160 podiums and almost 30 pole positions

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FEATURES

Life at 23 Then + Now The Longitudinal Surveys of Australian youth (LSAY) is a study that follows young Australians over 10 years, from the age of 15 through to 25, as they move from school to further study, work and into adulthood. Life at 23 Then & Now provides a snapshot of 23-year-old Australians’ study, work, home life and attitudes. We compare the latest results from the cohort that commenced the program in 2009 (Y09) who were 23 years old in 2007. Using the data from their interviews, we can understand how things have changed over time for young Australians.

Life at 23: Then + Now by NCVER. What is in it for us? The National Centre for Vocational Education Research (NCVER) compiles statistics and publishes reports about the state of the country in relation to Vocational Education. The various NCVER reports tell us about the mix of our population and the studies that we have all been involved in over the years. These reports can give us an insight to changes in the populace that have an impact on who might be candidates for us and help reduce our skills shortage. There is a recent report that has very significant insights that indicate we may have to change how we entice applicants for positions and also to change our thoughts on the age and background requirements. There is a general observation that “the kids won’t leave home.” This is reflected in the research data with 52 percent of 23 year olds still living with their parents. The number of people buying a home has reduced (almost halved). The number of 23 year olds in full time work is down. There are increased numbers of 23 year olds in full time study and also those with degrees. This information is help for the employer who is looking to add to the team or to attract more apprentices or trainees. This industry is tough, no doubt, but it is also rewarding. There are jobs available and the industry can support us and our families, and has done so at a growing rate since the first production line rolled out the change that gave us the automobile… “goodonya!” Henry!

ISSUE 02 OCTOBER/NOVEMBER 2018

• Change the marketing focus and widen the target group

Advertising must target the 23 year old who looking for a career and long-term future. Adjust the recruitment process and the job functions so that the new employee is not treated like menial labour. Their age comes with the attitude that they will want to contribute straight away and not be treated as menial labour. The uptake of skills will be much quicker and they will be able to add valuable input into conversations. • Include the parents as a prime target for advertising and revise their perception of the positions that we need filled. As many young applicants are still living at home with their parents, marketing must include information that will improve their perceptions of the career prospects and conditions of employment. Demonstrate to parents that our industry is high tech, future proof and requires individuals with a high degree of intelligence to be successful. Tell parents about the interesting changes in the vehicles that are hitting the road and being tested now. Let them know that there is full time employment and a future with us.

FEATURES

â&#x20AC;˘ Build an environment that entices the new target group to join our team and demonstrate the benefits of a long-term career with us. The information from this article is for employers within the industry as well as the workers within it. Our workforce is changing and if you look around you today there are several obvious indicators. The number of people starting in this trade at a senior age is increasing. This is very apparent when we look at the demographics of the student population at MTA NSW Training. There are more than 350 students that are over 30 years old currently being trained with us in apprenticeships, traineeships or changing a trade. If you want to find new apprentices and trainees to add to your business to either fill gaps or grow the capacity of your company, then change the target and what we expect the new workers to do when they start. We can expect that the older starters will contribute sooner and will learn the skills much quicker, but they will expect to be treated as an adult. This is a change that must happen.

FOR FURTHER INFORMATION Please contact Phillip Cue, MTA NSW Senior Manager, Compliance and Trainer Coordinator, via: M: 0411 356 066 or E: phillip.cue@mtansw.com.au

Sources: 1. 2. 3. 4. 5.

National Centre for Vocational Centre Research 2018, Longitudinal Research for Australian Youth, 2009 Cohort (Version 7.0). 2011, Longitudinal Surveys of Australian Youth, 1998 Cohort (Version 3.1). Longitudinal Surveys of Australia Youth website, Life at 23: Then & Now, NCVER, Newsletter, 30 August 2018 lsay.edu.au/publications/search-for-lsay-publications/life-at-23-then-and-now www.lsay.edu.au

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FEATURES

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New Red, Blue and Silver dual-center stripes on Charger SRT Hellcat offer custom look from the factory Dual carbon stripes are available for order on Charger R/T Scat Pack and R/T for the first time Charger SRT Hellcat and R/T Scat Pack feature standard performance upgrades for the 2019 model year, including Launch Assist and Line Lock; a new performance grille with dual air inlets; new Launch Control switch on R/T Scat Pack; and Torque Reserve, After- Run Chiller on SRT Hellcat Dodge Charger continues its run as the sales leader in the large car segment for five years running Dodge//SRT Amplifies Charger’s Aggressive, Functional Design with New Stripe Options

Dodge//SRT Amplifies Charger’s Aggressive, Functional Design with New Stripe Options

ISSUE 02 OCTOBER/NOVEMBER 2018

The Dodge Charger SRT Hellcat, the quickest, fastest and most powerful sedan in the world, looks even more menacing for 2019 as Dodge//SRT adds three new stripe options, giving performance enthusiasts even more custom options straight from the factory.

“The Dodge Charger continues its run as the sales leader in the large car segment for the fifth year in a row,” said Steve Beahm, Head of Passenger Cars, Dodge//SRT, Chrysler and FIAT, and Service and Parts (Mopar), FCA – North America.” And as the aftermarket customisation business continues to balloon, these new stripe options give Charger buyers the opportunity to make what is already the only four-door muscle car in the market even more unique, and to do it straight from the factory.” The dual-center, full-length, exterior stripe design covers the front and rear fascia, roof, deck lid and is tailored around the signature NACA duct-hood vent to emphasize the Charger model’s aggressive yet functional design. “Exterior stripes, especially when they are a contrasting color, amplify the shape of the hood and highlight how big the air-intake is, all of which combine to truly accentuate the shape of the Charger,” said Mark Trostle – Head of Performance, Passenger and Utility Vehicle Exterior Design, FCA US LLC. “Our customers love the ability to make their cars unique and with five different stripe colors and an awesome color palette of thirteen colors, they can truly make their Charger their own.”

First introduced in 2016 and 2018 respectively, Dual Carbon and Dual Gunmetal Gray stripes can still be ordered on Dodge Charger SRT Hellcat models. New for 2019, Charger SRT Hellcat buyers can order any of the five available stripe options: • Dual Red (NEW) • Dual Blue (NEW) • Dual Silver (NEW) • Dual Gunmetal Gray • Dual Carbon For the first time ever, dual carbon stripes are available on Charger R/T Scat Pack and R/T.

Dodge Charger From the quickest, fastest and most powerful sedan in the world to V-6 efficiency and allwheel- drive (AWD) capability, the Dodge Charger lineup is designed and engineered to provide the ultimate in highperformance comfort and road-ready confidence as America’s only fourdoor muscle car. Dodge Charger’s rear-wheel-drive (RWD) architecture enables a model lineup highlighted by extensive performance-driven powertrains with the latest technology under the hood and behind the wheel – further building on the Dodge brand’s promise to deliver American performance machines with world-class power, efficiency, technology, authentic materials and standout styling. Standard on every Dodge Charger model is the innovative TorqueFlite eight-speed

About Dodge//SRT Dodge//SRT offers a complete lineup of performance vehicles that stand out in their own segments. Dodge is America’s mainstream performance brand and SRT is positioned as the ultimate performance halo of the Dodge brand, together creating a complete and balanced performance brand with one vision and one voice.

¼-mile (402.336 meters) elapsed time (ET) of 10.8 seconds at 131 mph [210.82 kmh]. It also reaches a new top speed of 203 mph [326.7kmh]. Joining the Challenger SRT Hellcat Redeye is the 2019 Dodge Challenger SRT Hellcat with its more powerful 717-horsepower engine, the Challenger R/T Scat Pack Widebody, which features fender flares from the SRT Hellcat Widebody and adds 3.5 inches [8.89 cm] of width to Scat Pack’s footprint, as well as and the new Challenger R/T Scat Pack 1320. Infused with exclusive drag strip technology from the iconic Dodge Challenger SRT Demon, the Challenger R/T Scat Pack 1320 is a dragoriented, street-legal muscle car and a blank canvas for the serious grassroots drag racer. The 2019 Dodge Durango SRT, America’s fastest, most powerful and most capable three-row SUV with a best-in-class tow rating of 8,700 lbs [3,946 kgs]. fills out the brands’ performance lineup. These visceral performance models join a 2019 brand lineup that includes the Durango, Grand Caravan, Journey, Charger and Challenger — a showroom that offers performance at every price point.

Follow Dodge, SRT and FCA US news and video on:

For more than 100 years, the Dodge brand has carried on the spirit of brothers John and Horace Dodge, who founded the brand in 1914. Their influence continues today. New for 2019, the Dodge Challenger SRT Hellcat Redeye is possessed by the Demon. Its 797-horsepower supercharged HEMI® high-output engine makes it the most powerful, quickest and fastest muscle car reaching 0-60 miles per hour (mph) [96.5607kmh] in 3.4 seconds and the fastest GT production car with a

Company blog: blog.fcanorthamerica.com Media website: media.fcanorthamerica.com Dodge brand: dodge.com Dodge blog: blog.dodge.com Facebook: facebook.com/dodge or facebook.com/FiatChrysler.NorthAmerica Instagram: instagram.com/dodgeofficial or www.instagram.com/ FiatChrysler_NA Twitter: twitter.com/dodge or www.twitter.com/FiatChrysler_NA YouTube: youtube.com/dodge or www.youtube.com/fcanorthamerica

SOURCE:

Related Links:

FCA US LLC

FEATURES

automatic transmission. Charger offers a full range of powerful engine options on six distinct models, including the award-winning 3.6-litre Pentastar V-6 on Charger SXT, SXT AWD and GT, the legendary 5.7-litre HEMI®® V-8 on R/T models, the naturally aspirated 392 HEMI V-8 on R/T Scat Pack models and the 707-horsepower 6.2-litre supercharged HEMI SRT Hellcat V-8. For 2019, Dodge repositions the lineup to include a new Charger SXT AWD model and a new Charger GT RWD performance V-6 model. Charger GT and R/T models get the performance look and features standard and receive a full complement of race-bred chassis upgrades. Charger SRT Hellcat and R/T Scat Pack feature standard performance upgrades, including Launch Assist and Line Lock; a new performance grille with dual air inlets; new Launch Control switch on R/T Scat Pack; and Torque Reserve, After-Run Chiller on SRT Hellcat.

www.fcanorthamerica.com

In response to listening to our Members’ difficulties in sourcing Apprentices to work across the key trades within the automotive industry, MTA NSW launched in October the ‘Find An Apprentice’ online directory.

UPDATES

‘Find an Apprentice’ Online Directory Launched The intention of this free Members’ only service is to bring potential Employers who have apprenticeship opportunities, together with potential Apprentices looking to work within the auto electrical, light vehicle, auto parts interpreter, heavy vehicle, paint or panel trades within the automotive industry. This is achieved via the online directory located on the MTA NSW website, which allows Members to post details of their current apprenticeship opportunities online for potential Apprentices to view or register their interest in an apprenticeship. Members can also search for potential Apprentices within their local area who are currently listed on the directory. Once you have searched and selected a potential Apprentice, the Member will just need to then make contact with them directly to discuss the apprenticeship opportunity.

MTA NSW will be encouraging current and potential Apprentices to list their interest on our directory with the aim to make it easier for MTA NSW Members to source their next Apprentice. To search the online directory for potential Apprentices within your local area, Members can log into the MTA NSW website and visit the ‘Seeking an Apprentice’ page.

This new Member service is just one example of our commitment to working together with our Members in supporting the daily running of their businesses.

FOR FURTHER INFORMATION please contact, Matthew Webster, Senior Manager Training Policy and Strategy, via M: 0413 602 604 or E: matthew.webster@mtansw.com.au

MTANSW.COM.AU

If your automotive business is looking for an Apprentice, then we strongly encourage Members of the Association to simply submit your apprenticeship opportunities online via the ‘Advertise Apprenticeship’ page on the MTA NSW website. We look forward to Members populating this directory with your apprenticeship opportunities.

IR UPDATE

IR Update

REMINDER:

CHANGES AFFECTING CASUAL EMPLOYEES

As detailed in our October IR News, MTA NSW members are reminded of key changes affecting casual employees.

Casual employees – Full Federal Court decision As previously advised the Full Federal Court in Workpac Pty Ltd v Skene held that: • regardless of the Award provisions, if an employee has a regular and predictable pattern of work with an expectation of ongoing employment, they are likely to be a part time or full time employee as opposed to casual; and, • Where an employee commences employment with irregular hours under a casual contract, the casual can become permanent employee during the course of the employment relationship, regardless that the parties continue to describe the relationship as casual.

ISSUE 02 OCTOBER/NOVEMBER 2018

On 13 September it became clear the business involved in this case Workpac has not appealed to the High Court so this decision is now legally enforceable. As a result of this decision, a large number of employees currently described by employers as ‘casuals’ could in fact be permanent and such employees could claim entitlements such as Annual Leave, Redundancy Pay and Notice under the National Employment Standard (NES).

Recently MTA has consulted with our other MTA interstate colleagues to determine the best approach and consideration is being given to combining with the Motor Trade Association of Australia (MTAA) and other employer organisations to lobby the Workplace Relations Minister. We have been monitoring developments and NSW Business Chamber has recently flagged that it will make an application to the Fair Work Commission (FWC) for a new form of employment “permaflexi” a flexible version of part time employment. This may not be the best option but it may bring the issue before the FWC and MTA will

participate in any such proceedings to influence the outcome to get the best result for members. MTA Employment Relations and our interstate colleagues are continuing to assess the decision to ascertain if we can mount an argument to distinguish the Vehicle Award conditions and the employment practices in relation to casuals engaged in the vehicle, repair, services and retail sector from the Workpac decision. If we have to defend a claim of underpayment MTA will look at all possible arguments that may assist our case. In the meantime, claims are currently being formulated in other industry sectors by the unions and MTA will keep you informed of the outcomes of decided cases. MTA Employment Relations continue, at this stage, to recommend that the following actions are taken but without alerting employees to the claims they might be able to make: • Review your current casual engagements and, where appropriate, seek to convert casuals to part time and full time engagements. Please contact MTA Employment Relations to discuss your particular situation and determine a strategy. • Existing casual engagements should be advised in writing confirming the terms of their employment. The nature of this communication will vary so please contact the MTA Employment Relations to discuss the form of the letter. • Commence to make all casual engagements as irregular and unsystematic as is possible. If you have rosters for employment of casuals change the title to “Indicative Roster” and review actual hours of work so that there is some variation of hours of work.

Minimum engagement for casuals New casual conversion clause Clerks Award under the Vehicle Award From 1 October 2018, a minimum engagement of 2 hours for casual employees classified under the Vehicle Manufacturing, Repair, Services and Retail Award 2010 will be effective and we reported on this matter in detail in the September IR News..

From 1 October 2018, the Clerks – Private Sector Award 2010 will provide for the right for a regular casual employee to request casual conversion to full or part time employment after 12 months and we reported on this matter in detail in the September IR News.

In this MTA Journal issue Albert Baumgartner has written about a new course being offered to Members this November. Members have the opportunity to take advantage of an MTA tailored training course, aimed at line managers and others in the business who are involved in the recruitment process. This course deals with a range of topics intended to get the hiring process right. Such topics will include how to use a job description, the best way of interviewing applicants; mitigating discrimination during the interview process, and awareness around employment rules in the first six months of employing a new staff member. The course also explores options for training and upskilling in line with the business processes and procedures, together with an appraisal system. This course has been designed to provide management with the tools to manage the process that needs to be followed when disciplining and/or terminating employees for performance, behavioural and other reasons,

but it also includes the ways to prevent the need for termination by getting the hiring process right. Retaining employees in any business is crucial and a hiring process that allows for a comparison of the best applicants will give your business the best chance of achieving a committed and high performing workforce. Demonstrating a commitment to a worker by providing the necessary training and upskilling so that they can be successful and confident in their role, combined with incentives and on-going remuneration schemes will normally make for a committed workforce.

IR UPDATE

HIRE, TRAIN, RETAIN – GETTING IT RIGHT!

Don’t miss this opportunity for your business! This is a chance to provide your managers with the tools to hire, train and retain staff. FOR FURTHER INFORMATION please contact MTA NSW Employment Relations on 02 9016 9000 or at eradvice@mtansw.com.au to register your interest in this course.

PREPARING FOR THE CHRISTMAS CLOSEDOWN

Members are reminded that if they intend to close-down their business or a section of their business over the upcoming December 2018 to January 2019 period, they must ensure Award-covered employees are provided with four weeks’ notice. To assist, the below table has been included which will apply to most businesses. Annual leave days*

Public holidays*

1 WEEK AND 1 DAY Tuesday 25 December to Tuesday 1 January (inclusive)

Period of leave

Tuesday 27 November

Last date to provide notice

2 WEEKS AND 2 DAYS Monday 17 December to Tuesday 1 January (inclusive)

Monday 19 November

3 WEEKS AND 2 DAYS Monday 10 December to Tuesday 1 January (inclusive)

Monday 12 November

*Annual leave and public holiday days are calculated on a full time employee, working Monday to Friday each week.

For more information regarding annual leave close-downs, how to deal with employees that do not have sufficient annual leave to cover them for this close-down period and how to deal with Rostered Days Off and Public Holidays, please refer to the October 2018 edition of the Industrial News. This can be downloaded from the Employment Relations section of the MTA NSW Website (www.mtansw.com.au) after you login to the members’ area.

ROSTERED DAYS OFF AND PUBLIC HOLIDAYS

THE DANGERS OF STAFF CHRISTMAS PARTIES

With the Christmas holiday period approaching, Members are reminded of employee entitlements regarding public holidays and how they interact with rostered days off. This is of particular importance for vehicle salespeople or other employees who do not work standard days (e.g. 38 ordinary hours worked Wednesday to Sunday). The following outlines the entitlements under the Vehicle Manufacturing, Repair, Services and Retail Award 2010: • Where a rostered day off falls on a public holiday (e.g. Tuesday 25 December 2018), the employee does not receive additional payment or an additional day off. Instead, the employee has the public holiday off on that day and receives his/her normal retainer or wages for that week. • Where an employee is rostered to work and works on a public holiday, the employee is paid at the relevant public holiday rate, which is generally double time and a half. This is the case unless there is an agreement to substitute the public holiday for another day off, under clause 32.2 of the Vehicle Manufacturing, Repair, Services and Retail Award 2010.

Once again the festive season is about to begin with Christmas just around the corner and a new year soon to begin. Many members as a goodwill gesture will put on an end of year barbecue and/or Christmas party.

UPCOMING ARTICLES Look out for our articles on Working in Hot Conditions and Community Service Leave for emergency situations such as bush fires. We will be covering these topics in the November Industrial News to be sent to members in the first week of November.

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In our October Industrial News we also provided information on how to work out the payments for employees that work on a public holiday and how to substitute another day of work for a public holiday and employee entitlements to refuse to work on a public holiday. For more information go to the October Industrial News. This can be downloaded from the Employment Relations section of the MTA NSW Website (www.mtansw.com.au) after you login to the members’ area.

Over the last couple of years there has been an alarming increase of serious issues arising from work functions in terms of Work Health and Safety, Workers Compensation and Sexual Harassment. MTA will be providing detailed guidance in our November Industrial News that will be sent out in the first week of November. So look out for this important advice.

FEATURES

The Temporary Skills Shortage Visa Program The Australian migration system has always been subject to the changing policy requirements of the Federal Government of the day. Successive Governments have regularly made minor and major changes depending on the population growth and labour market outcomes they wished to achieve.

A second change to the temporary visa program is the tightening up of the labour market testing requirements. A sponsoring employer must show they have conducted adequate labour market testing by providing evidence of job advertisements for the position they wish to fill with a foreign worker.

Even within this constantly changing environment the employer sponsored temporary visa program has seen an unprecedented transformation over the last 12 months. The old subclass 457 visa system was abolished and replaced with the Temporary Skills Shortage program, which was implemented via a number of changes during the last 12 to 18 months.

Under the new requirements there has been an increase in the number of job advertisements that need to be provided, and a decrease in the time period over which the advertisements are placed. In addition, there are limitations on what is an acceptable advertising medium for the job advertisements, with an emphasis on national coverage.

The name of this new visa program, Temporary Skills Shortage was carefully chosen in order to avoid the negative connotations that had developed around the subclass 457 visa program. Over a number of years stories started emerging in the media about unscrupulous employers abusing the 457 visa system, taking advantage of vulnerable foreign workers through underpayment of wages, and neglecting Australian job seekers over supposedly cheaper overseas workers.

ISSUE 02 OCTOBER/NOVEMBER 2018

The resulting outrage forced the government to make major changes to the temporary employer sponsored visa system. In April 2017 it was announced that the 457 visa system was to be abolished and replaced with the new Temporary Skills Shortage program. This was intended to force employers to prioritise Australian job seekers over foreign labour.

There were a number of changes implemented with the introduction of the Temporary Skills Shortage visa program that were designed specifically to increase the number of Australian citizens receiving offers of employment over foreign workers. To increase the number of Australian citizens receiving offers of employment, over foreign workers, there were a number of significant amendments made to the migration regulations. Firstly, the occupations that are allowed for sponsorship have been separated into a short-term list, and a medium/long term list. The shortterm occupations allows for an initial two year visa, with the possibility of a further two years. Importantly this occupation group does not provide a pathway to permanent residence. Most employers envisage recruiting new skilled workers for as long as possible, and having a limit of two to four years rarely meets long term labour requirements.

A final key change has been the recent introduction of the Skilling Australians Fund levy. The employer sponsored visa programs have always been predicated on employers demonstrating that they have provided sufficient training to Australian employees, to reduce the skills shortage in the labour market. The Skilling Australians Fund levy removes the obligation for employers to provide training and instead requires employers to pay a fee during the nomination process which will be pooled nationally and spent on encouraging more Australian citizens into apprenticeships and traineeships. To sponsor an employee for four years the Skilling Australians Fund levy is $4,800, for businesses with a turnover less than $10 million, or $7,200 for businesses with a turnover greater than $10 million. This substantial increase in the cost of sponsoring and employing foreign labour is likely to see a significant reduction in the number of temporary employer sponsored visas been granted over the next one to two years. Since the introduction of employer sponsored temporary visas in 1996 there have been a number of changes aimed at increasing employment of Australian citizens and reducing the labour market skills shortage. Time will tell if the new Temporary Skills Shortage visa program will achieve those important workforce outcomes.

FOR FURTHER INFORMATION please contact MTA NSW Employment Relations via P: 02 9016 9000 or E: eradvice@mtansw.com.au

FEATURES

Automotive Mechanic Skill Shortage In a series of articles, MTA NSW Divisional Manager, Mark Jackson, will be looking at the current skills shortage issues affecting the automotive industry. As a former Group Service Manager/Fix Operations Manager for over 30 years in Automotive Dealerships, I understand the frustration and the constant battle with staffing shortages in what seems to be growing industry. But we have a big SKILLS SHORTAGE in Australia within the automotive after sales and service industry as a whole. This doesn’t matter if you are an automotive dealer or operate a small mechanical repair business. You travel around the State and the most common issue which comes up with our Members regarding the automotive industry is just ‘find me more mechanics’! There has been a shortage for a long time and there seems to be no light at the end of the tunnel. So, what do we do about it as an industry? We all agree we need to get people into the trade and somehow attract those that have left the trade back into the industry. There is definitely no shortage of work. But we keep running into problems with a lack of skilled trades staff in NSW. We have no choice but to review what the trade is and make it more attractive. How do we do that? The elephant in the room seems to be, we have lost the skill to other trades and/or the most common complaint is we have lost mechanics to the mining industry.

Source:

The following are some interesting industry statistics concerning the profile of an Automotive Mechanic within the automotive industry. Some of the data highlights concerns that may be why we have a challenge within the industry. I will leave it with you, our Member, to review and start challenging how we deal with this situation as it is a problem unless we are prepared to make drastic changes on how we employ and operate to make it more attractive for potential staff. We could be facing a bigger crisis and ultimately business affected and with consumers ultimately left paying more.

FOR FURTHER INFORMATION please contact Mark Jackson, Divisional Manager, via M: 0438 213 420 or E: mark.jackson@mtansw.com.au

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The question is why? I don’t have the answers but challenge myself as to what it is we do collectively as an industry. • Better pay is the biggest challenge. (Do we pay our mechanics and apprentices well enough? How do you recoup the cost, or are we in some cases relying too much on GP% and comparison of data for OEM’s and achieve benchmarks?).

• Better work conditions. (Not always the case, but take the time to look at your premises and ask yourself would you work in those conditions extreme cold, extreme heat to name but a few). • More opportunity to grow professionally. (Do we know what our people want and do we give them opportunities to grow. Not all Technicians want to be the next Foreman or Service Advisor and therefore why do we take the best skill off the floor and move them into the office? • More training opportunities. (There are plenty of courses and opportunities out there especially with OEM’s and MTA NSW, especially with the coming changes due to the electrification of vehicles).

Australian Government Department of Jobs and Small Business website, 3 September 2018, Explore Careers, viewed 28 September 2018, <https://joboutlook.gov.au>

FEATURES

Fast Facts $1,000

Weekly Pay Earnings are for full-time workers before taxes, excluding superannuation. Earnings are a guide only and can vary greatly.

101,000 WORKERS

Employment Size Employment size is the number of people who work in this job in Australia.

STABLE

Future Growth Employment size is the number of people who work in this job in Australia.

MEDIUM SKILL

Skill Level Rating The Department of Jobs and Small Business estimates the likely change in number of workers over the next five years. Future growth is the likely percentage change, compared to all other occupations. Possible ratings are • Very strong growth • Strong growth • Moderate growth • Stable • Decline

LOWER UNEMPLOYMENT

UNEMPLOYMENT A lower unemployment rate shows people who work in this job are less likely to be out of work than people who work in other jobs.

91.9% FULL-TIME

Full - Time Share Full-time workers usually work 35 hours or more a week (in all their jobs combined).

40.7 HOURS

Average Full – Time Average full-time hours is the actual hours worked in this job per week, by people who work full-time hours in all of their jobs combined.

37 YEARS

Motor Mechanics Skills in Demand

The number of Motor Mechanics grew very strongly over the past five years and is expected to stay fairly stable over the next five years: from 101,100 in 2017 to 102,600 by 2022. There are likely to be around 27,000 job openings over this time from workers leaving and new jobs being created (a small number for an occupation of this size). • • • • • • • • •

Average Age This is the average age of all workers in this job.

1.1% FEMALE

Size: This is a very large occupation. Unemployment: Unemployment was below average in 2017. Location: Motor Mechanics work in most regions of Australia. Industries: Most work in Other Services; Retail Trade; and Manufacturing. Earnings: Full-time workers earn around $1,000 per week (below the all jobs average of $1,230). Earnings tend to be lower when starting out and higher as experience grows. Full-time: Most work full-time (91.9%, much higher than the all jobs average of 68.4%) showing part-time work may be hard to find. Hours: Full-time workers spend around 40.7 hours per week at work (compared to the all jobs average of 40.0 hours). Age: The average age is 37 years (compared to the all jobs average of 40 years). Gender: 1.1% of workers are female (compared to the all jobs average of 46.7%).

Source

Gender Share

https://joboutlook.gov.au/Occupation.aspx?code=3212

ISSUE 02 OCTOBER/NOVEMBER 2018

States and Territories

NSW

VIC

QLD

TAS

ACT

24.0%

30.9%

17.8%

8.9%

13.2%

2.4%

1.5%

1.3%

All occupations: 31.6%

All occupations: 26.2%

All occupations: 19.7%

All occupations: 6.7%

All occupations: 10.8%

All occupations: 2.0%

All occupations: 1.1%

All occupations: 1.8%

Source:

Based on ABS Labour Force Survey, annual average 2017, Cat. No. 6291.0.55.003: Customised Report. Share of workers across Australian States and Territories, in this job compared to the all jobs average.

FEATURES

Hire, Train, Retain Getting It Right! Out of the many calls MTA NSW Employment Relations receive we often receive calls about how to hire, train and retain good workers. It is one of the main problems most Members struggle to get right.

In November 2018, we are offering Members the opportunity to take advantage of an MTA tailored training course, aimed at line managers and others in the business who are involved in the recruitment process.

A Member recently told me that he was frustrated by line managers employing their ‘mates’ or giving preferential treatment to their ‘mates’. This conversation arose because the business has trouble retaining good committed vehicle salespersons. Recently, they employed a mature woman who was going very well, essentially provided such good customer service during the first month of employment that her performance was matching the best salespersons. The sales manager though wanted to restrict her to only one vehicle brand, even though she was engaged to sell all of the brands on sale, and farm work to his ‘mates’.

This course deals with a range of topics intended to get the hiring process right. Such topics will include how to use a job description, the best way of interviewing applicants; mitigating discrimination during the interview process, and awareness around employment rules in the first six months of employing a new staff member. The course also explores options for training and upskilling in line with the business processes and procedures, together with an appraisal system.

Another Member also complained that their sales managers were just employing mates to fill vacant gaps and, and unsurprisingly, they left after a few months as this was just a temporary job to fill a gap, or in some cases the employee (mate) and the Manager had a falling out and the employee left! Another Member told me that they have 50 percent turnover and one complained again about the amount of effort needed to constantly replace staff leaving. How do we turn this around? Having a robust hiring process, good onboarding and thorough training system will go a long way to encourage retention of staff. When recruiting you don’t pick the first person you see, or do a favour to a ‘mate’. They will often use the business as a stepping stone and leave when a better offer comes along.

Retaining employees in any business is crucial and a hiring process that allows for a comparison of the best applicants will give your business the best chance of achieving a committed and high performing workforce. Demonstrating a commitment to a worker by providing the necessary training and upskilling so that they can be successful and confident in their role, combined with incentives and on-going remuneration schemes will normally make for a committed workforce. The MTA NSW General Manager, People and Support, Rita Haitas will conduct this new course. Rita brings a wealth of HR and business experience to the ER Department, having recruited and trained people for over 20 years. Rita also has a degree in Adult Education, is an accredited trainer and an accredited corporate business coach. Don’t miss this opportunity for your business! This is a chance to provide your managers with the tools to hire, train and retain staff. FOR FURTHER INFORMATION on this course or to indicate your interest in this training opportunity, please contact MTA NSW Employment Relations via P: 02 9016 9000 or E: eradvice@mtansw.com.au

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When hiring staff you need a proper process of advertising for staff, a fair interview process, including a thorough reference checking process; coupled with a training scheme provided either on the job or offer training via a traineeship or other external provider. This will show your commitment to the workers. You also need to ensure that you avoid discrimination issues or taking adverse action against applicants by breaching their workplace rights. Getting it wrong can lead to substantial business costs in damages and penalty fines apart from the damage to your business’ reputation.

This course has been designed to provide management with the tools to manage the process that needs to be followed when disciplining and/or terminating employees for performance, behavioural and other reasons, but it also includes the ways to prevent the need for termination by getting the hiring process right.

FEATURES

Bathurst 1971, Graham driving the work’s Charger with Doug Chivas

Renault Laguna, Bathurst 1997, with former world F.1 Champion Alan Jones

Graham with Wayne Gardner in 1992

With Alan Jones Formula One World Champion

Graham driving a Ferrari 365 Challenge at the Australian Grand Prix meeting at Albert Park Melbourne

Bathurst 1992 with Wayne Gardner

Member Spotlight:

Graham Moore – Mosman Smash Repairs Graham Moore’s life has always been involved in cars. He is as passionate about restoring cars back to their original factory specifications as he is about his motor sport. This is just a part of Graham’s love affair with his cars and motor sport in general.

ISSUE 02 OCTOBER/NOVEMBER 2018

At 15 years of age Graham began building a 1934 Ford Roadster hot-rod in his dad’s backyard garage. Completed two years later, the bright orange vehicle was soon road registered.

Graham’s entrepreneurial skills were at their highest when, in 1992, he contacted the World Champion motor cycle racer, Wayne Gardner to partner him at the annual Bathurst 1000 race. This was Gardner’s first fore into motor racing in Australia and immediately elevated him to the upper echelon of car racing greats in Australia with his Coca Cola Team and his drives for Holden Racing Team.

At 18 years of age Graham competed in his first road race at the now extinct Warwick Farm Motor Racing circuit in Sydney, finishing in third place. He had his first start in the 1965 Armstrong 500 mile race in Bathurst in a Morris Cooper “S”, and finished in 8th place outright. This was a perfect start to Graham’s many Bathurst assaults in the future.

In 1997 Graham took on a massive task when he “imported” the whole English “Williams’s Touring Car Engineering Team” for the Bathurst Race.

Graham has had a total of 26 starts at Bathurst, meaning he is the fifthplace driver on the list for record starts in this world famous Bathurst event.

They said “it couldn’t be done,” but it was! Two “factory” Renault Laguna’s and all the spares and equipment required for the event. 27 engineers’ and crew in total together with the technical equipment required to run the cars!

Graham’s privateer success, both at Bathurst and elsewhere on the Australian motor racing circuit was rewarded with factory supported works drives. The first with Chrysler Australia, in the Charger with Doug Chivas and later with Williams Touring Car Engineering in a Renault Laguna Super Touring Car with Formula 1 World Champion Alan Jones.

British touring car champions Alain Menu and Jason Plato were the factory drivers and the second car was shared by Graham and ex Formula 1 World Champion Alan Jones.

In 1995 the factory supported works drive continued in one of his four drives in the world renowned Spa Francorchamps 24 hour race in Belgium.

This drive was in a German Opel as Co-pilot with his good friend, Belgian, Michel Delcourt.

Graham still enjoys the ‘Big Race’ and has lots of memories of his racing past and the friends he has made following his passion for cars, in general and motor racing, in particular.

FEATURES

INFINITI Project Black S The ultimate test-bed for motorsport technologies, electrified performance and a potential sports grade

Based on the INFINITI Q60 sports coupe, ‘Project Black S’ is an engineering test-bed exploring how Renault Sport Formula One™ Teaminspired dual-hybrid powertrain technology could be deployed in a road car. The Q60 Project Black S development prototype represents the maximum level of performance, dynamic capability, effective aerodynamics and intelligent energy management offered by INFINITI. Moving on from the Geneva 2017 design study of the same name, the Project Black S prototype now boasts many developments. These include weight reduction, a motorsport-inspired interior, an aeroeffective and purposeful bodywork update, and significant powertrain advancements with a world-first energy recovery system that harvests energy under braking and acceleration. The result of INFINITI’s Alliance partnerships, Project Black S represents an ongoing learning venture between INFINITI and the Renault Sport Formula One Team, exploring the potential for motorsport-inspired products and processes.

A focused, agile team of designers and engineers has enabled the rapid development of early prototypes, with feasibility and performance testing due to continue into 2019. A test-bed based on the INFINITI Q60 and its 400 hp ‘VR30’ twin-turbo V6 engine, the Formula One®-inspired dual-hybrid system combines supersport performance with smart energy management. Recuperating heat and kinetic energy, the system could transform the performance of the brand’s road cars.

Designed and engineered in collaboration with the Renault Sport Formula One Team, the Project Black S prototype represents the ultimate expression of INFINITI DNA. The development prototype builds on the organic, artistic design of the Q60 sports coupe, giving it greater aerodynamic efficiency and high levels of downforce, as well as a functional motorsport-inspired look. Its high-performance design is matched by the creative packaging and engineering of its unique dualhybrid powertrain. “INFINITI has reached another milestone on its road to electrification. Building on the strength and success of the electric vehicle expertise of the Renault-Nissan-Mitsubishi alliance, INFINITI is showing the Project Black S, a high-performance prototype with F1 technology resulting from collaboration within the Alliance. The Project Black S represents the very top end of electrification in the Alliance portfolio, and is another example of INFINITI’s entrepreneurial spirit on its journey to electrification from 2021 onward. ‘Project Black S’ utilises high power and smart energy management from advanced powertrains, a thrilling dynamic capability on road and track, and a performance-oriented aesthetic. A collaborative venture between INFINITI and the Renault Sport Formula One Team, the Project Black S prototype is a test-bed for new ideas and technologies, demonstrating how our Alliance partnerships could make our ambitious visions a reality.” Roland Krueger, President, INFINITI

MTANSW.COM.AU

The world-first dual-hybrid technology is derived from Formula One and engineered specifically for the road to create a potential new performance flagship. It also illustrates INFINITI’s commitment to developing exciting high-performance electrified powertrains.

The VR30 engine has been developed using two heat energy harvesting systems (‘MGU-H’: motor generator unit – heat) which develop electricity under acceleration. Paired with a kinetic harvesting system (‘MGU-K’: motor generator unit – kinetic), generating electricity under braking, Project Black S is a unique and exciting electrified performance hybrid prototype.

FEATURES

An Alliance partnership

Evolving collaboration between INFINITI and the Renault Sport Formula One Team to develop innovative technologies for an electrified future As the premium brand within the Renault-Nissan-Mitsubishi Alliance, INFINITI can call upon wide-ranging expertise in vehicle electrification from a partnership that sells more electric and hybrid cars globally than any other manufacturer. It is this partnership that makes possible the ongoing development of Formula One-inspired powertrain technology for the road. For the Q60 Project Black S, INFINITI has drawn on technologies from the Renault Sport Formula One Team to create a new performance prototype, which benefits from the breadth of electrification experience within the Alliance. The team behind ‘Project Black S’ is truly global, and the result of collaboration across the Alliance. The initial brief and overall management for the project – from the creation of the show car revealed at the 2017 Geneva Motor Show, to today’s development prototype – was issued by INFINITI’s global headquarters in Hong Kong. The Renault Sport Formula One Team in Enstone, United Kingdom was tasked with designing the car, and worked alongside Renault Sport Racing in Viry-Châtillon, France, where INFINITI and Renault engineers developed the unique dual-hybrid technology. The Enstone team worked together with INFINITI Design London in Paddington, to implement the prototype’s motorsport-inspired aerodynamics and develop its design using lightweight materials. INFINITI’s research and development center in Atsugi, Japan also played an important role, having developed the ‘donor’ Q60 sport coupe upon which Project Black S is based. The R&D center has assisted in the integration of the powertrain technology, advising on engineering proposals from the Renault Sport Formula One Team. In this way, the creation of the Project Black S prototype is a true collaborative effort – overseen by François Bancon, INFINITI’s Vice President for Motorsport and Connected Vehicles. To date, Bancon has enjoyed a career spanning more than four decades, with 20 years’ prior experience at Renault, and the last two decades within Nissan and INFINITI.

ISSUE 02 OCTOBER/NOVEMBER 2018

“Through the Renault-Nissan-Mitsubishi Alliance, we have been able to draw on the deep technical knowledge and spirit of innovation within the Renault Sport Formula One Team. Our eyes have been opened to the potential of rapid design and development, and a shorter gestation period for the creation of bespoke, highly advanced technologies. This partnership is as much about exploring efficient new production processes as it is about creating ground-breaking new powertrains.” François Bancon, Vice President Motorsport and Connected Vehicle, INFINITI

INFINITI believes there is potential for a new model grade that offers progressive levels of product enhancement, above and beyond the existing Red Sport 400 specification currently available on select models. This could include higher power, torque and performance from innovative powertrains, new or uprated suspension systems, and unique design elements. This higher grade would represent the maximum level of performance, dynamic capability and intelligent energy management offered by INFINITI. The Q60 Project Black S prototype is an investigation into the adoption of advanced dual-hybrid Formula One powertrain technology, with a performance bias. From 2021, all new INFINITI models will feature electrified powertrains. Electrification is a natural progression for INFINITI, as a brand with technological and powertrain innovation at its heart. In future, the company’s vehicles will offer owners a range of advanced powertrains, including battery electric vehicles and unique e-POWER systems which deliver elevated performance and greater range confidence. The Project Black S test-bed represents the latest development initiative by INFINITI to electrify its cars, and the new prototype follows a series of concept cars and design studies from INFINITI – the Prototype 9 (2017), Q Inspiration Concept (2018) and Prototype 10 (2018). Each of these is indicative of the brand’s path towards performance-oriented powertrain electrification. With Prototypes 9 and 10, INFINITI created physical manifestations of its creative and ambitious plans for electrification. Revealing the potential for flexible platforms underpinning vehicles with advanced powertrains, both ‘Prototype’ models have benefited from greater freedom in design. What’s more, they have sought to reflect the thrilling, high-performance driving nature that will characterise future electrified vehicles from INFINITI. Through the 2018 Q Inspiration Concept, the brand revealed a new INFINITI form language for a future of smarter, lower-emissions powertrains. As 2021 and the launch of INFINITI’s first electric vehicle approaches, the Project Black S engineering study proposes a route for technological innovations to deliver thrilling performance and intelligent energy management.

FEATURES

Technical specification

Body and chassis

Two-door, two-seat prototype sports coupe, with carbon fiber and steel unitary construction bodyshell. Six-cylinder twin-turbocharged dual-hybrid engine driving the rear wheels via seven-speed automatic transmission.

Total powertrain output Max power

420 kW (563 hp / 571 ps)

Max torque

TBC

Transmission Seven-speed automatic

Powertrain Prototype 3.0-liter ‘VR30’ twin-turbo dual-hybrid V6 gasoline

Drivetrain Rear-wheel drive

Type

Twin-turbocharged with dual-hybrid energy recovery system (ERS)

Displacement (cc)

2,997

0-to-100 kph

Bore and stroke

86.0 x 86.0 mm

Top speed

Cylinder angle

60deg

Cylinder layout

Max power, engine

298 kW (400 hp / 405 ps) @ 6,400 rpm

Max torque, engine

475 Nm (350 lb ft) @ 1,600-5,200 rpm

Valves

24 (four per cylinder)

Fuel system

Multi-split direct injection gasoline

ERS

MGU-K (1), MGU-H (2)

Motor generator unit – kinetic (MGU-K) Type

AC permanent magnet synchronous motor

Max power

120 kW

Performance targets <4.0 seconds

TBC

Suspension and damping

Front: Fully-independent subframe-mounted double wishbone suspension, coil springs and gas-filled shock absorbers, with anti-roll stabiliser bar Rear: Fully-independent subframe-mounted multi-link suspension, coil springs and gas-filled shock absorbers, with anti-roll stabiliser bar Steering Type

Direct Adaptive Steering, steer-by-wire, variable ratio

Brakes

Motor generator unit – heat (MGU-K)

Front

380 mm, carbon-ceramic, drilled and ventilated

Type

AC permanent magnet synchronous motor, split-turbo

Rear

360 mm, carbon-ceramic, drilled and ventilated

Max power

30 kW

Front

275 / 30 R21, forged aluminum

Type

295 / 30 R21, forged aluminum

Battery Lithium-ion polymer

Voltage

400V

Energy

4.4 kWh

Power

120 kW

Weight Curb weight*

1,775 kg / 3,915 lbs

Power-to-weight*

236 kW per tonne (322 ps per tonne / 317 hp per tonne)

*based on current specification of prototype

MTANSW.COM.AU

Type

Wheels and tyres

For more information about INFINITI and its industry leading technologies visit www.INFINITI.com. You can also follow INFINITI on Facebook, Instagram, Twitter, LinkedIn and see all our latest videos on YouTube.

FEATURES

2018 Formula Drift Champion James Deane in his Worthouse Drift Team car. Photo Credit: Jordan Butters

Trusted from Raceways to Driveways

ISSUE 02 OCTOBER/NOVEMBER 2018

BorgWarner Debuts New Products at 2018 SEMA Show

Designed for ultimate performance, BorgWarner’s advanced performance aftermarket turbochargers are trusted by motorsport and performance enthusiasts as well as everyday drivers seeking improved engine output. At this year’s Specialty Equipment Market Association (SEMA) Show in Las Vegas from 30 October to 2 November 2018, the company will showcase its extensive lineup of Engineered For Racing (EFR™) and AirWerks® Series turbochargers, including new, higherpower offerings. “Across the aftermarket, BorgWarner’s EFR and AirWerks turbochargers are recognised for their superior performance and SEMA is the perfect venue to showcase them,” said Michael Boe, Vice President and General Manager, BorgWarner Turbo Systems Aftermarket. “We strive to offer products that satisfy the specific personal and market needs of our diverse customer base. As a result, we continue to expand our product portfolio with new boosting solutions that enhance the performance of our customers’ products.” New this year, BorgWarner will display its new EFR super-cores, the EFR 8474, EFR 9274 and EFR 9280, which maximize airflow in the turbocharger via larger compressor inducer wheel diameters, among

other design changes to the compressor stage. With the design changes to the compressor wheel and cover, the latest EFR super-cores will provide up to 200 more horsepower (hp) than previous products. BorgWarner also will present its newly available AirWerks S300SX-E 72 mm super-core, its most powerful S300 aftermarket super-core to date. While maintaining the same compact size and near identical ultra-fast response time, the S300SX-E 72 mm supercore can deliver up to 1,100 horsepower, an extra 100 horsepower more than its next highest model. Show attendees will want to check out Formula Drift 2018 champion James Deane’s Worthouse race car, which features a BorgWarner EFR 9180 turbocharger, on display in the booth. In addition, the Worthouse team drivers, James Deane and Piotr Więcek, will be in the BorgWarner booth signing autographs and talking with fans. During the 2018 Formula Drift season, BorgWarner proudly boosted the cars of the top three finishers in the championship, James Deane, Fredric Aasbo and Piotr Więcek. BorgWarner have winter motorsports enthusiasts covered too with the display of Ryan Nelson’s 2018 Polaris 800 AXYS RMK snowmobile

FEATURES

that is boosted with the company’s EFR 6258 with aluminum center section turbocharger kit. Ryan is a professional on MTNTK Performance’s Backcountry Rider team, and has been featured many times in the “Boondockers” movie series. The sled features a 2.6-inch by 163-inch track and many performance upgrades. Stock horsepower is 135, boosted it is 240 hp at 14 psi. BorgWarner’s latest power-packed products, including detailed product information on all EFR and AirWerks products, and the company’s history of innovation in the field, are included in the latest volume of its High-performance Turbochargers Catalog, volume 9, which will be available in BorgWarner’s booth, number 25125, during the show.

About BorgWarner

BorgWarner Inc. (NYSE: BWA) is a global product leader in clean and efficient technology solutions for combustion, hybrid and electric vehicles. With manufacturing and technical facilities in 66 locations in 18 countries, the company employs approximately 29,000 worldwide. For more information, please visit borgwarner.com.

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