Mopar Masters Guild Magazine May -June 2018 Edition by Don Cushing

Leaders in the sale of quality Mopar Parts.

May - June 2018

Also In This Issue From the Desk of MMG President Susan McDaniel ............. 2-3 Study: Bad Reviews Significantly Impact Dealer Revenue .......................4 Six Steps to Hang Onto Your High Potential Employees ......................5-10 GM: No Repairs, aftermarket copies on bumber covers with ADAS .........10-11

Study: Bad Reviews Significantly Impact Dealer Revenue! Page 4

MMG Supporting Vendors .........12-13 The View from My Office...........14-15 10 Missions Media .............................16 Elite Extra ...........................................17 AER Manufacturing .....................18-19 Reynolds & Reynolds .........................20 UPS .................................................21-23 Autobody News ...................................24 Snap-On Business Solutions .............25 Reynolds & Reynolds .........................26 Rousseau Storage ...............................27 CDK Global ...................................28-29 OEConnection ...............................30-31 Mopar Leather IS Better, Really! ....32 Katzkin Leather ..................................33 “Roadkill Nights Powered by Dodge” Brings Legal Racing Back to Woodward Ave ..............................34-36

Six Steps to Hang Onto Your High-Potential Employees Pages 5-10

2019 Dodge Durango Pursuit Debuts at Natl Sheriffs’ Association ......36-37 FCA Reports May 2018 Sales.....38-39 2018 MMG Officers/Committees ..40

The exchange of information by like size dealers in a non-competitive environment.

Mopar Masters Guild

May - June 2018

From the Desk of MMG President Susan McDaniel

AND SO IT BEGINS Wow! It seems like just yesterday we were all together in Las Vegas for our annual NADA mee ng and now we are already planning San Francisco 2019! What a whirlwind of a year it has been so far with vaca ons, inventories, Dealer 20 Groups, weddings, birthdays, anniversaries, and major changes to our Tire and Ba ery Programs. Although our Tire and Ba ery Programs are s ll not where they need to be, we have made some amazing strides since January. Don’t lose faith; communica on with the right people is key. We will all get through this together. A big THANK YOU to Bonnie Hedeen and her team for all of their hard work, research and communica on towards making our Dealer Connect screens be er and easier to use with more informa on at our finger ps….. stay tuned….more to come. A big THANK YOU to Kathy Wideman for all of the communica on and eﬀorts she and her team have put forth to ensure that we have the best communica on and most updated informa on possible at our finger ps regarding recalls. Recalls are a very frustra ng business for all of us and Kathy has truly gone the extra mile and is always there to answer any ques ons we have. •

It is ALREADY me for our 20 Group with Mark Beaton and Jen Short and I can’t wait!

•

Our dates are August 20th and 21st (some of our partners from FCA will be there Tuesday a ernoon the 21st) and it will be held at:

•

The Marrio Troy 200 W. Big Beaver Rd. Troy, MI 48084. The oﬀering #647556 is ready for sign up on Dealer Connect. Don’t wait!

This is right a er DREAM CRUISE weekend and a bunch of us are arriving early for the cruise on Saturday and to go to the Henry Ford Museum on Sunday. It will be a great me to catch up and to see some really cool cars, busses, and bikes….not to men on some very eccentric people! And speaking of NADA San Francisco 2019….please save the dates….our mee ngs will be on Wednesday, Thursday and Friday, January 23rd through 25th. Our hotel and mee ngs will be at the storied Marines Memorial in the heart of downtown San Francisco. Continued on Page 3

Mopar Masters Guild Magazine

Leaders in the Sale of Quality Mopar Parts Continued from Page 2 It’s me to bear down, take a deep breath and start making your “to do” lists because on top of all of our everyday rou nes there are so many other things going on and it is so easy to get overwhelmed. Your President,

Susan McDaniel Susan McDaniel susan@billluke.com 602.336.1557

“Time is the ul mate compe tor of success. Learning how to direct your me in a manner that maximizes your eﬀec veness and produc vity is pivotal in your success journey.” - Zig Ziglar

The exchange of information by like sized dealers in a non-competitive environment.

May - June 2018

Study: Bad Reviews Significantly Impact Dealer Revenue Your dealership can sustain serious damage from afar, even from anonymous, faceless detractors. According to recent research compiled by Jonas Sickler, the marke ng director for Reputa onManagement. com, when dealerships receive nega ve online reviews, it has a definite impact on revenue. According to Sickler’s findings, 59 percent of auto shoppers choose a dealership based on reputa on. Therefore, Sickler noted in a recent report, “nega ve online reviews can cost you half of your customers.” The study discovered that the average dealership these days loses $1.1 million per year in profits due to bad online reviews. Some other eye-opening figures from Sickler’s report:  Customers are 5.3 mes more likely to visit dealerships with posi ve online reviews  81 percent of 18-34-year-olds consult online reviews and opinions before purchasing  80 percent of millennials search online for repairs  38 percent of consumers consider independent review sites to be the most trustworthy source of informa on As a result of the findings, the reputa on management expert makes the following sugges ons to dealerships:  Ask for reviews from happy customers  Be transparent and up front with customers  Respond to nega ve reviews with empathy and a willingness to take ac on  Create a crisis communica on plan to handle upset customers, so that employees are prepared to handle such situa ons “Auto dealers can’t aﬀord to let nega ve ar cles or reviews creep into their search landscape,” Sickler concluded. “Great customer service is a reputa on flywheel. By inves ng in a stellar customer experience you’ll be able to convert customers into loyal and trusted brand advocates. … You’ll also lower your risk of being hammered with nega ve reviews.” Source: www.FixedOpsBusiness.com - Kelly Beaton is a staﬀ writer for 10 Missions Media, where he produces content for Ratchet+Wrench, FenderBender and Fixed Ops Business.

Mopar Masters Guild Magazine

Leaders in the Sale of Quality Mopar Parts

Six Steps to Hang Onto Your High-Potential Employees In some ways, Gil Weiss believes there’s no be er me than the present to be part of the automo ve dealership industry. “The more screwed up it is, the greater the opportunity to use it as a compe ve advantage,” says Weiss, president of Automo ve Training Team, a dealership and job training company. “But today, the OEM requires that you have a suitable facility within the same brand, so no one has junky facili es anymore. There’s not that many bad dealerships anymore. “It’s a level playing field, so where is the ebreaker between how my store is going to perform versus another store in my market? If I have a strong, tenured staﬀ, I will retain my customers be er. Employee sa sfac on impacts customer sa sfac on. Employee reten on impacts customer reten on.” That last sentence is exactly why your dealership needs a smooth, comprehensive end-to-end recrui ng and retaining strategy. Most dealership have a strong process when it comes to warranty claims or inspec ons, Weiss says, but when it comes to hiring? “We look as though we are doing this for the very first me, whereas we’re actually doing this way too o en … We hire somebody and we wing it,” he says. “They’re looking for warm bodies. It’s not that they aren’t good at it, they don’t have enough people to choose from. What happens is they don’t retain [employees] like they should so they need more of them more o en than they should.” In today’s day and age, where turnover costs dealers significant money, you quite literally cannot aﬀord to miss any step of the recrui ng and retaining process. Weiss outlines the six steps any dealer can take to improve that process and be er nurture their best employees.

*Step One: Create an Employee Value Proposi on Before a job descrip on can be wri en, before a job pos ng can be created, before a single interview can take place, you need to understand the “why” behind your dealership, Weiss says. “OEMs are very good at this with their cars: Here’s why you should buy our brand. Here’s our benefits, cost of ownership, this is why you should buy us,” he says. “Dealers need that, too. Why work here?” Get together with your team and outline that “why-buy” for the employment side of the business. Some of those items might even exist on your website already for consumers, but can easily be translated for employees. You’re not just selling a job, Weiss says, you’re selling an opportunity for a career and your employee value proposi on should reflect that. Weiss says the following are all excellent examples of why-buy diﬀeren ators:  Generous health plans  More me oﬀ  401(k) plans  Closed on Saturdays  Family owned

Continued on Page 6

The exchange of information by like sized dealers in a non-competitive environment.

May - June 2018

Continued from Page 5  Philanthropy work  Size of the dealership—whether it’s small or the biggest dealer group in the U.S., both have dis nct advantages  Investment in educa on and training  State-of-the-art facility  Highest CSI, volume, number of cer fied techs in the region A er those diﬀeren ators are iden fied, they should be compiled into literature that allows anyone to easily explain why a job at your dealership is desirable. “There’s lot of opportuni es for improvement in this,” Weiss says. “It’s about crea ng and promo ng the right culture. And not just the culture of being nice, but a methodical culture where we have process and policies in place and we ac vely put systems in place to retain employees.”

*Step Two: Recruit, Interview and Select Next, it’s crucial to have a standardized interviewing and selec on process. Weiss recommends having an internal recruitment bonus program for employees, regardless of job role, to mo vate employees to keep an eye out for other possible candidates. “It’s self-screening,” he says. “If they send me someone, I should hire them. People tend to know people who are of the same mindset. It’s just the way it works. Part of the reason is because certain personali es are predisposed to certain professions. Even if the dealership doesn’t have a robust enough orienta on program, he or she will make sure their friend gets the coaching they need to succeed.” Next, iden fy the exact characteris cs that tend to predict success in the posi on for which you’re hiring and the types of ques ons to ask during the interview that could help you come to a determina on on the candidate. Weiss says to always ask about factory cer fica ons and CSI scores, and spend significant me on behavior-based ques ons. The key during interviewing, Weiss says, is to iden fy up front if the candidate is a top performer and, if so, reverse the interview, in a sense, to spend significant me on the value proposi on and selling the candidate on your dealership. Take him or her on a tour of the facility and introduce him or her to friendly people on the job so he or she feels a connec on. It could even be worthwhile to introduce the candidate to the dealer principal to form an even stronger connec on with the dealership. During the selec on process, Weiss says he is a fan of profile tes ng but notes that some are illegal to use and, of course, you can’t deny employment based on personality. However, profile tests (such as Omnia, ZeroRisk HR and Caliper) can provide valuable insight into more subtle aspects of candidates’ personali es. Finally, a er making a selec on, Weiss recommends staying in touch with those candidates that were highly considered. “I would stay in touch with them for the next one. I would always have people who were in the hopper,” he says. Continued on Page 7

Mopar Masters Guild Magazine

Leaders in the Sale of Quality Mopar Parts

Continued from Page 6

*Step Three: Create a Formal Onboarding Program Once the employee has been hired, is he or she just dumped into the role? Or does someone go around and introduce him or her, as well as send an email announcement welcoming the employee and announcing his or her start date? Weiss says that a proper onboarding and orienta on process is crucial to the ini al success of of the hire. Before the hire starts, try to send him or her as much of the standard new hire documenta on in advance so that by the first day, the new-hire packet is nearly filled out. In addi on, send out an email to the company welcoming the new person and assign a team member to take the new employee under his or her wing for the first couple weeks. When it comes to materials, he says that on the first day, you need the following items:  Uniform  Company handbook with policies  Business cards (if applicable)  Key and shop tag  Log-ins for DMS and all related so ware Weiss says the first day should look as follows: 8–9 a.m.: Introduce him or her to a point person in the accoun ng or human resources oﬃce, who has the packet of informa on ready to go. In fact, Weiss recommends having pre-loaded packets for each posi on, such as technician, service advisor, etc. 9–10 a.m.: Give the employee an employee handbook and have someone walk through that handbook, explaining how sick leave and vaca on works, health insurance choices, how to clock in, etc. 10–11 a.m.: Discuss any ongoing educa on or training needs, including what creden als the employee needs, how he or she can take cer fica on tests, etc. 11–noon: Lunch with the team. Noon–1: Discuss how communica on works at the dealership. If the dealership sends out newsle ers, for example, give the employee copies of the past three. 1–2 p.m.: Play a video of the dealer principal explaining the company history and the employee value proposion. 2–3 p.m.: Take a tour of the dealership, which includes the sales department, BDC and inventory oﬃce. People need to know beyond their own department, Weiss says, and understand where everything is located to avoid confusion in the future. 3–4 p.m.: Meet the senior leadership team, including service manager, parts manager and sales manager. Meet the employee in his or her department who will act as a mentee for the first couple weeks of employment. Continued on Page 8

The exchange of information by like sized dealers in a non-competitive environment.

May - June 2018

Continued from Page 7

*Step Four: Create Career Paths for All Employees You want to create a culture of educa on in your shop, Weiss says. And while some posi ons, like technicians, lend themselves well to educa on and career paths, others, like service advisors, remain largely ignored. “[Technicians] are all about ge ng trained,” he says. “It’s a badge of honor for them to be cer fied. In technicians, we don’t have an issue, unless we want to grow our own. We need to be proac ve. Those programs can be very successful.” Weiss says there is another department that automa cally offers job candidates a defined career path: the parts department. Most parts staffers start by driving a truck; then, they stock parts; next, they work at the retail parts counter, then the wholesale parts counter; and from there, they might rise to an assistant parts manager and eventually to parts manager. “It’s the one path in the dealership that everyone knows is there,” Weiss says. Thus, he proposes dealers put together similar paths for sales consultants and service advisors to show new hires that the leap from sales consultant to sales manager is possible. “Every service advisor follows a process. The problem is that it’s the process from the last place he worked or a composite of their favorite way of doing things,” he says. “We don’t get them sales training or product training. The techs get trained on that new technology, but the service advisor is hearing everything third hand. It feels like a dead-end job and it doesn’t need to be.” Here’s an example: *Level One Service Advisor: A great source for this level of service advisor is the sales department. Think about it, Weiss says: Many salespeople are, naturally, sales-minded, but it may not fit their lifestyle very well. If they have kids who are in school or a spouse who works a more tradi onal job, those late hours typically don’t work well. “Some of those people who like working there and are model employees, they’d be good service advisors. We’ve had success in repurposing some of those guys,” he says. “They know the product lines, the customers, they’re skilled at working with the public and they have sales experience and sales ap tude. “That’s becoming a bigger deal because we’re not bombarded with warranty work. We haven’t had to use those selling skills. That’s not our world anymore. We’re not living off the land with warran es and recalls. We do want that business. We’re trying to conquest that business that we let the ISPs take. We’re relying on selling addi onal needed services.” *Level Two Service Advisor: A er that person gets some me in service—and this could take months or years—completes all factory cer fica on, and meets certain benchmarks for CSI, he or she becomes a level two service advisor, as well as receives a bump in compensa on. “We don’t have to be as compe ve with salaries if we give them their first break,” Weiss says. “We haven’t necessarily spent more money, then.” Continued on Page 9

Mopar Masters Guild Magazine

Leaders in the Sale of Quality Mopar Parts

Continued from Page 8 *Level Three Service Advisor: At this point, there need to be benchmarks set for CSI, sales performance and customer reten on and even if the OEM doesn’t assign this, a curriculum path for OEM cer fica on tes ng for service advisors or warranty administrator. “What happens is we give someone a promo on and say, ‘Oh, we forgot you need to take all these cer fica on tests.’ We almost have to hold them at gunpoint to get them to do that. The comple on of those cer fica on tests should be a prerequisite for the promo on. If it becomes a rite of passage, they’ll do it at home. Now they’re eligible for leaders of service advisors or assistant service managers,” Weiss says. “In other words, we need to oﬀer them a career path.” Weiss also recommends having a criteria of becoming this level of service advisor be mentoring a level one service advisor and having a pay plan structure so the level three service advisor has a vested interest in that person’s longevity and success, such as a s pend.

*Step Five: Find Crea ve Ways to Reward Compensa on and rewards can be one area where a lot of dealers feel their hands are ed, Weiss says. But there are a lot of crea ve solu ons to rewarding and compensa ng employees that don’t break the bank: Providing a company car program. While an outright company car program is diﬃcult with insurance, some sort of subsidized lease or purchase program for service advisors and their spouse is an easy opportunity to sell vehicle to your own employees and ensure employees are driving the same brand as the dealership, Weiss says. “If we’re going to take a loser deal to hit those numbers to get the pot of gold, what’s the reluctance to subsidize an employee’s purchase? This guy works here! We just lost more money an hour ago with a stranger,” he says. “It could be a systema c approach where they earn their way into that and longevity could be ed into this. I wouldn’t want to create a situa on where a service advisor has been there 10 years, they should be able to drive a new car so darn cheap they never want to work for another dealership. Everyone needs a car; they probably like the brand of the car you sell.” Opportuni es to take classes or paid volunteer hours. Weiss says there’s huge benefit for employees like service advisors and managers to take con nuing educa on classes or volunteer in the community, such as with the Lion’s Club or chamber of commerce. “I would want my people infiltra ng the ranks of our community,” he says. “Instead, we isolate from the public and never get an opportunity for repeat and referral. That creates an iden ty in the community.” A pay plan structured around mentoring, as described in step four.

*Step Six: Focus on Coaching and Mentoring Finally, Weiss says it’s absolutely crucial to evaluate frequently. “It can’t be arbitrary,” he says. “Once per year is not enough with the turnover problem. We need something that’s not as puni ve and in mida ng as a corporate America performance review.” Continued on Page 10

The exchange of information by like sized dealers in a non-competitive environment.

May - June 2018

Continued from Page 9 Instead, he recommends simplis c, one page quarterly reviews where the employee performs a self-evalua on from his or her perspec ve on a scale of 1-5 first and then the manager fills out the same review. Then, Weiss recommends having the manager and employee sit down to note the differences and coach them on improvement areas (See Sidebar: “How Can You Get the Most Out of Your Team?”). “We may have 10 or 25 things we’ve decided as a dealership. Then we can discuss the differences in answers,” he says. “You’re going to have 1-4 things to coach on. If you knew what those things were intui vely and you went right to the employee, it comes across like you’re picking on me. Now, they could self-evaluate and it looks impersonal. It’s not an opinion or arbitrary. They’re not singled out. “You can rehabilitate some of those people. We terminate people we shouldn’t terminate. We do so because we didn’t’ set expecta ons, we didn’t onboard, we didn’t educate or develop, compensa on plan isn’t what it should be. We could’ve saved some of them, too.” In addi on, effec vely done, med, brief mee ngs once per week in a private space can be another effec ve way to praise and coach. He says the key is to have an agenda and some substance to the mee ng, whether it’s a guest speaker, a video clip, or praising an employee publicly to celebrate milestones. Source: www.FixedOpsBusiness.com - Anna Zeck

GM: No repairs, aftermarket copies on bumper covers with ADAS General Motors this month banned the use of all “a ermarket, recondi oned, or salvage” bumper fascias on vehicles with advanced driver assistance systems and restricted repairs to “topcoat refinish only.” The sweeping June posi on statement reflects fears that devia ng from factory fascia specs will compromise automa c safety systems behind the bumper cover. “General Motors DOES NOT APPROVE the use of a ermarket, recondi oned, or salvage Bumpers/Fascias on GM vehicles equipped with ADAS,” GM wrote. (Emphasis GM’s.) Such parts might have “diﬀerent material specifica ons than what was designed, tested and validated for use with ADAS,” GM wrote. ADAS uses technology such as radar to detect vehicles and other obstacles on the road and automa cally stop the car if the driver fails to react to a threat. It also allows for features which blend convenience and safety, such as adap ve cruise control. Since human error is responsible for more than 90 percent of crashes, the tech can and does save lives, prevent injuries and property damage — and save insurers money on medical and repair bills. It’s therefore impera ve that insurers, consumers and collision repairers heed GM and other automakers’ instruc ons related to preserving and restoring ADAS systems. Continued on Page 11

Mopar Masters Guild Magazine

Leaders in the Sale of Quality Mopar Parts

Continued from Page 10 In this case, GM’s instruc ons are basically to keep your hands to yourself and buy a new bumper cover. That way, everyone can be confident that the ADAS can properly “see” through the fascia material. At General Motors, safety is our overriding priority. With the safety of our customers at the center of everything we do, we are limi ng repairs to Bumpers/Fascias with Advanced Driver Assistance Systems (ADAS) to topcoat refinish only. … Any repairs such as gouges, tears or damage that requires the use of substrate repair material or reinforcement tapes must be avoided. … Recondi oned Bumpers/Fascias available in the a ermarket may have been repaired using substrate repair “filler material” or reinforcement tapes and as such General Motors does not endorse the use of recondi oned ADAS Bumper/Fascia systems. Only Genuine GM ADAS Bumpers/Fascias and components are tested and validated as a safety system. … Using only Genuine GM replacement Bumper/Fascia parts will ensure that the ADAS systems will perform as designed by General Motors. Doing so, upfront, will also reduce cycle me. A ermarket Bumper/Fascia assemblies may not have been designed, engineered, or tested to operate and perform as intended by GM. Non-original parts can be made of different material, or a slightly different configura on, which may cause the safety func onality to not perform as designed. The use of non-OEM safety and structural parts and components may compromise the overall crashworthiness and occupant safety of General Motors vehicles in a subsequent collision. The single repair GM permits also requires cau on — and a mil gauge. “Further, topcoat refinish material thickness of repaired ADAS Bumper Fascia systems must not exceed 13 mils in thickness,” GM wrote. “… Primer and topcoat refinish methods can be employed on ADAS equipped Bumper/Fascia systems, provided the total paint mil thickness on any por on of the Bumper/Fascia does not exceed 13 mils. It is necessary that a non-metallic paint film thickness tool be used post repair to ensure material film build on part does not exceed 13 mils in thickness.” GM says an “(a)ppropriate paint mil gauge should be used” and offers the DeFelsko PosiTector 200 as an example which “can determine paint film thickness on a non-metallic surface.” (That’s an important dis nc on; some paint gauges might not be able to handle non-metal substrates and vice versa. Make sure you have the correct version for the task in front of you. GM OEM repair procedures might be able to help here.) GM also implies repairers can’t always tell from eyeballing a vehicle that it has an ADAS system. Es mators, adjusters and body technicians will have to check the build data and OEM repair procedures to see if one exists. ADAS systems such as “Adap ve Cruise Control,” “Automa c Collision Prepara on,” “Integrated Brake Assist,” “Ultrasonic Blind Spot Detec on, “Rear Cross-Traffic Alert” and Rear Emergency Braking” might be among those relevant to the posi on statement, according to GM. Source: www.RepairerDrivenNews.com

The exchange of information by like sized dealers in a non-competitive environment.

Our Supporting Vendors: Support those who support you.

May - June 2018

Mopar Masters Guild Magazine

Leaders in the Sale of Quality Mopar Parts

Our Supporting Vendors: Support those who support you. The exchange of information by like sized dealers in a non-competitive environment.

May - June 2018

The View From My Oﬃce

With Kat Monteiro

Hello everyone from sunny and warm Southern California! I am sure many of you are spending me with your kids since school is out and planning your summer vaca ons. Summer is a busy me in the car industry with people bringing their cars in for service before their road trips or possibly making a new purchase now that the weather is good. So to all of you planning on hi ng the road I want to wish you safe travels and fun mes! We are staying plenty busy in the parts department here at Jack Powell CDJR. One exci ng thing we have done this year is purchase season ckets for San Diego Padres Baseball at Petco Park. We are using these ckets as a reward to our top performing customers and to our good and loyal customers who might not purchase the same dollar amount because they are a smaller shop but they are s ll a good customer. All shops who spend $1,000 in a month are eligible to be a chosen winner. This has been so much fun! I am the one who goes out and hands out the ckets to our winners. Everyone is very excited. Many shops send us photos of themselves at the game and thank us. We are not using these ckets to try to get more customers to buy from us but as a reward to our con nuing customers to say “thank you” and that we really appreciate their business. There are other op ons out there for them to buy their MOPAR parts and we are happy that they have chosen us. We want them to know we appreciate them. It is going really well and is something I am really proud to be a part of. We have 4 seats on the lower level between home plate and first base. Our sec on also includes wait staﬀ who will take your food and drink order right from your seat! And with the member cket you can go to many of the restaurants and bars and get a $5 cra beer an hour before the game. Rick also gives some of the ckets to the employees so they can go to a game. It is a nice morale booster and helps keep good posive energy within the department. We went to a game for Ricks birthday and they wished him a happy birthday in lights on the banner - so fun!! I look forward to handing out more ckets throughout the season and making our customers happy, it really makes my day! I am s ll enjoying my outside sales posi on. I make a point to visit our top 50 customers every month to check on them and make sure things are s ll going smoothly. This has been a good strategy and is helping me get to know everyone be er. They always appreciate me stopping by and our conversa ons are ge ng be er all the me. I am proud to go out and represent our department. I like hearing how much our customers appreciate our parts advisors with their knowledge Continued on Page 15

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Leaders in the Sale of Quality Mopar Parts

Continued from Page 14 and how willing they are to do whatever it takes to make things happen for their customer. I also enjoy hearing how great our drivers are about delivering their parts and picking up returns. It’s our customer service that makes us our customer’s choice for Chrysler Dodge Jeep Ram Fiat parts, and I am very proud of that. Somemes I struggle with shops that are all about the discount. For one, I do not talk discount with our customers, they talk with Steven our Parts/Wholesale Manager. Then it is our customer service that wins most of them over. And I know many of you out there know exactly what I am talking about! And I believe that all of us who are involved with the Mopar Masters Guild have the customer service advantage and the knowledge that really brings our parts departments to the next level! So Kudos to you all! I am always talking on here about the rela onships that have developed over the past 25 years of being involved with the Mopar Masters Guild. The friendships we have with many of you are truly priceless. As many of us are planning re rement one of the things Rick and I talk about is that we will have the opportunity to spend more me with our friends all over the country! In April Alan Yancey had a mee ng here in San Diego and of course that meant a great opportunity for a few of us to get together and make it into an extended vaca on! Marvin and Laura Windham came out from Alabama and then of course Alan and Wanda Yancey from Atlanta and for Rick and I it was like a stayca on! It was a great week with the best weather and best company anyone could ask for. The men played golf and us girls enjoyed hanging out and exploring San Diego. We had 2 dinners here at our house where I have to say everyone survived our German Shepard puppy monster! And Marvin was our li le schnauzers favorite lap! The men played the famous Torrey Pines Golf Course and then we met them for lunch at the Torrey Pines Gliderport where we watched the paragliders sail over the beau ful ocean on a perfect blue sky day. The day Alan was in mee ngs, I took Wanda, Laura and Marvin to visit Rick’s grandparents at Fort Rosecrans Na onal Cemetery and then on to Cabrillos Lighthouse and museum. It was another perfect day. A favorite day of mine was the day Wanda, Laura and I came back here to Escondido and went to the Grand Tea Room located in our li le downtown area and had High Tea. It was so scrump ous and we really enjoyed spending me together. Funny, even a er a week we never ran out of things to talk about! Then there was the day at the Carlsbad Flower Fields. It was the perfect me of the year to go out and enjoy massive fields of Ranunculus of many colors! We took the train and then indulged in a strawberry shortcake sunday! It really was a great week with many adventures, good conversa on, with great company. I want to wish everyone a happy 4th of July and to go out and have a great summer. I look forward to seeing some of you in August in Detroit.

Kat The exchange of information by like sized dealers in a non-competitive environment.

May - June 2018

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Contact your AER/FJE representaĆ&#x;ve for more informaĆ&#x;on!

Mopar Masters Guild Magazine

Leaders in the Sale of Quality Mopar Parts

Increase your Profits! Take advantage of the Mopar Powertrain Network Dropship Program.

Expand the reach of your business! Take advantage of the Mopar Powertrain Network Core Pickup Program.

Let AER deliver all of your Powertrain units.

Let AER pick up those heavy Powertrain cores.

Saves time for you and your customer

Eliminate the hassle of engine/transmission core

pick up

Leaves your vehicles free to deliver other products Less handling of products reduces risk of product

damage and personal injury Saves you money

We insure lift gates when needed Similar to drop ship, less risk of injury to product or

employee Expand your market range with ability to service

nationwide accounts

No Charge delivery in the continental US

How does it work? x

Contact your AER/FJE sales rep.

They will confirm all details before forwarding to our drop ship team at www.dropships@aermfg.com

Please provide drop ship recipients location, name, complete address, contact name ,phone#, lift gate required (yes or no)

Once the order comes thru, it will be sent to our nearest warehouse with inventory

After process is completed, you will receive an email from your AER/FJE rep confirming details, including ETA.

Don’t forget, AER offers custom training at no charge for all your Parts and Service Personnel. Help them learn to overcome objections and obstacles. Increase sales and proϔits! Contact Bill Taylor @ billtaylor@aermfg.com

How does it work? x

Simply provide the core pickup detail sheet information to your AER/FJE rep and their core pickup coordinator will handle it all! (Pickup sheet available from your AER/FJE rep)

Have installer email you when the assembly has been drained and is ready for pick up in the original container (most common core chargebacks are improperly drained core)

Forward this email to your local AER/FJE sales representative to request that AER handle the core return

Include installer name, address, contact person, phone number and part number

Include your contact name, dealer code and phone number

Designate if lift gate is required AER will charge you a core pick up fee of $100 for a gas engine or transmission and $125 for a diesel engine.

Core will be picked up and returned to your dealership No Hassle Wholesale Powertrain Sales!

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We went

from 1.5 to 2.68 hours per RO.

Sally Her Service Director Manhattan Beach Toyota Manhattan Beach, CA

Experience Service Advanced Service – part of Reynolds Retail Management System… transforming the way consumers experience your dealership.

Mopar Masters Guild Magazine

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Streamline online sales Turnkey solutions offered by UPS Ready® Marketplace Providers allow you to strengthen just about every aspect of your online offering — from website development to order management tools to streamline your orders from all sales channels.

To enroll, visit www.DealerCONNECT.com or visit the FCA US Market Center site located within Dealer Connect. To learn more about UPS’s Market Center Shipping Advantages: Contact the UPS support line at 1-800-567-9989.

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This is the ﬁfth in an installment based on Routes to the Future.

www.ups.com/future

A Primer on Alternative Fuels By Mike Whitlatch, Vice President of Global Energy and Procurement at UPS

Regardless of your take on climate change, it is undisputable that the world’s oil supply isn’t going to last forever. That’s why researchers continue working on alternative fuels for vehicles – with possibilities ranging from the better known electricity and natural gas to the less obvious elephant grass.

Mopar Masters Guild Magazine

While it doesn’t have a stake in one alternative over the other, UPS is keenly interested in the future of gasoline for obvious reasons. The global company has long done its part by using its trucking fleet as a “rolling laboratory.”

Leaders in the Sale of Quality Mopar Parts

We plugged in our first electric vehicles in the early 1930s, added the first liquid natural gas/diesel-powered tractors in 2002 and, in 2015, became the nation’s largest user of renewable natural gas (RNG) in the shipping industry. And we recently logged our one-billionth mile using alternative fuels. I wrote about my thoughts on the contenders for “fuel of the future” in UPS’s “Routes to the Future” whitepaper:

Natural Gas

Nuclear

Compressed natural gas (CNG) and liqueﬁed natural gas (LNG) have been around for some time, but the fuel that has most piqued our interest is renewable natural gas (RNG), or biomethane. RNG can be derived from many abundant and renewable sources, including decomposing organic waste in landﬁlls (there’s plenty of that to be had), wastewater treatment and agriculture. As a result, the criticisms of natural gas – including methane leakage and water contamination – aren’t issues

Electricity As much as I love the throaty rumble that a muscle car makes when it starts, the perfect driving machine may actually be the electric car. My Nissan Leaf is elegantly simple. (I promise that Nissan didn’t pay me to write that!) With no mechanical parts, the only time I’ll visit a repair shop is when I replace the tires. As battery technology improves and recharging stations become ubiquitous, you’ll be able to take your electric cars on long trips, too. While many electric car owners feel proud, odds are you’re getting electricity from fossil fuels such as coal and natural gas. So to make electric cars truly green, we need to develop cleaner sources of electricity.

Alternative fuels like solar, wind, geothermal and hydroelectric utilities are growing fast, but keep your eyes on nuclear. Nuclear power developed a stigma following the Fukushima and Chernobyl disasters, but the energy source has come a long way in safety, technology and output. The big issue has been cost, since large plants run a whopping $7 billion each. But a new breed of smaller, modular nuclear plants has the potential to bring that cost down signiﬁcantly. (And if we’re looking for a clean energy source to fuel all of the electric cars that’ll hit the roads over the next decade, we’ll need to embrace nuclear.)

Biofuels We all know the ethanol story, but researchers have made great strides with second-generation biofuels using palm oil, miscanthus (elephant grass) and prairie switchgrass to power vehicles. The problem is, these biofuels have a relatively low yield rate. To power all U.S. energy needs in 2040, it would take a land mass a little larger than the size of the U.S. (3.3 billion acres).

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Mopar Masters Guild Magazine

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I’m collecting

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Mopar Masters Guild Magazine

Ron Vartanian General Manager Manhattan Beach Toyota Manhattan Beach, CA

Leaders in the Sale of Quality Mopar Parts

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We focus on efficiency.

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Mopar Masters Guild Magazine

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Itâ&#x20AC;&#x2122;s the season for thisâ&#x20AC;Ś.

Mopar Masters Guild Magazine

Leaders in the Sale of Quality Mopar Parts

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May - June 2018

Mopar Leather is better, really! O en mes we are asked by Mopar Dealers, “Why should we buy Mopar Leather?”. Following that ques on, there is usually a statement regarding the higher price tag of the Mopar Leather versus what the sales department can buy from the a ermarket. What goes on behind the scenes at Mopar certainly makes it worthwhile to spend a li le extra on the front end to avoid those headaches and complica ons in the long haul. Just like Factory leather, there is an incredible amount of tes ng and valida on that Mopar and Katzkin partner on to ensure the product will fit properly, work with all of the safety systems, and provide a long las ng posi ve experience for your customers. A few “fun facts” to help understand the process the Mopar leather goes through prior to arriving at your dealership.  Airbag tes ng: All seats are tested for proper side impact airbag deployment at three different temperatures ranging from a high of 165.2 F to -4 F. This ends up totaling 12 to 18 seat tests per vehicle.  Occupant sensor systems: Every passenger seat and now some driver seats have sensors that detect the occupant. This test includes 30 actual humans si ng in the seat and measurements taken to see how the sensors react.  Ingress and Egress: This test is equivalent to a 14 year lifecycle where a customer would enter and exit the vehicle. This insures proper wear pa erns and looks for premature wear of the material.  Big Gulp test: No Joke, there is actually a test where the equivalent liquid contained in a 7-11 Big Gulp is spilled onto the leather and checked for cleanability.  And the list goes on and on! Enough about tes ng, another key reason for the price differen al is customiza on. While the compe tors offer a lower price, they typically offer that price for only a simple one-color design with big price increases for each customiza on that is made. With Mopar, the customiza on op ons are nearly endless, for one standard price. A few examples:  Contrast S tching to the leather color – No Charge  Two or even Three-Tone Leather combina ons – No Charge  Perfora on of the seat inserts – No Charge  Logos! – No Charge, and more importantly, this is the ONLY legal way to get any of the FCA brand or nameplate logos embroidered on those headrests or leanbacks. Any FCA logo obtained from a compe tor is obtained without permission and is subject to legal ac on.  Mopar Warranty – 3 year/36,000 miles. Some of the compe tors in the marketplace offer a life me warranty, but, read the fine print. So, why buy Mopar Leather? Simple. Tested, trusted and approved by Mopar and customizable in endless ways. Sounds like a great deal!

Mopar Masters Guild Magazine

Leaders in the Sale of Quality Mopar Parts

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‘Roadkill Nights Powered By Dodge’ Brings Legal Drag Racing and Thrill Rides Back to Woodward Avenue, Saturday, Aug. 11 Overall $40,000 purse, largest ever at ‘Roadkill Nights Powered by Dodge,’ is up for grabs  The fourth annual ‘Roadkill Nights Powered by Dodge,’ held for the third consecu ve year at M1 Concourse in Pon ac, Michigan, kicks off metro Detroit’s week-long celebra on of classic cars and car culture  Bigger and be er than ever with two unique thrill ride experiences in 707-horsepower Dodge Challenger and Charger SRT Hellcat models, addi onal celebrity showdown races and freestyle motocross exhibi ons  Returning fan favorites include show ‘n’ shine, dyno tes ng, kidszone, flamethrower and wheelstander exhibi ons, ‘Roadkill’ stunts and more  Leah Pritche ’s Dodge/Mopar Top Fuel Dragster and Ma Hagan’s Dodge Charger Funny Car will “light ‘em up” on iconic Woodward Avenue  Dodge Challenger SRT Demon simulators will offer the latest state-of-art mo on technology to deliver incredibly realis c special effects and virtual head-to-head drag racing  Drag racing applica ons and event informa on are available now at roadkill.com/nights With more thrill ride experiences in the 707-horsepower Dodge Challenger and Charger SRT Hellcat models, addi onal celebrity showdown races and a larger than ever overall $40,000 purse, Motor Trend Group’s “Roadkill Nights Powered by Dodge” will be bigger and be er in 2018. For the fourth year overall and third year on historic Woodward Avenue, the popular street drag racing and car fes val returns Saturday, Aug. 11 to take over M1 Concourse in Pon ac, Michigan, kicking off southeast Michigan’s week-long celebra on of classic cars and car culture. Spectator ckets, show ‘n’ shine par cipa on and package informa on, as well as drag racing applica ons, are available now at roadkill.com/nights. Featuring two classes for drag racing this year, Big Tire and Small Tire, a cash purse of $30,000 is up for grabs. As part of the overall $40,000 purse, the largest cash purse ever offered at “Roadkill Nights Powered by Dodge,” an addi onal $10,000 will be awarded to the celebrity showdown race winner’s charity of choice. Both drag racing classes will have the same payout structure with $15,000 as the total purse per class:  Winner – $5,000  Runner Up – $1,500  Semi Finalists – $750 (2 payouts)  Quarter Finalists – $500 (4 payouts)  Fastest Dodge-powered vehicle – $5,000

Mopar Masters Guild Magazine

Continued on Page 35

Leaders in the Sale of Quality Mopar Parts

Continued from Page 34 “Last year, more than 40,000 enthusiasts celebrated performance car culture at ‘Roadkill Nights Powered by Dodge’ in an epic kick oﬀ to a week of cruising events,” said Steve Beahm, Head of Passenger Car Brands – Dodge//SRT, Chrysler, and FIAT, FCA - North America. “With drag racing, thrill rides and music, Roadkill Nights gets people on to a track run by professionals, so they can really show how their hot rods perform in a more controlled environment.” Doubling the Dodge Thrill Ride experiences, the 707-horsepower Dodge Charger and Dodge Challenger SRT Hellcat models will be in two loca ons within the M1 Concourse this year. With a major shot of adrenaline, dri ing is back shredding res on the M1 Concourse skid pad. The other loca on will again be on the north loop of the M1 track, with the Dodge SRT Hellcat vehicles reaching hair-raising speeds and demonstra ng their power. There also will be more celebri es par cipa ng in showdown races and the addi on of freestyle motocross exhibi ons at the 2018 event. Leah Pritche in her Dodge/Mopar Top Fuel Dragster and Ma Hagan in his Dodge Charger Funny Car will once again “light ‘em up” on Woodard Avenue. Other returning fan favorites include the high-octane virtual head-to-head racing in Dodge Challenger SRT Demon simulators; show ‘n’ shine; dyno testing; “Roadkill” stunts; flamethrower and wheelstander exhibi ons; family friendly kidszone ac vi es; and an eclec c array of food truck oﬀerings. The drag racing will include a celebrity showdown with Motor Trend’s hugely popular series “Roadkill” co-hosts David Freiburger and Mike Finnegan. Chris Jacobs of Velocity’s “Barre -Jackson Live” will emcee the ac vi es, while Brian Lohnes of Motor Trend’s “Put Up or Shut Up” will emcee the drag races. Addi onal industry celebrity a endees include Richard Rawlings of Discovery’s “Fast n’ Loud,” Steve Magnante of Velocity’s “Barre Jackson Live,” Cristy Lee of “Barre -Jackson Live” and “All Girls Garage,” and Bill Goldberg and Ma D’Andria from the automo ve podcast “CarCast with Adam Carolla.” “Roadkill Nights not only brings ‘Roadkill’ to life, but also allows our fans to appreciate firsthand the thrill of top-speed drag racing,” Freiburger said. “Going four years strong, the event has something for everyone. Whether you’re a drag racer, car enthusiast or looking for a fun day to spend with family, Roadkill Nights promises a dynamic experience.” Gates are open for “Roadkill Nights Powered by Dodge” from 10 a.m. to 11 p.m., with Dodge Thrill Rides taking place from 10 a.m. to 10 p.m. and drag racing from 11 a.m. to 10 p.m. Roadkill Nights Registra on Informa on General admission to the event is $10 per person — $5 per person for Pon ac residents ($5 price available onsite only). Children 12 years and under are free. Full details for spectator ckets, show ‘n’ shine registra on, par cipant registra on for drag racing, and an extensive range of packages are available now at roadkill.com/nights. Roadkill Nights is an event produced by ROADKILL, a brand of Motor Trend Group, with a hit show that delivers a one-of-a-kind taste of “Automo ve Chaos Theory” on the Motor Trend App and Velocity network. For more informa on on Roadkill and Roadkill Nights, see Roadkill.com and follow on Facebook, facebook. com/roadkillshow, and Twi er, twi er.com/roadkillshow. Continued on Page 36

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Continued from Page 35 Fans can follow the ac on for Roadkill Nights at hashtags #RoadkillNights and #poweredbydodge. Street racing can have serious legal and safety risks. Both ROADKILL and Dodge want enthusiasts to enjoy performance driving in a safe, controlled environment, run by professionals with vehicle safety inspec ons, driver evalua ons and track safety. About ROADKILL The ROADKILL brand delivers a one-of-a-kind taste of “Automo ve Chaos Theory” and features authen c gearheads David Freiburger and Mike Finnegan in a variety of mediums, including the most-viewed YouTube automo ve original series in the United States, Roadkill Nights branded events, and Roadkill Extra and Roadkill Garage shows, available exclusively on Motor Trend. About Motor Trend Group Motor Trend Group is the largest automo ve media company in the world, bringing together Discovery’s fast-growing Velocity network and a vast automo ve digital, direct-to-consumer, social and live event por olio, including MOTOR TREND, HOT ROD, ROADKILL, AUTOMOBILE, and more than 20 other industry-leading brands. With a cumula ve reach of more than 131 million, the company encompasses television’s #1 network for automo ve superfans, a leading automo ve YouTube Channel, and the Motor Trend app, the only autodedicated subscrip on video-on-demand service. Source: FCA US Media Website

2019 Dodge Durango Pursuit Debuts at National Sheriffs’ Association Show in New Orleans  2019 Dodge Durango Pursuit revealed at the Na onal Sheriffs’ Associa on Show in New Orleans  Durango Pursuit now features a new front fascia with integrated brake-cooling air ducts for improved brake performance and durability  A performance-tuned, load-leveling suspension joins Durango Pursuit for 2019 and bolsters control and stability  2019 Dodge Durango Pursuit is available later this summer  June 15, 2018 , Auburn Hills, Mich. - Dodge is taking its new Durango Pursuit to the Big Easy, introducing the new 2019 model at the 2018 Na onal Sheriffs’ Associa on Show, June 15-19 in New Orleans. “Dodge already leads the police pursuit sedan business with the proven Charger Pursuit, and we believe the 2019 Dodge Durango Pursuit SUV will expand our appeal to an even broader audience and take our game to the next level in terms of performance,” said Steve Beahm, Head of Passenger Car Brands – Dodge//SRT, Chrysler, and FIAT, FCA - North America. “The Durango gives law enforcement agencies even more of what they want: a more spacious interior room, a higher ride height, HEMI® V-8 performance and efficiency.” Continued on Page 37

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Continued from Page 36 New for 2019, the 2019 Dodge Durango Pursuit features a new front fascia with integrated brake-cooling air ducts for improved brake performance and durability. Durango Pursuit also now features a performance-tuned, load-leveling suspension to bolster control and stability, enhancing its Pursuit-level driving capabili es. The 2019 Dodge Durango Pursuit offers the standard 3.6-liter Pentastar V-6 engine rated at 293 horsepower and 260 lb.- . of torque or the available 5.7L HEMI V-8 rated at a best-in-class 360 horsepower and 390 lb.- . of torque. All Durango Pursuit models are equipped with an eight-speed automa c transmission and all-wheel drive (AWD). Dodge Durango Pursuit V-8 models include the segment’s most technologically advanced AWD system with a segment-exclusive ac ve transfer case to improve real-world fuel economy while also enhancing the vehicle’s trac on and handling. The legendary 5.7-liter HEMI V-8 is the same powertrain combina on most commonly deployed in the Dodge Charger Pursuit, the top-selling police sedan in the U.S. market. The Durango Pursuit also offers a two-speed transfer case for true low-range off-road capability and incorporates larger, heavy-duty an -lock brakes that deliver a 60-0 mile per hour (mph) stopping distance of 134 feet. Addi onal highlights for 2019 include a performance-tuned suspension, load-leveling NIVOMAT shocks, 13.8inch front and 13-inch rear pursuit-rated brake package, front- and rear-stabilizer bars and 18-inch res on aluminum wheels. Other highlights include ParkView rear backup camera with ParkSense, spot lamp wiring prep package, red/white auxiliary dome lamp, 220-amp alternator, 800 cold cranking amp (CCA) ba ery (with V-8 engine only), heavy-duty oil cooler and water pump, power locking fuel filler door, 8-way power adjus ng driver seat controls, cer fied speedometer and class-exclusive K-9-friendly Tri-Zone interior control. 2019 Dodge Durango Pursuit models earned an EPA-es mated 25 miles per gallon (mpg) highway with the 3.6-liter Pentastar V-6 and 22 mpg highway with the 5.7-liter HEMI V-8 engine. Durango Pursuit V-8 can tow a best-in-class 7,200 lbs. and offers standard trailer sway control. Durango Pursuit features the segment’s longest wheelbase at 120 inches for added stability and handling. A spare re is mounted under the vehicle, maximizing interior cargo space and accessibility, while offering 8.1 inches of ground clearance for added off-road capability. The 2019 Dodge Durango Pursuit will be available for orders later this summer. For more informa on, law enforcement agencies should call (800) 999-3533. About Dodge//SRT Dodge//SRT offers a complete lineup of performance vehicles that stand out in their own segments. Dodge is FCA North America’s mainstream performance brand, and SRT is posi oned as the ul mate performance halo of the Dodge brand, together crea ng a complete and balanced performance brand with one vision and one voice. For more than 100 years, the Dodge brand has carried on the spirit of brothers John and Horace Dodge, who founded the company in 1914. Their influence con nues today. New for 2018, the 840-horsepower Dodge Challenger SRT Demon, the fastest quarter-mile produc on car in the world and most powerful muscle car ever, is taking the world by storm, along with the new 2018 Dodge Durango SRT, America’s fastest, most powerful and most capable three-row SUV, and the 707-horsepower Dodge Challenger SRT Hellcat Widebody. These new SRT ul mate performance models join a brand lineup that includes the Durango, Grand Caravan, Journey, Charger and Challenger, including the 707-horsepower Challenger SRT Hellcat and the Charger SRT Hellcat, the quickest, fastest and most powerful sedan in the world. Source: FCA US Media Website

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May - June 2018

FCA US Reports May 2018 Sales 

FCA US reports best month of retail sales since July 2005



Jeep® brand reports record May of total sales, up 29 percent



Jeep Wrangler reports record May of total sales, up 26 percent



Ram Light Duty retail sales rise 18 percent in May

June 1, 2018 , Auburn Hills, Mich. - FCA US LLC today reported sales of 214,294 vehicles in May 2018, an 11 percent increase compared with sales of 193,040 vehicles in May 2017. U.S. retail sales for the month rose 10 percent to 167,785, making it the highest month of retail sales since July 2005 when 219,045 vehicles were sold. It was also the best May since 2004. Retail sales accounted for 78 percent of total sales. Fleet sales accounted for 22 percent of total sales, a slight up ck from 21 percent for May 2017. Jeep® Brand Jeep brand total sales rose 29 percent to 97,287 vehicles, making it the best May in the company’s history. Driving the brand was the Jeep Wrangler as total sales rose 26 percent to 25,102 vehicles. The results marked the best May ever. Meanwhile, Jeep Compass total sales rose to 17,327 vehicles, making it the best month of sales ever. Ram Truck Brand Ram Truck brand total sales rose 2 percent to 51,884 vehicles compared with the previous year. Ram Light Duty retail sales rose 18 percent in May to 27,011 vehicles. Chrysler Brand Chrysler brand total sales declined 18 percent in May to 14,724 vehicles compared with the same month a year ago. Dodge Brand Dodge brand total sales rose 4 percent to 46,581. The Dodge Journey notched a new May record as monthly sales increased 37 percent to 10,966 vehicles. FIAT Brand Sales of Fiat declined 46 percent to 1,441 vehicles. Alfa Romeo Brand Alfa Romeo brand sales of 2,377 vehicles were up significantly compared with the same month a year ago. Giulia led the brand with 1,175 sales, followed by Stelvio at 1,183 sales.

Continued on Page 39

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Leaders in the Sale of Quality Mopar Parts

Continued from Page 38 Method of Determining FCA US LLC’s Monthly Sales. FCA US’s reported vehicle sales represent unit sales of vehicles to retail customers, deliveries of vehicles to ﬂeet customers and to others such as FCA US’s employees and retirees as well as vehicles used for marketing. Most of these reported sales reﬂect retail sales made by dealers out of their own inventory of vehicles previously purchased by them from FCA US. Reported vehicle units sales do not correspond to FCA US’s reported revenues, which are based on FCA US’s sale and delivery of vehicles, and typically recognized upon shipment to the dealer or end customer. As announced on July 26, 2016, FCA US has modified its methodology for monthly sales repor ng as follows: 

Sales to retail customers by dealers in the U.S. are derived from the New Vehicle Delivery Report (“NVDR”) system and are determined as the sum of (A) all sales recorded by dealers during the month net of all unwound transac ons recorded to the end of that month (whether the original sale was recorded in the current month or any prior month); plus (B) all sales of vehicles during that month a ributable to past unwinds that had previously been reversed in determining monthly sales (in the current or prior months).



Fleet sales are recorded upon the shipment of the vehicle by FCA US to the customer or end user.



Other retail sales are recorded either (A) when the sale is recorded in the NVDR system (for sales by dealers in Puerto Rico and limited sales made through distributors that submit NVDRs in the same manner as for sales by U.S. dealers) or (B) upon receipt of a similar delivery no fica on (for vehicles for which NVDRs are not entered such as vehicles for FCA employees).

Source: FCA US Media Website

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May - June 2018

2018 2 01 8 M o opar p ar M ast aster er s G Gui ui ld O fffi fi cer c e r s & Com Committee m i t t eess Vendor Commi ees

Oﬃcers: President - Susan McDaniel - Bill Luke CJD – Phoenix, AZ Vice President - Joe McBeth - Dallas DCJ – Dallas, TX Secretary - Mike Opperman - Baxter CJD - Omaha, NE Treasurer - Don Cushing - Bald Hill DCJR - Warwick, RI

Execu ve Commi ee - All Oﬃcers Including: Dan Hu on - Tom O’Brien DCJR - Greenwood, IN Marvin Windham - Benchmark CJD – Birmingham, AL Alan Yancey - Hayes CDJ - Alto, GA Rick Monteiro - Jack Powell CJD – Escondido, CA Rick Cutaia - Rick Hendrick DCJR – Charleston, SC Paul Allred - Stateline CJD – Fort Mill, SC Gerry Oakes - Baxter CJD - Omaha, NE Glenn Hojnacki - Milosch’s Palace CJDR – Lake Orion, MI Cody Eckhardt - Larry Miller DCJR - Sandy, UT

Guild Commi ees:

CDK Global Mike Opperman - Baxter CJD - Omaha, NE - (Chair) Dan Hu on - Tom O’Brien DCJR - Greenwood, IN Paul Allred - Stateline CJD – Fort Mill, SC Joe McBeth - Dallas DCJ – Dallas, TX

Reynolds & Reynolds Rick Cutaia - Rick Hendrick DCJR – Charleston, SC (Chair) Randy Rogers - Huﬃnes CJDR - Plano, TX Kent Cogswell - Jack Phelan CDJR - Countryside. IL Alan Yancey - Hayes CDJ - Alto, GA Marvin Windham - Benchmark CJD – Birmingham, AL (Alt)

OEConnec on & Snap On Business Solu ons

Finance Commi ee

Dan Hu on - Tom O’Brien CJD – Greenwood, IN (Chair) Paul Allred - Stateline CJD – Fort Mill, SC Susan McDaniel - Bill Luke CJD – Phoenix, AZ Cody Eckhardt - Larry Miller DCJR - Sandy, UT Don Cushing - Bald Hill DCJR - Warwick, RI

Susan McDaniel - Bill Luke CJD – Phoenix, AZ Don Cushing - Bald Hill DCJR - Warwick, RI Rick Cutaia - Rick Hendrick DCJR – Charleston, SC

UPS

Nada 2019 Planning Jill Vance - Avenue Event Group, LLC

Newsle er/Website/Social Media Don Cushing - Bald Hill DCJR - Warwick, RI

Paul Allred - Stateline CJD – Fort Mill, SC (Chair) Rick Cutaia - Rick Hendrick DCJR – Charleston, SC Rick Stewart - Commonwealth DR - Louisville, KY

AER Robert Chatwin - Larry Miller DCJR - Sandy, UT (Chair) Glenn Hojnacki - Milosch’s Palace CJD – Lake Orion, MI Josh Gouldsmith - Gladstone DCJ - Gladstone, MO Shane Birdyshaw - Benchmark CDJR - Birmingham, AL Jim Jaeger - Bosak Motors - Merrillville, IN (ALT)

Vendor Chairmen The exchange of information by like size dealers in a non-competitive environment

Mopar Masters Guild Magazine

Paul Allred - Stateline CJD - Fort Mill, SC Mike Opperman - Baxter CJD - Omaha, NE