ON THE CASE
POLICE MINISTER MARK MITCHELL TAKES AIM
AT SERVICE STATION CRIME
ON THE CASE
Police
Radiator
Editor Gerald Rillstone
027 252 3229
gerald.rillstone@mta.org.nz
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PO Box 9244, Marion Square, Wellington 6141
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Radiator Magazine ISSN 1179-7800
The Motor Trade Association (Inc) (MTA) is not responsible for statements, opinions or factual matters published in Radiator magazine, nor do they necessarily reflect the views of MTA, its Board of Directors or its advisory/specialty committees, unless expressly so stated, and does not endorse advertisers.
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Talking tough on crime
Recently, I had the opportunity to sit down with Police Minister Mark Mitchell.
The Minister is a very busy man, so the first thing I’d like to do is thank him for his time, attention and willingness to connect with MTA members, especially service stations.
The meeting juggled two aims: to push some of the calls we made in our 10-Point Action Plan to address retail crime (available on the MTA website) and interview him for a feature for Radiator and an accompanying video.
You can read the full results later in this issue.
I’ve dealt with many politicians from across the House, in my career as a journalist and working the other side of the fence in communications.
And in the words of old mate Forrest Gump, you never know what you’re going to get.
Some are very good at feigning interest or sincerity. Some are great to work with. Some make it clear they’re simply not interested in what you have to say. Some are all smiles when the camera’s on and don’t have the time of day for you when it’s off.
As a result, I have a reasonable nose for detecting Beehive BS.
And my nose tells me that Minister Mitchell is one of the good guys.
He genuinely welcomed the opportunity to share his thoughts and plans with MTA and more importantly –you.
Best of all, he was sincerely concerned for the welfare of service station members, values your contribution to the community and is committed to working with MTA and NZ Police to protect you.
The Minister understood that many members are small businesses, for whom crime is an everyday risk or reality.
Here’s what he said about that: “They have to deal with the trauma of an aggravated robbery in terms of the human side and they have to deal with it in terms of the financial impact. I’m really sensitive to that and aware of that.”
So, he’s on point with his empathy, which is great. But what we really wanted from the Minister was a commitment to consider or work with us on some of our calls.
Now you have to temper that with reality – the Minister isn’t going to make a snap policy decision during our meeting.
But on our biggest call – that we would like to see regular nighttime police patrols of at-risk service
stations, the Minister said he would “absolutely” like to extend his community beat patrols initiative to regular motorised welfare checks of service stations. And he would support it if MTA and NZ Police worked together on a pilot scheme.
Of course, there are caveats around resourcing and operational boundaries, so there’s a long way to go.
But we’ll take an agreement in principle over a denial in practice any day of the week.
The Minister agreed we need a more joined-up approach in dealing with crime and accepts some businesses might need financial assistance with protective measures.
He’s also a big promotor of using new technology like facial recognition – and is keen to work with us all on that.
If any privacy concerns are overcome and there’s financial assistance for members to purchase and install, that’s something we would be happy to support.
And by the way, the Minister agreed to spend a night shift at city service station to see what it’s like.
So, if you can help with that, or want to share any other thoughts with me, please drop me a line at simon.bradwell@mta.org.nz.
Join the
MTA board
Nominations for one director position on the MTA Board are currently open. Voting for the position will open next month on Friday October 11.
This is a great time to join the Board and steer the industry towards an exciting future. The Board meets about every six weeks and directors also sit on one or two committees. It is important for the Board members to reflect the different regions, sectors and people that make up the motor trades.
Voting closes on Thursday October 31. Voting will be done online and the results reported at the Annual General Meeting on Wednesday November 20.
MTA President Bob Boniface
Simon Bradwell
Police Minister pledges support, protection for service stations
the number of thefts and burglaries in the CBD has fallen 50% since January last year, largely as a result of police foot patrols introduced under the Minister’s watch.
“How do we extend that out to provide that blanket of protection to our service stations as well?”
Mitchell says.
“That's not an easy one, mate. I'm just being really honest with you. It's not an easy one, because it is about resources, and my resources are stretched so thin.”
“I think it’s totally fair,” he says.
“I think they’re feeling frustrated because the police are having to prioritise.”
Prioritise, he explains, because police have had to deal with a massive increase in mental health and family harm callouts that other Government agencies might be better placed to deal with.
“What I’m trying to do as Police Minister is free up that resource and get them back to their key role, so that when… your members put their hand up for help, we’ve actually got the resource to be able to respond to it.”
Most importantly, the resource to deal with the violent smash-andgrab robberies this year.
Sixty two aggravated robberies at service stations. More than 13,700 thefts. And that’s just between January and June.
Police Minister Mark Mitchell gets it.
“Sometimes the public sort of get this picture in their head that, you know, these are the big petrochemical companies and they have massive resources and all the rest of it. It's not the case,” the Minister says.
“Many are owner-operators and they're running pretty tight margins. And they have to deal with the trauma of an aggravated robbery in terms of the human side and they have to deal with it in terms of the financial impact as well. So, I'm really sensitive to that and very aware of that.
“And it's forefront in my mind in terms of the work that I'm doing.”
Mark Mitchell, former cop, security expert, family man, is talking to
MTA in his fourth floor Beehive office.
On the agenda: how he plans to protect service stations from the daily threat of becoming victims of crime, and his response to MTA’s 10-Point Action Plan (see sidebar).
In particular, his view on MTA’s call for nighttime preventative police patrols of at-risk sites.
On the day we meet, Mitchell is enjoying comments from Auckland’s Heart of the City that
“Resources” is a word that pops up frequently in our meeting. More on that - and preventative patrolslater.
Police priorities
First, given the service station statistics, does he understand why members – many of whom voted for this Government –might be feeling disillusioned by Government and New Zealand Police’s response to crime.
Simon Bradwell
Police Minister Mark Mitchell: “We’re doing everything we can”.
Ram raid offending has dropped.
Offenders use a hammer to smash their way into a service station.
MTA’s 10-Point Plan to Address Service Station Crime
1. Recognise that NZ Police need a more sympathetic and supportive approach to service station crime
2. Develop a new, comprehensive Retail Crime Action Strategy
“Everyone deserves to get out of their bed in the morning and go to their workplace without fear of being attacked,” Mitchell says.
But that fear is real. Aggravated robberies have risen markedly over the last three years (although ram raids have declined). CCTV footage of those robberies often shows staff terrorised or assaulted as offenders break in with hammers and weapons.
Mitchell gets that too.
As a police dog handler, he was stabbed by a mentally unwell man (“I developed a new police technique for disarming a man with a samurai sword. Just let him stick
it through your arm and take it off him,” he jokes).
Duty of care
Mitchell freely accepts that by choosing to work in police he knew he was putting himself at risk of such violence and says he couldn’t complain about it when it happened.
It’s put to him that service station workers don’t volunteer to put themselves in harm’s way, but face exactly the same sort of threat. Is Government doing enough under its duty of care to protect them?
“We’re doing everything we can,” Mitchell says.
“We’ve got to protect them from that risk. We’ve got a
3. Extend the Police Community Beat Patrols initiative to include ‘Hot Spot’ motorised night-time preventative patrolling of service stations, particularly in high-risk areas
4. Disqualify offenders from a discount for remorse if they share on social media video taken while committing retail crime
5. Funding to support eligible service stations install measures such as body cameras and facial recognition technology
6. Insurance companies be required to maintain premiums and excesses at reasonable levels
7. Government to investigate the viability of enabling retailers to claim a rebate on relevant taxes on stolen fuel
8. Government must allow capital expenditure for crime preventative or protective measures to be 100% tax deductible in the year in which the cost is incurred
9. Evaluate effectiveness of trespass law
10. Ensure sharing of information between agencies is comprehensive and streamlined.
very big public safety program, a lot of that is still coming through Parliament. I’m excited about when that does become available, it’s going to give the police meaningful new tools.”
What about drive-off theft, which last year hit a five-year high with 27,782 reported fuel thefts reported to police? Members often tell MTA that police don’t give it high enough priority, and the constant drip of theft can be more damaging than headline-grabbing violent crime.
“Where there's no threat to life, then unfortunately that drops down the priority list a bit,” Mitchell says.
“That's just a reality. I know that, and again I understand, and I'm sensitive to the fact that it's around cost, but I know that pay at the pump seems to have been very good in terms of stopping drive offs.”
It’s pointed out that advice from police to move to pre-pay or
close the shop early affects the business’s bottom line, puts the onus of keeping safe unfairly on the site, and can be seen as unsympathetic.
“You've got to understand through a police lens, they're looking at it as risk. So, whether it be alcohol harm or whether it be violent offending, they look at all the data, they look at where the risk lies and they say, right, we've identified that a lot of these aggravated robberies are happening after nine o'clock at night.
“So, through that lens, they'd say, hey, listen, should we look at closing up a bit earlier?
“But they certainly aren't doing it in a way to try and impede on the business, or try and put it back on the business.”
‘Game changer’
Mitchell is a big believer in facial recognition technology - a “game changer” – that could be part of the solution and deserves further evaluation.
“It's certainly a game changer in terms of something proactive that we can do to start to really reduce those incidents of either verbal or physical assault on business owners, their employees or customers.
“It has great deterrent value because the person pops up on the facial recognition immediately [they’re on site] and allows staff to respond immediately, they’ll intercept the person at the door. And they know they can’t go back to the store because they’re in the system.
“I would like to see it rolled out and made available to all of our retailers and to your members.” He agrees Government might have a role to play assisting smaller businesses with the cost of such technology. Back to preventative patrolsregular, visible visits by police to at-risk businesses.
In the UK, a pilot of 100,000
Discussing policy with MTA’s Simon Bradwell.
A fog cannon startles an intruder.
Mark Mitchell with police dog Czar. Image supplied.
dealing with issues such mental health callouts, he says.
“I would love to be able to sit here and tell you that we've got the resource to be able to move into a sustainable model where you're seeing that all the time. Right now, we just do not have that. But we are moving towards it.”
…and possible pilot
In his December Letter of Expectation to Police Commissioner Andrew Coster, Mitchell said he expects police to be visible in communities and continue to builder strong relationships with retailers and shop owners (amongst others). Service stations are part of that, Mitchell says.
. OCTOBER
Dunedin - Mates Cruize
Suicide prevention cruze
Sunday October 6th
All vehicles welcome cleaned and polished please
$10 per car for a great cause – a fundraiser for The Hope Centre Suicide Prevention
Hukerenui - Car, bike show and swap meet
Sunday 6th October 10am to 4pm
Horowhenuwa Events Centre Levin
Hot rods, muscle cars, drag cars, motorcycles and classic cars
Drinks, live band, kids rides and more Indoor show rain or shine.
Hukerenui - Car, bike show and swap meet
Saturday 12th October
Hukerenui Rugby Club
Automotive events 2024
Te Aroha - Aroha Cruise In
Welcome to Aroha Cruise In, set in the Spa
Town of Te Aroha, with the only soda water geyser in the world!!!
Aroha Cruise In is held annually on
Saturday October 5th 2024, a show of hot rods, classic cars, and interesting vehicles, on the streets of Te Aroha, Waikato. Live bands, family entertainment, and our first Autumn Market in the Te Aroha Domain.
Palmeston North - American Car Day
Railway Land, October 26th
Gold coin donation
Nelson - Ford Thunderbird
National Convention
25th –28th October
Southland - Spring Muscle Mania
Saturday October 12th
“hotspot” patrols in ten areas between July 2023 and January 2024 resulted in nearly 800 arrests.
A Government-authored report concluded: “In some areas particularly at risk of ASB (antisocial behaviour) where hotspot policing has been piloted, there have been drops in ASB of almost 50%.”
Separately, Jerry Ratcliffe, a US academic in intel-led policing who has worked with NZ Police, found that property crime fell by 31% in specific locations patrolled by marked police cars compared to locations where a 'business as usual' approach was maintained. It’s an extension of the police foot patrols brought back under Mitchell, that have been credited, rightly, with a significant drop in retail crime in the Auckland CBD.
“Would I love to be able to extend that to your members and have a regular patrol come through our service stations? Absolutely,” Mitchell says. “Absolutely. “And that again, that is going to be
completely dependent on numbers and availability.”
Preventative patrols…
In March, after a well-publicised spate of aggravated robberies in Auckland that included five in four days, police responded to calls by MTA with nighttime welfare checks of sites. The robberies literally stopped overnight.
“It was important in the short term to act. And it was effective,” the Minister says.
“But in terms of how I view policing and how I see things, yes, I would like to continue to move towards a model where it becomes a regular part of every day policing that our service station owners and employees are seeing a regular presence.
“I'm not saying that it will be a foot patrol, but having a mobile patrol come through and do a welfare check and check in and just be aware of what's going on and increase that visibility.”
And that again will come down to police being able to carry out their core role and not use resources
“There is a greater challenge around it quite simply because of where they're located. They're often sort of away from those highly concentrated sort of retail areas.
“But I just want to give you reassurance that they are no less important. They're just as important. We understand their vulnerability and we are fully focused on doing all that we can to provide the support they need.”
It’s just going to take a little longer than eight months, he adds. And that’s fair enough. But in the meantime, would he support MTA and NZ Police working together on a preventative patrol pilot for six months in a specific area?
“Absolutely I would.”
The meeting has run long. Time for one more question. Would the Minister be willing to work a night shift in a service station in a at risk area?
“You set it up for me, I’ll be there,” he laughs.
“I don’t know how good I’ll be operating the till though.”
• Make sure you watch the full, detailed interview with Mark Mitchell on Toolbox
Swappers 8.30am, public 10am
Entry gold coin donation and $5 for swappers
Car and bike show hosted by Street Machines Southland
Admission $10 for a family of four or $5 for a single ticket
Makarewa Domain Flora Road East.
Franz Josef - 2024 Glacier Country Car Show
Car Show to be held on Saturday 12th October 2024 at the Franz Josef TOP 10 Holiday Park. All funds raised are going to the South Westland Area St Johns Ambulance.
Whakatane - Spring Fling Mystery Cruise
Saturday October 12th
Registration and BBQ from 11am 103 Paul Road,Whakatane
Oamaru - National Rally for classic commercial vehicles Labour weekend 2024
Oamaru is the venue for a rare classic vehicle event over Labour Weekend. It's the seventh National Commercial Vehicle Rally in New Zealand in 70 years!
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Toitū and you – building a sustainable business
Building and running a sustainable, environmentally sound business makes smart business sense.
Customers are increasingly choosing business that embrace this challenge and operate in a responsible, progressive way.
And that’s an essential tool in your marketing.
Because being an environmentallyconscious business could be the difference between a customer choosing you, and not your competitor.
We know many members are fully
on-board with this concept and have risen to the challenge. But for others, knowing how to start can be a challenge in itself.
Now MTA has partnered with Toitū Envirocare to support members on this important pathway.
Toitū Envirocare, a wholly-owned subsidiary of Manaaki Whenua – Landcare Research, has been championing environmental excellence since 2001.
Their Enviromark certification programme is designed to help organisations adopt and enhance
What is an EMS?
An environmental management system (EMS) is a strategic approach to managing a business’s environmental impacts. Initial steps are to identify significant environmental impacts from current activities and then develop plans to minimise or mitigate them. This system is then implemented across all operations and audited annually. With Toitū’s support, your EMS will be certified in accordance with international standards.
Why choose Toitū Envirocare?
The Toitū enviromark programme enables certified members to develop effective processes and systems to manage their environmental impact responsibly, sustainably, and can make credible claims about their actions. By focussing on environmental stewardship, businesses not only reduce risks and manage costs but also enhance their brand value.
The enviromark programme supports businesses in systematically developing and refining credible environmental management. As a thirdparty certifier, Toitū ensures environmental claims are accurate and consistent.
through formal policy and impact measurement. Set objectives and targets to drive improvement and avoid risks. Identifies and evaluates potential issues from activities, products and services.
given Toitū enviromark certification logos to use in promoting their achievement.
robust environmental management systems (EMS), leveraging international best practices and leading climate science. They’re here to guide businesses through every stage, from initial mentorship to bespoke solutions, independent audits and certification.
Whether you are just getting started or have an existing system, Toitū Envirocare solutions are designed to elevate your performance, mitigate risks, ensure compliance, and enhance efficiency across your operations.
Toitū enviromark certification programme levels
You can join our enviromark programme at one of three certification levels:
• Toitū enviromark Bronze: Understand the scope of the EMS and begin managing environmental impacts. Meet health and safety and environmental legislation for all areas included in the EMS.
• Toitū enviromark Gold: Actively manage and reduce environmental impacts
• Toitū enviromark Diamond: Showcase a sophisticated strategy that exceeds ISO 14001 requirements. The EMS is robust and is committed to by top management. Formalised roles and responsibilities for team members impacted by the EMS.
Toitū provides a checklist detailing the specific requirements of the level of certification sought. Once an organisation has prepared the required materials and plans for that level of certification, an independent audit will ensure programme compliance and permit certification to be issued. Upon being certified, clients will be
This is an annual cycle and each year the programme will help keep you on a journey of continual improvement.
How is the Toitū enviromark programme world-leading?
• Proven Expertise: With over two decades of experience, we’ve helped hundreds of New Zealand businesses achieve their environmental goals.
• Comprehensive Support: All members receive expert guidance and support to ensure legislative compliance.
• International Standards: Our Diamond certification meets and exceeds global standards, guiding you towards best practice.
Working with Toitū helps you achieve compliance with environmental and H&S regulations.
Using Toitū enviromark certification logos enhances your brand.
Benefits for your business
Toitū's world leading certification programme is business tested and supported by scientific research and international best practice. For every member they provide mentored support, a comprehensive tool kit, expert advisors and hands-on workshops, creating a range of benefits for your business including:
• Satisfy stakeholder and supply chain expectations
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• Manage risks proactively
• Achieve compliance with environmental and H&S regulations
• Enhance business value with robust systems
• Boost staff engagement and build internal capabilities
• Gain a competitive advantage and demonstrate corporate citizenship
By joining Toitū Envirocare your business can create meaningful impact and advance your environmental management goals with confidence and clarity. Let’s work together to achieve excellence and protect our natural environment.
Special Offer for Members!
As stage 1 of our partnership, we are offering 15 businesses across the Auckland region a programme to build towards Bronze certification with Toitū Envirocare.
Here’s what’s included:
• Combined workshops and training from a Toitū Technical Advisor. To introduce Toitū enviromark method using gap analysis tools and support to identify scope and most probable environmental opportunities
• Access to tools to systematically approach the development of your Environmental Management System (EMS) in a proven process
• Templates and guidance materials to set your organisation on a pathways for continuous environmental improvement
• Priority access to learning and networking events
• Professional third-party audit of your compliance with the programme
• Toitū Enviromark Bronze certification logo
We have secured a discounted rate for MTA members. Total cost for you is $4178. If you’re interested in further information, please contact Simon Bradwell: simon.bradwell@mta.org.nz.
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Taking control of stock and margins
Automotive industry expert
Peter Morton contributes a monthly column to MTA’s Drive To Thrive series.
In harder economic times stock and cash control is very important. Do you know what you have in stock? It is important to know what you have in stock, either part, fuel, goods and vehicles for sale. That is step one. If you don’t have a stock control system OR do but are not using it, then get one and use it. Do regular stock takes so you can find out if you have any leakage of stock. Often bulk oil is a classic area to control. Is it getting changed out on every service at the right quantity.
Have you got as theft problem? It is easier to find the loss if you do regular stock takes. It means if you find a loss you can then monitor that item closer. Check any refunds that are occurring as that may mean team members possibly doing false refunds. These refunds can be monitored from your stock control system.
Are you charging out the right amount? Do you know what the cost of the good, parts and vehicles you are selling is? Have a stock control system that tells you
this. As the prices of stock goes up are you selling for a profit? Check all margins as you sell.
Have a stock matrix markup that you need to get as a minimum. If the cost was $10 (before GST) then how much markup should I put on? If three times, then the sale price is $30 plus GST. Use this matrix to automatically get the charge out.
I suggest a matrix to cover the following cost intervals (the cost to your business before adding GST); under $10, $10 to $20, $20 to $40, $40 to $60 and $80 to $100 and then have set amount to add to these. After $100, recommended retail is usually the best. You need to make sure you have a gross profit on these goods. This applies to most convenience store items and workshop parts. Some areas have price points such as tobacco.
Understand the difference between mark up and gross margin. Mark up is the amount you add to cost and margin is the margin on the sale price. For example, if an item
Smoko Stumpers
Test your knowledge with our five-minute monthly motoring quiz.
Ratings:
1/5: Put your L plates back on.
2/5: Hit the books, rookie.
3/5: Middle of the road.
cost $1 and you add $1 and you sell for $2. The markup is the profit divided by the cost, in this case $1 divided by $1 so 100%. That’s the mark up. The gross margin is the profit divided by the sell price, in this case $1. Divide by $2 and that is 50%. That’s the difference between mark up and gross margin.
Do you have too much stock for current turnover? Check your minimum and maximum stock levels so you can calculate the level of stock required. You may be over-stocked and this is a cash flow tied up in stock you may not need to keep.
Make sure you are balancing the tills every day OR per shift. Check how much is your till over and under. Monitor and fix any issues. A CCTV camera system can be used to monitor these issues. This area is one of most easily accessible methods for team members to take cash from your business.
4/5: Close but no cigar.
5/5: Congratulations, you’ve outrun The Chaser.
1. What road sign was first introduced in New Zealand in 1957? Give Way, Stop, or No Entry?
2. What is the Volkswagen Type 2 better known as?
3. In New Zealand automotive circles, what is the Castrol Trophy awarded for?
4. What American racing circuit is nicknamed ‘The Brickyard?’
5. ‘Gets you goin’ is the new slogan of which car parts and accessories company?
Petrol, pork pies and potholes
Set smack-bang on one of the most scenic routes in the country, GAS National Park’s forecourt view is picture perfect.
Three active volcanoes, Tongariro, Ngauruhoe and Ruapehu, are all visible on a good day and Whakapapa skifield is just a short drive away.
It’s a location with movie credentials as well.
Ngauruhoe doubled as Mount Doom in The Lord of the Rings and the site itself featured in the Kiwi classic Goodbye Pork Pie - one of the reasons MTA member and owner, Dhruv Dewan, bought the site in 2006.
“Pump six is where the Blondini gang steal petrol from before they head to Horopito,” Dhruv says.
Every two years there’s the Pork Pie Charity Run and Dhruv has taken part, heading from National Park and driving all the way to “bloody Invercargill”.
“That’s what I did for my honeymoon.”
After owning the business for 17 years, Dhruv’s recently given the site a rejuvenation.
As a hub for the tiny settlement with three franchises under one roof - Four Square, Lotto and GASDhruv wants everyone who stops at the site to have the best experience.
Pothole problems
But coming off the main road on to the forecourt had previously been a challenge for his customers. There were constant potholes and rough surfacing, so as a remedy he laid over 1000 metres of concrete, added new tanks, 24-hour dispensers and reclad the whole building.
“I wanted it to look right, so there is shist around the base and recycled power poles cut up for the cladding.”
And it’s not just pork pies and coffee in the shop either. Dhruv’s other catalyst for investing in the future of the site is about showcasing the business better.
“I have quite the Tardis in a way, and it was being misrepresented from the outside.
“I believe in making a relationship with customers you can’t just get through stuff in the shop, I believe
in having a display experience that is pleasing.”
There is a massive range of stock, from the usual drinks and snacks to pretty much anything you would find in a supermarket/outdoor/ auto shop.
Customers flock to his extensive hat collection and the sock section is an area he is particularly proud of.
“We’ve have got socks for kingdom come, we even have personality socks, and we do hats like nobody's business - we have 100 different styles.”
New storage tanks installed in the refit. The original site, sometime in the 1940s.
Dhruv chats with local and regular customer Murray.
BEFORE: The aftermath of a drunk driver. AFTER: Newly-installed self-service pumps.
Dhruv Dewan and wife Nalini on the new and improved forecourt of GAS National Park.
Drunk driver
Dhruv had been planning the renovation for a while and a scary encounter last year with a drunk driver’s vehicle sped up a full refurbishment of both the store and the forecourt.
“It was just after 7pm and I was on the counter restocking with my wife, Nalini. I looked out the window and I could see the lights coming at us. It came across the intersection
of Highway 47 and hit pump three and four, bounced off and took out five and six,” Dhruv says.
A new concrete block street barrier wasn’t planned as part of the makeover, Dhruv says, but a second near miss when an elderly couple’s brakes failed on their house bus made him realise protection for the forecourt was needed.
He settled for stylish concrete block rather than Armco barriers.
You’d think with such a prime location his favourite spot would be on the forecourt gazing at the mountains.
But Dhruv’s happiest with a pie, possibly pork, and coffee in hand at the end of the carpark gazing at the expanse of concrete he’s had put down.
Although he does glance up at the mountain occasionally, he says, to get his own ski report.
Taking your business online - the easy way
Brian Rumbelow
MTA Membership offers many benefits, some are cost saving and others are designed to help members increase their business, something that been a hot topic for a while now.
One of our latest offerings is aimed at making the process of having a company website a whole lot easier and it is something that can make all the difference to a business’s bottom line.
In a world of ever-increasing technical complexity, organising a website or online presence can be a daunting prospect, but it is an important asset to have when you are in business.
Through analysis we have found 76 percent of consumers check a company’s online presence before visiting in person and 81percent research a business online prior to making a purchase, so having a web presence makes economic sense.
MTA partnered with the Kiwi owned ICT organisation Zephyr to offer Members the opportunity to create a website and increase public awareness of their business.
And the great news is there is no technobabble required!
Simple process
The process is simple, MTA Members can sign up online and get a preview of what the site will look like by visiting Home | MTA Websites (mta.zephyr.co.nz) .
Select a template and upload a few details about your business and you’re done.
If you would rather talk to a New Zealand based person, call 04 473 2737 and one of the team will talk you through the options. It’s that simple.
Once the site is up and running, additional services can be purchased such as online bookings, analytical reporting of website traffic, online payments, company email accounts and much more.
It’s hassle free and there is no setup cost just a monthly fee of $195.
You get the choice of three stylish, mobile friendly website templates customised with your branding, a domain name registration and hosting.
There is a free optional online booking page and professional assistance. If you don’t have suitable photos there are stock photos available, also free, to showcase your business.
Included in the package is ongoing maintenance by Zephyr’s expert team.
It’s a great opportunity to establish a powerful online presence that attracts new business from internet searches and provides a target for you to market to, and fill your sales funnel.
Celebrating the hit movie ‘Goodbye Pork Pie’ is a yearly event.
Doctoring the tertiary education sector
Last month, the Minister for Tertiary Education and Skills released a consultation document outlining proposed changes to the vocational education and training (VET) system.
The consultation document is a significant step that aims to reshape how vocational education is delivered and governed across the country.
The previous government established Te Pūkenga, which brought together Institutes of Technology and Polytechnics (ITPs) and Industry Training Organisations (ITOs) into a single, national network.
While the Labour-led Government had championed the so-called ‘mega-polytech’, it was beset with
problems and opposing parties had long pledged to replace it.
The consultation document under the new government presents options for restructuring industry training and standards-setting, providing a critical opportunity for the automotive industry to have its say in how the system evolves and what works well and what doesn’t.
In short, the government is asking for feedback on three interconnected proposals:
Proposal 1
The first proposal aims to create a healthy Industry Training Provider network that responds to regional needs.
It would allow fiscally sustainable ITPs to self-manage. ITPs who are
Organisations, albeit Crownowned.
The training boards would be government-owned and would not include the delivery of industry training. The boards would set the standards and arrange training, develop qualifications and offer services to apprentices, trainees and employers, and engage with industry to meet the needs of industry. The boards would be governed by a combination of industry and ministerial appointees, with the majority industry-appointed (for example, six industry and two ministerial appointments).
Option B would involve replacing Workforce Development Councils with a small number (possibly up to eight) of focused, industry-specific standards-setting bodies. This model supports standalone industry-led bodies which would be responsible for standards-setting and qualification development. This option suggests for a clearer and direct relevance to industry and would represent a strong independent industry-led function. However, industry would compete with ITPs, PTEs and Wananga in the delivery of training.
Proposal 3
unable to be fiscally viable as stand-alone entities could become part of a federation where Open Polytech leads the ability to share programmes.
Together, the federated ITPs could offer a blended learning approach to training ensuring regional training remains relevant and services the needs of the community.
Proposal 2
For work-based education - the ‘earn as you learn’ apprenticeship model - there are two options considered under Proposal 2.
Option A establishes a small number of Industry Training Boards (possibly up to eight), similar to the previous Industry Training
In some cases, learners find themselves without the current competencies when entering the workforce from an institution and in debt with a student loan and leave the industry, contributing to the skills shortage. How effective is each pathway for industry and how is the employer being supported to train on job? Again, how is this funded?
Avoiding duplication
It's also crucial to avoid duplicating programmes and qualifications to cater to non-work-based training providers. Different versions of the same qualification based on classroom providers owning the IP doesn’t support industry, as industry recently discovered with a PHEV micro-credential written and approved without the knowledge of technical industry leaders in this field, including those in the Te Pūkenga framework. Duplications are costly and can lead to confusion among employers and students, diluting the value of the certifications and creating inconsistency in skill
levels. A standardised industryled approach, focused on industry requirements and competencies, ensures qualifications are clear, consistent, and aligned with industry needs. This is imperative for the future of our industry and funding plays a key role in reflecting the success of skilled workers.
Qualifications need to be buildable and align with the skills required in automotive businesses. Qualification development needs to be agile and meet the need of industry.
At the heart of industry are our employers. They provide the opportunity for employment and ultimately set the standards for safe motoring. Education needs to meet the needs of our employers and their businesses and it is vitally important to have your say. MTA is committed to leading the response to the proposals. Your feedback helps shape our thinking. We will keep members updated on progress.
Currently, funding is unified and is a single funding system. We need to consider what funding should look like for learners going through a IPT and PTE in comparison to an apprentice work-based model. Who gets funded what? And how? And does this funding allocation meet the needs of industry to represent the skills required in workshops?
Social and economic opportunity arrives when learners in a trade earn while they learn and avoid years of debt through student loans to participate in training that does not simulate the real life demands of a working environment. Apprenticeship offers reduced debt and learners the chance to move on to upskilling their education and career pathways.
MTA’s Learning and Development Manager Loretta Thompson takes a deep dive into the Government’s proposal for the future of industry training.
On the job guidance is crucial for young learners.
Apprenticeships offer a career path without student debt.
What you're telling us
Every month we reply to members’ questions and comments drawn from conversations with the MTA team. Do you need advice or an answer on something? Radiator would love to hear from you. Please email simon.bradwell@mta.org.nz.
We had a staff member who wasn’t performing well and noticed that he may have a vision problem. When I asked him, he said yes, he probably does need to go to an optometrist, but he isn’t going to because he doesn’t want to wear glasses. I would like to know how to handle this sort of situation.
Is it a health and safety issue?
How can a workplace insist that he sees an optometrist? Should the workplace be helping to support him to get these if he needs them for work? Can they claim any of this back?
If the staff member is unable to perform the tasks of their role due to a vision problem and the employee has accepted having an issue, as
in this case, the employer has the right to direct the employee to get his eyes tested and provide a report. This request must be made under the Health and Safety at Work Act, and the employer must pay for the optometrist appointment.
Sponsoring part of the full costs of getting glasses is left to your discretion as there is no obligation to do so. Also, if the staff member
I had no idea of the sorts of HR support MTA gives, or that you have templates for contracts!
Providing the best possible service to a high standard is a priority for MTA and when members are busy with the day-to-day running of their businesses, both large and small, having good HR advice can take a lot of stress out of being an employer.
I am not too keen on the online WoF courses – are there any plans for this to change in the future?
We have been advised that DEKRA are working on going back to face-to-face in the future.
It’s getting close to the time for Coast-to-Coast members to get their glad rags on at an up-andcoming gala dinner.
refuses to get his eyes tested, then this would potentially become a disciplinary matter.
Friday 29 November is the date to save, with the event running from 6pm to 11pm. The guest speaker for the event is Graham Lowe and the Apprentice of the Year Award will also be announced.
It’s not too late to nominate an apprentice from your business; there is still plenty of time to get him or her in the running.
The entertainment for the event is Vague As Brothers. Early bird registration is available at $100pp and closes on 25 October. General registration closes on 13 November.
It’s being held at Te Pae Christchurch Convention Centre and will be quite an event!
Thanks to Radiator from the Dominion Electrical Company for the positions vacant advertisement, we found someone local, and they hit the ground running.
That is great to hear, MTA has over 50 benefits that help members in a number of ways and the free situations vacant section in Radiator has been helping members find staff for over 100 years, no other publication comes close.
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Our HR team are on hand to help you with staff and employment issues
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These MTA products have been designed to keep the MTA brand in front of consumers and encourage spend back to MTA members
• Health, Safety and Wellbeing
We offer tools that help your business stay compliant and safe where staff are happy and well
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An easy and affordable electronic H&S system that will save you time, money, and keep you compliant. Members get 25 percent off and free setup
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Tackle the real causes of crime
Retail crime has been a hot topic for a couple of years now. There’s no doubt that many small businesses have felt the brunt of more offending, which at the lowest level represents cost and inconvenience, while violent offending can be deeply traumatic for victims.
The issue has also been a major political football, with the incoming government talking pretty tough and making promises of quick progress. However recent police data shows that retail crime has in fact grown by 17% in the first five months of 2024 with thefts and ‘acts intended to injure’ particularly spiking.
Good policing including a visible presence in our retail areas is important, but let’s be clear that this will have a limited overall impact unless the underlying causes are also tackled. It’s pretty simple – young people who are fully engaged in school, training, or work are much less likely to go down the wrong track and get involved in criminal offending.
My biggest concern in 2024 is that the deep recession we are now in is resulting in the steepest rise in unemployment we have seen since the GFC. The percentage of under 20s now not in employment, education, or training is a shocking 20.7% and as this rate climbs further, the risk of more of our young people losing their way and ending up on the wrong side of the law will continue to grow no matter what tough talk the government engages in. Government cutbacks to apprenticeships and the job rich residential construction sector are making this problem worse.
For small motor trades businesses who are concerned about retail crime I do recommend talking to police. They will often have practical advice about ‘target hardening’ your store to make you less susceptible to crime. Please also do report any incidents to police – while they can’t always respond in person, all of
the information they receive helps them to understand trends and deploy resources more effectively.
Immigration woes continue
Government decisions earlier this year to make changes to the Green List were extremely negative for the motor trades. While I was Minister in the Labour government we had heard the clear call from the sector about extreme shortages of skilled workers, backed by hard data, and acted to create new pathways. These were working with the worst shortages beginning to ease; but in a knee-jerk move the Minister cut multiple roles from the Green List earlier this year.
Now increasing numbers of businesses report worsening delays in the visa process which are frustrating for businesses, and risk skilled workers looking elsewhere. The Minister acknowledged the problem at a recent meeting with the EMA but proposed no solutions. Here the government is its own worse enemy. Their policy of cutting ‘backroom jobs’ often extends to the very people we rely on to do really important work – including those who assess and process visas. Unless the Immigration Minister is prepared to push back and properly resource her department, businesses can expect these delays to continue.
• Michael Wood served as an MP from 20162023 and held a number of Ministerial roles including Transport and Immigration in the Labour government. He is currently Negotiation Specialist at Etu Union. The opinions expressed in his columns are his, and do not necessarily reflect those of MTA.
Michael Wood
A win for our towies
We finally have a result for members in the towage sector with a fee increase for tow truck operators acting as the police contact for recovery, towage and storage of vehicles.
It’s a win, although long overdue.
MTA Sector Manager Larry Fallowfield says MTA has advocated on the issue for 20 years.
“But despite numerous reviews, successive governments have chosen not to adjust the fees. We stepped up our calls at the start of last year to argue for an increase that reflected inflation.
“The announcement in August shows this Government has listened, although there is still work to be done.”
Towage fees will increase by 68%, and mileage and storage by 98% from 1 October 2024.
It takes a sustained effort to get a result like this, Larry says. Back in December 2022, MTA was called by the Ministry of Transport (MoT) to discuss an initiative: giving police authority to seize and possibly impound vehicles for six months when drivers resist.
This discussion wasn't just a formality. MoT wanted the input of towage and recovery members, who would bear the direct consequences.
MTA suggestions
So, in February 2023, armed with collective feedback, MTA approached MoT with a list of suggestions:
• A marked increase in towage and storage fees
• Crown's direct involvement in covering these fees
• Revamping the NZ Police claim processes for efficiency
• Introduction of early release options
• Simplifying identification mechanisms for registered securities on vehicles
• A systematic flagging of impounded vehicles for their entire impoundment span
From February to March, MTA consolidated insights from the member base, while from May to August
marked a whirlwind of activities: select committee meeting, bill introductions, parliamentary readings, and ministerial resignations.
The fees review was always high on the list of any meeting, document or conversation with MoT and although the transport minister at the time demurred an immediate review of the fee structure, there was a silver lining with a prospective review scheduled for October 2023.
Promising provision
As MPs delved into our submission seeking additional details, it was clear our voice was being heard. Encouragingly, the committee directed officials to collaborate with us, ensuring the bill's refinement accurately reflected our insights and concerns.
But a promising provision – having the Crown handle impoundment fees and then retrieve costs from the vehicle owner – was unexpectedly axed. Our view, supported during select committee processes, made its removal a bitter pill to swallow.
However, the Government hasn’t addressed all the issues, Larry says.
“For starters, there needs to be an annual review and if applicable, a price increase to reflect inflation.
“And there’s no opportunity to charge an administrative fee to cover additional expenses that are required to check for money owing, or to confirm the registered owner via a third-party portal.”
Consideration for extra costs incurred in difficult recoveries also needs to be on the table.
“Some impound recoveries can take up to two hours because there’s no key, no wheels, or the vehicle is in a hard to access area.”
Around half of the country’s 200 tow truck operators are MTA members. MTA will continue to seek feedback from you and work with Government on reviewing the other critical aspects of the contracts that have not been taken into account.
GRANT APPLICATIONS OPEN
Supporting our industries in attracting, retaining and growing people
Grants are available in the automotive, transport and logistics, drilling, mining and quarrying, and gas industries, seeking to provide a positive impact on learners and the learning environment
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Larry Fallowfield
Suzuki Swift vs MG3
Suzuki and MG recently renewed their small cars, both line-ups featuring hybrids. We compare two identically priced
models, one a hybrid, one not.
MG3 used to be the least expensive car you could buy brand new in New Zealand until recently at roughly $20k.
Now that’s been superseded by an entirely new range, with petrol and hybrid powertrains, it is no longer the cheapest, the Excite Petrol kicking things off at $25,990. So the Suzuki Ignis takes over as the new car price leader ($21,990) in New Zealand.
Anyhow, the entry-level MG3, dubbed Excite, happens to cost exactly the same as the least expensive new-generation GLS Suzuki Swift, at least in manual form (Swift CVT adds $2k). However, MG3 also comes in
higher Essence spec, adding $2k to the bottom line. So the two cars you see here are identically priced.
However, Suzuki has gone mild hybrid across the board whereas the MG can also be had with ICE power alone (as here) or as a more sophisticated hybrid, with a separate generator and traction motor.
Hence, it is more expensive (kicks off at $30k). Despite its added complexity the hybrid uses no less fuel than the Suzuki, slightly more overall according to rightcar. Therefore the Suzuki is looking like it is better buying, at least on paper. Would this turn out to be the case?
manual), the petrol-only MG3 excite uses roughly 50 per cent more (6.0L/100km).
Rightcar suggests an even higher figure of 6.7L/100km. However, MG3 runs on 91, the Suzuki requires 95.
Helping the Suzuki on the fuel use front is a stop-start system that’s inaudible in operation. MG3 petrol doesn’t have this. The Suzuki is lighter too, by over 200kg (989 vs 1199kg).
And so if you’re primarily after a vehicle that uses precious little fuel, the Suzuki would be the one to covet. Its 4.3L/100km figure is doable and at times we saw figures in the high threes on the motorway, with a worst of 5.2L/100km.
You might have seen in the news that local hypermiler, Donn Anderson, managed 3.3L/100km during a 200km economy run in and around Auckland. Matching him might be difficult but stick to 80km/h in the right places and you possibly could.
By contrast the bigger 1.5 four-pot engine in the MG3 which also runs a CVT used around 6.5L/100km at open road speeds in our hands and sevens in the burbs. It is doing roughly the same 2000rpm at 100km/h as the Suzuki.
As to performance, despite its lesser figures, Swift was quicker by a small amount than the MG3, no doubt a reflection of its lighter weight.
Swift has a wee button on the lever that acts like an oldschool overdrive for a burst of speed. The Suzuki proved slightly noisier on chip seal.
Specification favours the MG
MG3 Essence is the same mechanically as Excite but adds goodies like a sunroof, leatherette upholstery, satellite navigation, a 360-degree camera, LED headlights, a leather wrapped wheel, and keyless entry, being the more important items.
Nitty gritty on fuel use
Who’d not want the advantages of electrification over none, especially at a value price? The most obvious advantage of electrification is reduced fuel use.
The Suzuki employs a 1.2L naturally aspirated three-pot engine mated to an integrated starter generator (ISG), the former good for 61kW and 112Nm. The ISG contributes 2.3kW and 60Nm, helping out at restarts primarily (of the engine and of the car away from stopped).
MG3 petrol uses a 1.5-litre fourcylinder engine that makes 81kW and 142Nm. Where the fourth-gen Suzuki is said to use 4.3L/100km overall in its CVT guise (4.0 for
New Zealand isn’t an ideal environment for a sunroof much of the time and your phone has sat nav. But then Essence is only $2k more, and we’d probably say yes on account of the LED headlights, the 360 degree camera, leatherette trim and keyless entry as much as anything.
The Suzuki spec for the same money? No sunroof here, 360-degree camera or leather wrapped wheel but LED headlights are standard. So is a four-way adjustable steering column.
It too gets ACC (with stop and go) and sat nav while each has traffic sign recognition, AEB, lane departure warning and centring, and high beam assist. The MG adds BSM and RCTA.
They both have keyless entry and pushbutton start, along with Bluetooth phone connectivity. The Swift’s seats are cloth trimmed.
The MG has a seven-year unlimited kay warranty, the Swift five years/100,000km (three years plus two-year powertrain extension).
Words: Peter Louisson | Photos: Isaac Western.
How do they come across?
MG3 looks much bigger than before, and it measures up at 4.1m long, the five-door hatch offering 293L of boot space. By contrast, the Suzuki is 3860mm long and offers 265L of luggage capacity.
The new MG3 features various character lines along the flanks and a sloping bonnet that drops away pleasingly. It has an up-for-it facial expression too. Inside it bears almost no resemblance to the old model, and is vastly improved. The Suzuki retains the overall shape of the former generation but features new lights all round, a clamshell bonnet and all door handles now run just below the waist line.
It’s a more modern and yet somehow familiar look, no doubt appealing both to the faithful and potential newcomers. Inside is fresher but without quite the flash of the MG.
And that’s most apparent with the new central infotainment system that pretty much runs the MG3. However, one aspect MG overlooked in the update was a four-way steering column. That might not seem like a big
deal but it does have significant repercussions for comfort. Because the wheel doesn’t extend out, taller people will find themselves sitting too close to the pedals. With the seat set forward, that makes ingress and egress more difficult than in the Suzuki.
Moreover, MG has opted for softer seat foam which initially feels cushy but you soon find yourself sitting too low in the seat which has precious little inbuilt lumbar support.
I quickly found myself squirming in this. The Suzuki has firmer seat foam, part of its ergonomic seat update. And with a four-way steering column and better lower back support, this is fine for longer driving stints.
The MG3 split-folding involves the entire back rest where the Suzuki you can split-fold 60/40.
Bing bong
Safety reminders separate this pair. They both have them, only one is more vocal while the other makes do with visual reminders.
The MG is more insistent but you can turn off the overspeed rebukes without actually turning off traffic sign recognition.
and easily accessed. The MG’s is hidden behind the rim on the left side of the wheel.
For the driver, the Suzuki is vastly easier to manage. Visibility is better too; the MG3 headrests even at their lowest block part of the rear window, not so in the Swift.
Dynamics are much closer
As a drive these two are relatively close, except that the Swift is a bit firmer and better controlled on road, the MG3 slightly softer in the ride.
However, the driving position and the seats themselves mean Swift rides better overall. We really liked the steering in the Swift too,
The bad news is you need to do it each time you restart the vehicle. Same same with the lane departure warnings. Fortunately it’s only a three-step process using the central touchscreen and some we’d expect will have no issue with the reminders in the first instance.
Might save you a ticket. I’d rather keep an eye on speed myself and leave the rebukes to my front seat passenger.
In the Suzuki, on the odd occasion when you need to delve into the new more vibrant touchscreen, it responds instantly.
That in the MG can be a bit hit and miss, until you realise that a quick solid tap is what it responds to best. Even then the response isn’t that quick. But you get used to it, and you have to because most items devolve to the centre screen.
In the Suzuki, the climate controls are separate and analogue like. And some items like auto stop/start are controlled by pushbuttons. There’s also an info button on the wheel which you can use to scroll through myriad items, including instantaneous and average fuel readout, digital speed etc.
Further over by the door is the stop start button, easily visible
so communicative where things are more muted behind the MG’s unusually shaped almost square wheel (hinting at the octagonal badge).
One odd aspect we noted with the MG3 is that when ACC is active the autonomous steering has the car doing a gentle weave left to right as it centres itself continuously.
The Swift just keeps things on the straight and narrow. More annoying is the huge gap the MG3 leaves that all and sundry fill, even on its closest setting.
Which then?
In essence, the Swift does less wrong here to take a clear win.
In fact, it does sod all wrong and
$27,990 1495cc / IL4 / EFI
81kW@6000rpm
142Nm@4500rpm
CVT / FWD
6.0L/100km
139g/km
0-100km/h
80-120km/h
100-0km/h
Stability systems
Safety
Luggage Capacity
Tow rating
Fuel Capacity
Service intervals
Warranty
ANCAP rating
Weight
a whole lot right, not the least of which is its quite amazing ability to use next to no fuel, even if you’re not trying especially hard.
The MG3 is a real step up on its predecessor, more sophisticated to look at inside and out. But the seating ergos didn’t endear me to it. And fuel use compared with the Swift’s simple mild hybrid system didn’t either.
To meet the fuel use of the Swift you need to spend $30k to get the hybrid which is a more sophisticated offering technically, even if its fuel use figure is no better than Swift’s.
But it may well be worth the extra over the petrol MG3s.
11.38sec
8.20sec (235m)
38.28m
ABS, ESP
AEB, ACC, BSM, LDW, RCTA, ALK, AHB
293L
500kg
45L Variable
7 years/unlimited km
Not rated
C02 Output
0-100km/h
80-120km/h
100-0km/h
Stability systems
Safety
Luggage Capacity
Tow rating
Fuel Capacity
Service intervals
Warranty
ANCAP rating
Weight
1199kg (claimed) Model
Suzuki Swift GLS
$27,990
1197cc / IL3 / EFI
61kW@5700rpm
112Nm@4500rpm
CVT / FWD
4.3L/100km
96g/km
10.87sec
7.68sec (222m)
38.34m
ABS, ESP
AEB, ACC, LDW, ALK, AHB
265-589L
400kg (650kg braked)
37L
12 months/15,000 km
3 years/100,000km
Not rated
989kg (claimed)
MG3 Essence
Suzuki Swift GLS
Blast from the Past
Every month we revisit pages from Radiator's history.
Disruptive in a positive way
Auxo recently launched a brand-new Software-asa-Service workshop product, Auxo Workshop and at the helm of Auxo is new CEO, Terry Allen, who has a long history in the technology and software industry including 12 years at Microsoft.
As well as his CEO role Terry also chairs the boards of a range of technology and software companies: Serato, Massey Ventures and Chargenet, and is a director for Theta Systems.
Here Terry talks about what attracted him to take up the roll at Auxo and the challenges the market presents.
Why Auxo, why now?
What attracted me to Auxo was its unique position in the market compared to other workshop management companies. Auxo has rich product history and a strong market presence with around half the New Zealand market using our products. Auxo is also special, being owned by MTA, the peak motor trade association in NZ.
It is the only set of solutions that is owned, designed and governed by the very people who use itworkshop and dealership owners. Other workshop software businesses are typically owned by private equity companies that just want to build revenue then sell up. We are motivated by making a difference to workshops, and workshop owners' lives.
The idea of working with a purpose-driven organisation that truly understands its customers and can make a meaningful difference in the workshop
industry was something I couldn’t pass up. And right now, having just launched Auxo Workshop we’re moving into a new chapter with a new product – it’s perfect timing.
Since your time at Microsoft, you have worked with a wide range of companies, what’s the common thread?
The companies I work with all share a common foundation of technology and innovation. I’m drawn to businesses that are disruptive in a positive way and companies which can have a significant impact in their industry, for their customers and their staff. What are your biggest challenges right now?
We have a dual mandate for both the new and existing products. While we’re moving quickly with the development of Auxo Workshop we have many customers on SAM, Orion and Autoline. I want to reassure customers we have dedicated teams focused on improving our existing products, and are continuing to invest in our existing platforms, to remain fast, reliable and scalable.
Timing is another - we’re launching a new product into a market under economic pressure, and many workshops are having a challenging time. So, it’s critical we look at all the things that we can do to improve the profitability of the workshop. There's more of a need than ever for this technology and we have prioritised features that will increase bookings and profit
How have customers responded to the new product?
Customers involved in the development of Auxo software, the beta user group, have been excited and delighted to see that what they asked for and
helped design came to life. They have actively guided the development team at every step.; Particularly, its future potential as we rapidly add more functionality, has really struck a chord. It’s rare to see this level of enthusiasm for a new product, and it’s been fantastic to witness.
What does the future hold for Auxo?
Looking ahead, we'll continue working closely with workshops and evolve the Auxo Workshop product with their input. We want Auxo to be the first choice for all workshops across New Zealand initially, then further afield. Our strong industry partnerships will also be vital as we expand and develop. We wanted to imbed this right from the first release, which is why we are delighted to partner with GPC, launching a Repco Navigator Pro integration on day one, so customers can order parts and complete invoicing in one system.
The product development map will see further integrations with suppliers and useful software and data tools of various sorts in the future.
I expect the new platform to reach near feature parity with SAM within a year, and many workshops will be able to start using it within three to four months. That said, we’re taking a considered approach to ensure we meet customer needs without compromising on quality or reliability as features roll out.
On that note, to our existing customers, I want to say thank you for your patience. I know you’ve faced challenges with SAM over the years. SAM is an incredibly wide and deep product in terms of capability and flexibility but requires considerable knowledge and understanding to extract its best. I want to assure you we’re absolutely committed to delivering world-class, great user-experience software that provides exactly what you need for your business to succeed.
Have you got what it takes?
The world of LVV certification is both diverse and complex, and unlike other specialist certification types, there is no formal trade or qualification that develops highly skilled and trained specialists. LVV certification involves assessing modifications to a vehicle, and understanding the effects these have had on a vehicle that the manufacturer has spent hundreds of thousands of dollars perfecting – or assessing a completely scratch-built vehicle, which has had (comparatively) very little R&D at all.
This means very few people have the background, knowledge and skills to become an LVV Certifier – and, there is no specific qualification or training available. A motor industry trade certification is a good starting point, however the real essence of becoming skilled in the role of an LVV Certifier is having the accumulated knowledge and practical hands-on experience that develops over a lifetime of immersion in the vehicle modification and construction environment. While a good starting point, being a motor mechanic alone does not, in itself, provide the necessary background from which to safely modify or build motor vehicles, or to be an LVV Certifier. Neither, it should be noted, does a formal engineering qualification.
Experience with a variety of vehicles and modification types is crucial – an LVV Certifier cannot assess
whether a modification is safe if they can’t spot that a vehicle has been modified in the first place.
Attributes needed
A person who wanted to become an LVV Certifier needs to have a diverse skillset, and a range of attributes. They would need:
• a passion for motor vehicles (illustrated by things like membership of a motor vehicle enthusiast club); and
• recent and continuous motor industry experience of more than ten years; and
• the ability to correctly identify a large range of vehicles, components and modifications; and
• to have built and modified vehicles previously; and
• to have had modifications LVV certified that they have personally completed.
Other, more general aspects that need consideration are good communication skills, and a desire to keep learning. An LVV Certifier needs to keep abreast of changes to motor vehicle technology, so self-led professional development is an important part of the role.
Before applying, a person would need to make sure they have a good understanding of the LVVTA
document structure and processes – normally this would come from having read and worked with LVV requirements, VIRM modification thresholds, and as a consequence of this having become familiar with the LVV certification world. They would also need to be able to pass a ‘fit and proper’ person test (which checks things like criminal records, driving history, etc.).
Application process overview
The first step is to fill out the form listed on the LVVTA website, expressing interest in becoming an LVV Certifier. This will ask for (among other things) details of experience, qualifications, vehicle modification history, and vehicles the applicant has had LVV certified.
Once submitted, this form is sent to LVVTA, where staff will look through the information provided and ask for clarification if necessary. If the application looks promising, LVVTA’s Certifier Support Officer will organise a time to visit the applicant, see their premises, and run them through a quick quiz to gauge the level of their technical ability. If all goes well, the applicant will be invited to a familiarisation half-day at LVVTA head office, which
provides an idea of the background machinations involved in an LVV certification, and enables staff to get an idea of the applicant’s character and experience. Upon a successful outcome, the applicant will be given the official application forms to complete, and once these have been accepted by NZTA, the next step is a formal assessment at LVVTA head office. If the applicant passes the assessment, mentoring will be provided on the LVV certification processes, both in-house and with an established LVV Certifier. After successfully completing this final stage, the applicant will be officially appointed as an LVV Certifier –playing a crucial role in ensuring the automotive public of this country can continue to safely modify their vehicles.
We’re always on the lookout for people who think they have what it takes to be an LVV Certifier, so if you’re reading this and you can meet the application criteria, jump onto our website and fill out the form. More detailed information about the application process, and the LVV certification process in general can be found in the LVVTA Operating Requirements Schedule (ORS), available (like all LVV technical standards) on the LVVTA website: www.lvvta.org.nz.
The LVV certification world is as diverse as it is complex, not only does an LVV Certifier need experience with a huge variety of vehicles, they also need the ability to correctly interpret and apply LVV requirements to the vehicle they’re looking at.
Safety Audits save lives. No two ways about it.
By Tony Hutchinson, HSE Connect CEO.
For those of us more interested in being hands on and getting things done, it’s worth taking a pause and thinking about the value behind some of the stuff we might consider ‘just admin’. Among these is the Safety Audit. Doing a Safety Audit regularly isn’t just a good idea, it is required by law. More than that, backing up your ‘safety eye’ against a regular formal checklist makes great sense, because it could very well save someone’s life.
Far from ‘just admin’, the Safety Audit is part of the necessary framework that enables your workshop to focus on operations while minimising disruption and preventing injury. And let’s face it, the sort of disruption which comes with a safety lapse is something we all want to avoid. Nobody wants to see someone hurt, and nobody wants to see the WorkSafe investigators (nor their fines or other punishments).
What WorkSafe requires
Regular Safety Audits are required evaluating your premises, machinery, the presence of safety guards, courtesy vehicles, and general workspace. These audits should include records maintained of each effort including identification and mitigation of risks and hazards.
I always stress records-keeping, and it’s no different with the Safety Audit. If there’s no record of it, as far as WorkSafe is concerned, it didn’t happen. Put simply, DO NOT fail to file the supporting evidence!
1832
While WorkSafe recommends at least an annual Safety Audit, doing so more frequently can be advantageous. I’d advise combining with your monthly (or perhaps a quarterly) Toolbox Talk and make the Safety Audit part of
creating a safety-conscious workforce. Heartbreaking, avoidable incidents
Fear is a great motivator, and the fear of hurting someone through negligence or failure to identify and stop preventable events must rank right up there for all of us.
One such case involved an electrician towing a trailer which departed the vehicle, killing a nine-year-old girl on the footpath. While the police concluded it was an accident, WorkSafe’s investigation included an assessment of the electrical company’s vehicle Safety Audits.
There weren’t any. The company directors believed Registration and Warrant of Fitness was sufficient. The most recent warrant hadn’t identified a rusted towbar, and under the ‘Reasonable and Practical’ measures (discussed in last month’s column), WorkSafe found them guilty of failing to complete an audit.
Beyond the audit: Simple checks are part of daily safety
Probably the biggest point of all is the value in establishing and encouraging the ‘safety eye’ I mentioned above. Staying with trailers, which like ladders can be deceptively ‘safe’, there was another incident of one departing the vehicle in Taupo back in 2020.
In this case, the locking handle wasn’t engaged, the chains weren’t connected, and the trailer killed a Canterbury man when it collided with his van.
Now, a Safety Audit may not have caught this series of oversights – but anyone with a keen safety eye could have noticed the problems and prevented the vehicle from leaving the
depot. At the time, WorkSafe Head of Specialist Interventions, Dr Catherine Gardner said ‘These are routine checks that must be done when towing a trailer. If not, the consequences can be catastrophic.’
When WorkSafe found staff had inadequate information, training, instruction, supervision, and experience to safely use vehicles and trailers, the consequences for the company were severe. But nowhere near as severe as those for the family of the man who lost his life.
Tony’s top tips
• Don’t do Safety Audits because the law requires them. Do Safety Audits for the benefit of a better workplace.
• ALWAYS maintain records. Your Safety Audit could literally be as good as the paper (or electronic file) it is written on.
• Develop a regular schedule for Safety Audits, perhaps dovetailing with ToolBox Talks.
• Establish and encourage the ‘safety eye’ scanning for hazards and risks.
Peace of mind, thanks to HSE Connect.
Built specifically with WorkSafe in mind, HSE Connect’s easy-to-use software already provides peace of mind to hundreds of MTA members. Members get discounted pricing and free set-up. Find out more here: www.hseconnect.co/mta or call HSE Connect on 022 643 1832
When was YOUR last Audit? SAFETY
Let’s all go home safely every day.
Need help? Go to www.hseconnect.co/contact-us or call HSE Connect on 022 643 1832
WIN WITH NAPA.
So long saloon, hello EV!
Many MTA staff love vehicles as much as you do and have a story to tell about them. This month, ICT Manager Brian Rumbelow.
I owned a saloon car that had only done 45,000km and the 3.5 litre, V6 engine was quite economical but with the rising cost of living and volatility of petrol pricing I made the decision that my next car would be an EV.
I made that decision over a year ago and acted upon it last November. It had nothing to do with the abolition of the clean car discount, my EV didn’t qualify for it.
I think PHEVs have performed their task. They removed range anxiety and gave the market something to drive whilst EVs and EV charging infrastructure were improving. I also don’t see the point in burning petrol to carry heavy batteries around, burning electricity to carry a combustion engine around and paying for both power plants to be serviced. A pure electric vehicle would be my way forward. I know that wouldn’t be everyone’s choice, but it worked for me.
Regular readers may recall that
I have a little SLK. That’s my weekend road rocket. I am a loyal Mercedes-Benz customer and test drove an EQA 250 a while ago. I thought it was a good little car but not for me. It was front wheel drive and had just a single electric motor.
During a visit to the service department last year to get yet more tyres fitted to the SLK, my regular salesman approached and started chatting about a new, more powerful EQA - the EQA 350 4matic AMG Line to give it its full name. This has two electric motors, not one. As the name suggests it’s four-wheel drive, not just front wheel drive. I took the demo model out for a spin. Sold! Upon my return to the garage, I put down a deposit and brought a 22kWh Wallbox for rapid home charging.
Much to my surprise the new car arrived a couple of days before I could get a sparky to install the Wallbox, but both events happened during the same week
in November. Since then, I’ve spent $20.52 on charging my EV. The same period last year I spent $213.97 on petrol. The “savings” cannot be ignored.
I’ve signed up to ChargeNet and will be putting in a little more planning for long drives. Using a 100kWh charger the car can reach 80% in about twenty minutes, so perfect for a lunch or coffee stop. Other than that, the transition from a petrol saloon to an all-electric compact SUV has been easy.
I enjoy quiet motoring and the car is jam-packed full of technology so that’s another plus for me. The EV has a little more power than the petrol saloon and is quicker from a standing start to 100km/h. The instant delivery of power from the two electric motors is another bonus, especially for overtaking etc. As for giving up the SLK, the keys to that little beauty will need to be prized from my cold, dead hand.
yulene.knight@mta.org.nz prabha.raman@mta.org.nz
Fostering an inclusive workplace
Modern workplaces are evolving fast and fostering an inclusive work environment allows one to tap into abundance of talent and experience. An inclusive organisation not only empowers their people to be their authentic selves but also ensures that they feel valued and respected for who they are and what they bring to the table.
What is Diversity, Equity, and Inclusion (DEI)?
DEI is not merely a buzzword. It goes beyond a just tick-box activity and shows that it is about a “one human being” experience. Korn Ferry Research shows that inclusive organisations are 87% more likely to make better decisions.
The term “diversity, equity and inclusion” describes both the character of a workforce, as well as the act of empowering employees through policies and processes to remove barriers so that each one of them has equal access to opportunities and support within the workplace.
The goal is to ensure fairness and equity for all employees, regardless of their gender, ethnicity, nationality, sexual orientation, abilities, and age.
DEI is an ongoing process. With a well-designed policy, an organisation can not only make better and fairer decisions during recruitment but also foster a healthier workplace where employees feel heard, supported and celebrated.
Many businesses in the automotive sector, rely on migrant workers therefore DEI becomes imperative.
Diversity
and
Inclusion
–
What’s the difference?
Diversity describes the ways in which we are different. A diverse workplace is made up of people from a wide variety of backgrounds at every level of the business, from entry-level roles all the way up to management. This includes neurodiversity. However, just because a workplace is diverse doesn’t necessarily
mean it’s also inclusive.
Inclusion on the other hand describes the power employees have over making decisions and holding influence. A company focused on being inclusive will make sure that every employee can participate fully in the workplace and access contextually appropriate opportunities.
Diversity focusses on the composition of the workforce while inclusion is about creating an environment where diverse employees feel equally valued and supported. Diversity that lacks genuine inclusion is often called “tokenism.”
Many businesses in the automotive sector, rely on migrant workers therefore DEI becomes imperative.
What is Equity?
Gallup defines equity as fair treatment, access, and advancement for each person in the organisation. It is different from equality as it considers historical and sociopolitical factors that affect opportunities and experiences.
For example, an employee may take high levels of leave as they may be supporting sick/aged dependents as opposed to one who may just be taking high levels of leave due to their irresponsible lifestyle. Equality would dictate the same treatment for both these employees however equity considers the context and circumstances.
Having a Diverse, Equitable, and Inclusive Workplace
1. Greater creativity, innovation and problemsolving - A diverse and inclusive workplace comprised of people from many different backgrounds will tend to have a wider variety of perspectives and ideas to draw from. Problems can be framed in different ways that lead to creative solutions across the business.
2. A better understanding of customer needs and preferences - The company gains a greater
understanding of the needs of its customers when its own workplace reflects the very people who use its products and services every day. By hiring thoughtfully from a broader pool of potential employees and retaining a diverse workforce, a company can reach a much wider customer base.
3. Improved employee morale, engagement, and retention - By creating an environment where everyone feels valued and included, businesses can unlock enhanced creativity, innovation, and problem-solving abilities. Benefits include increased productivity, improved employee morale, and higher levels of engagement.
4. Higher revenue growth, profitability, and productivity - With a greater variety of perspectives as well as a work environment that encourages communication, companies will benefit in day-to-day actions, productivity, and profitability, supporting long-term planning for the future of the business.
5. Access to a wider and more qualified talent pool - A well-structured diversity and inclusion policy or process ensures that the recruitment process isn’t simply open to all potential employees, but actively seeks out and encourages applicants who might be less visible in their industry or who are hesitant to apply. A wider applicant pool means more qualified hires. When a company has a reputation for hiring diversely and fostering an inclusive work environment, it will more easily attract and retain the best and most qualified candidates in the future.
How can DEI be promoted in the workplace?
1. Get involved – Set up a group, start conversations and give feedback. By elevating employees who champion these values, a company can improve equity among staff and create a self-sustaining push toward fairness in the business.
2. Use appropriate internal and external communication - Diversity training courses can improve communication at all levels, between teams, with customers, and with people outside the company as well. Small changes to how we write and speak to one another can have a big impact on overall inclusivity.
3. Give support to those who need it - Equity is about more than simply ensuring equal access and treatment for all—it’s also about raising up and supporting those employees who have particular needs. Every company is required by law to make reasonable adjustments so that no worker is disadvantaged in the workplace, but this is a baseline rather than a target. Discuss individual workers’ needs with them and make changes to ensure they’re met or even exceeded.
Have a clear recruiting plan for it - Recruitment is the biggest driver of diversity in the workplace. For a recruitment plan to reach the most varied pool of potential applicants, it should consider every aspect of the process: from how and where your vacancies are advertised to how accessible the application and interview process is to interested parties. This includes advertising on portals that reach overseas candidates especially for roles that are short-skilled in New Zealand.
4. Equal access to opportunities - When evaluating and considering employees for promotions and other opportunities, be aware of unconscious bias at every stage. Even seasoned managers are prone to discriminatory behaviour, whether they realize it or not. Bias training helps to alleviate this, as do systems like blind recruitment, in which identifying characteristics such as gender and applicant names are removed from CV’s.
5. Educate about diversity - Education is a key part of fostering a sense of inclusion and fairness in business. A company should publicize its diversity goals, update employees on the progress being made, and strive to help everybody understand why diversity in the workplace is important. Fair treatment to all: The key to DEI at work
DEI can’t be easily summarised, mainly because it’s a catchall term consisting of unrelated challenges. For example: A goal of hiring more women in Automotive will require a different approach than ensuring that LGBTQ+ employees feel welcome in the workplace, or that workers of different ethnicities have a voice. But the basis for these ideas is a commitment to fair treatment for all and consideration of the unique perspectives of every employee. That mindset will lead to the creation of an equitable workplace that accepts, appreciates, and values differences. This is the key point to keep in mind when designing a diversity and inclusion initiative for your own company.
You do not have to take very big initiatives; start small and keep at it. Here are a few tips:
1. Make it a continuous process.
2. Hire people who understand the importance of these values.
3. Challenge unconscious bias.
4. Foster diverse thinking.
5. Develop strong anti-discrimination policies.
6. Listen to your employees.
7. Encourage cultural celebrations.
8. Actively understand and promote neurodiversity.
9. Promote women and LGBTQIA+ in Automotive Industry.
10. On-the-job training for young people and mentorship.
Contact the MTA HR team for further advice and guidance.
Big changes to immigration system loom
The Government is currently undertaking a substantial review of the Accredited Employer Work Visa (AEWV) scheme, the flagship work visa product for employers.
MTA recently met with Minister of Immigration Erica Stanford, and we have received assurances that we will be involved in policy consultation between now and the end of the year.
The AEWV was set up with good intentions by the previous Government, but relied on a ‘high trust’ model to ensure compliance wouldn’t overburden Immigration New Zealand.
Combine this with high net migration, and it could be said that too many bad apples spoiled the barrel – stories of migrant exploitation continue to come out of the woodwork (not in our industry thankfully), and our hospitals and schools are under immense pressure.
As an interim measure, the Government started verifying employers’ applications and assessing risk in more depth, which, as expected, resulted in much longer processing times. The Minister is aware that this cannot continue – in her words, it is “causing immense headaches for business”.
James.mcdowall@mta.org.nz
High voltage safe operating practices
The purpose of the AEWV review is to find ways to enable a much more dynamic risk-based approach to assessing applications, so that extra scrutiny is placed on high-risk employers and sectors only, while others can be fast-tracked.
One potential mechanism for this –as promoted by MTA – is a sector accreditation exemption, where the burden of ensuring standards and compliance falls on a peak body; if a member breaks the rules, they’re out, and they’d lose their accreditation exemption. MTA looks forward to working with the Ministry of Business, Innovation and Employment (MBIE) and the Minister on this and other policy ideas for overhauling the immigration system.
A review of the Skilled Migrant Category (SMC) will be on the heels of AEWV. This review is especially important for MTA members, as the SMC will be recalibrated to ensure that there are pathways to residency for migrant workers in the trades.
It is not an understatement to say that the trades have been sidelined when it comes to residency, with SMC requirements being both out of reach and misaligned with our highly skilled workforce. MTA is heartened by the Minister’s
positive comments about the trades, including our industry. It has been acknowledged that we are the missing pillar in the current residency settings.
A better calibrated SMC should do away with the need for having roles on the Green List, as clear pathways to residency will be created. We urge the Government to progress these reforms at pace.
The Green List will be reviewed at the beginning of next year, but ideally, we will not need to rely on that moving forward.
Having spoken to the Minister recently, she would like to specifically pass on to members that she knows it’s tough out there, but change is on the way and that MTA will be consulted on throughout the process.
There are many ideas on the table at present, including fasttrack mechanisms, and officials are keeping an open mind on how these can be implemented to benefit good employers and their employees. MTA will keep members updated on any changes as they come.
As always, if you would like to get in touch with me, please email james.mcdowall@mta.org.nz.
The team at MTA has been putting together a set of new Safe Operating Practices (SOPs) for technicians in relation to vehicles with high-voltage propulsion: BEVs, PHEVs and hybrids.
These SOPs have been compiled by a working group within the automotive industry for our industry, and we believe they are the first of their type within New Zealand. They will advise workshops and employees on the training requirements for technicians and staff to work safely on these vehicles at different stages of repair.
The working group that created these SOPs comprised people from all areas of the automotive industry, including Polytech heads of departments, private automotive training groups, business owners from the repair, electrical and collision spaces, an EV battery recycling company, and our Health and Safety business partner to ensure we had all our bases covered.
The SOPs are the start of a larger piece of work we are undertaking that will align with these SOPs and help workshops to understand the complexities and safety recommendations for working on high-voltage systems.
We will continue to work with key stakeholders from our industry to ensure the SOPs cover all bases,
will be fit for purpose and, most importantly of all, will work for our members and keep all their staff safe.
The SOPs and all other information will soon be available on MTA Toolbox
We will continue to keep these up to date and relevant as technologies change and new products enter our industry.
NZTA Waka Kotahi VIC system for WoFs
In other news, MTA and a number of its members have been assisting NZTA in the design and implementation of the replacement for WoF Online, the Vehicle Inspection and Certification (VIC). This will be the direct replacement for the old WoF Online, which will be retired next year, and all inspections will be
Glen.mcgarry@mta.org.nz
entered through the new system.
This is not a digital check sheet or anything like that, but a new portal in which to enter the inspection results. As MTA has been assisting NZTA from the outset, all our members will be on the new system before it will be rolled out to the rest of the industry in November/ December this year.
We are looking for 100 MTA members to be a part of the initial roll-out, and will be hosting webinars on the new system, the requirements, and an overview of the new VIC system in the coming weeks.
If you want to be in the first 100 and beat the queue, send through your business information along with your MTA number to mta@ mta.org,nz and we will get you on the list.
Collision Repair Association Standards
stewart@collisionrepair.co.nz
Don't hold back - your voice does matter!
Larry.fallowfield@mta.org.nz
I am often asked about what makes belonging to the CRA sector of the MTA special.
My usual response to that question is “our standards“.
Being a member of any association requires members to meet the association rules and standards.
Any member shop must meet the CRA standard to belong to and remain in the CRA.
The CRA has clear objectives as set out in its constitution. One is:
To set out and enforce minimum standards of workmanship and ethical practice among its members and encourage people involved in collision repair work who are not members to meet those minimum standards.
The CRA Standard states expectations of a collision repair business belonging to the association. Every shop in the CRA gets visited yearly to be reviewed against the standard to ensure our membership meets the minimum requirements that define CRA membership.
Our brand, like that of the MTA, conveys to the public that they can expect a certain standard of work and behaviour. It represents an assurance that CRA members
are trained and able to provide industry-leading performance in dealing with their vehicle. People want assurance they will get the service they expect and a respected credible brand helps provide that assurance.
Maintaining the brand
A brand is only as good as those backing it up. Associations need to ensure their membership know what is expected of them and that this expectation is delivered consistently. CRA Membership Liaison Officers (MLO) check that the membership is aligned with the CRA Standard. Where there are shortfalls, their role is to assist with advice to help the shop reach the standard. For standards to be credible there needs to be a review process, which is conducted by MLOs on a yearly basis.
The CRA standard is adapted to meet new requirements or changes. If a shop does not meet the CRA standard and doesn’t address that, then they are not able to be members of the CRA. For a brand like CRA to mean anything it must be credible and that requires objectively assessing every member. If one member fails on the CRA standard, it reflects on all members - any reputation damage
is expensive and can undo a lot of hard work overnight.
MTA members
A review process against the CRA standard is being prepared for collision repair shops that were previously only MTA members. This will allow for their adoption of the standard, with help from the MLOs. The rule that applies to CRA members who fail to meet the standard will now apply to everyone - a shop that cannot or will not meet the CRA standard cannot be a member of either organisation. The objective is to get all members aligned with the standard, assisting where required. Most MTA members will already meet the CRA standard.
The CRA standard, like the MTA logo, is something we are proud of. It represents what we believe how different we are to non- members. Our MLO team is there to help members maintain standards and to help build their businesses. The CRA standard will continue to evolve but will always be a standard to aspire to as a collision repairer.
There is no place for compromise on standards that the public expects and values.
2024 has been a tough year for vehicle sales, and, more than ever, business relationships are the lifeblood of industry success; for franchise dealers, your partnerships with your distributors are crucial to your future.
How are these relationships in 2024?
Is there room for improvement?
It’s that time again for the annual MTA Dealer Attitude Survey (DAS).
The MTA’s DAS provides a unique platform for franchisees to express their views candidly. Held under the cloak of anonymity, this survey allows dealers to share their perspectives as one.
Dealer attitude might sound like a potentially combative survey, but its true purpose is far from that, so this year we’ve renamed the survey to better convey its true intent. As of 1 October 2024, we will be welcoming in the Dealer-Distributor Relationship Index (DDRI) survey.
As with all other years, the 2024 survey is not about winners and losers; the survey acts as an independent conduit for full and frank feedback between dealers and their distributor partners. This year’s content will have some additional EV-related content to enhance the 2024 DDRI survey. The consistency of previous years’
questions remains so that results can be compared year on year.
Pinch-points
The survey’s outcomes assist both parties by identifying pinch-points in the relationships so dealers and distributors can address any issues constructively. MTA carefully guards the survey’s conclusions, ensuring no public promotion of results is allowed. In essence, it’s industry-driven feedback designed to benefit everyone immersed in the new light vehicle sector across New Zealand. Previously the survey boasted an impressive participation rate, with some brands consistently receiving 80 to 100 percent responses. In 2023, after 17 years, the MTA DAS embarked on a transformative journey, transitioning from its customary paper format to a digital platform, aiming to enhance and improve the user experience while maintaining engagement within the automotive dealer sector.
However, the 2023 transition didn’t quite generate the anticipated participation and in 2024 we have taken on board feedback to make some improvements. This year we will be using a combination of good old ‘snail mail’ and email to deliver a detailed explanation of the digital
platform to the Dealer Principal for the 2024 Dealer-Distributor Relationship Index.
Within the letter there will be a QR code to take participants directly to the survey. We have introduced an autosave function so franchise dealerships can easily seek input from department management staff (sales, service and parts) to add their important feedback; no more passing paper between departments, no need to remember to scan or to send it back to MTA, and no more delays in our receipt of responses because of mail deliveries.
The DDRI survey will run for six weeks from 1 October 2024 to 15 November 2024 to encourage more participation – your time is coming for your voice be heard in 2024! High participation rates lend weight and validity to the survey’s findings and with the new digital platform we can speed up the compilation of your responses.
If you haven’t previously received a copy of the survey or your details have changed, don’t hesitate to contact me on 027 333 1164 or send me an email at larry. fallowfield@mta.org.nz. Whether you’re a seasoned dealer or new to the role, your input helps to shape the industry’s future.
ServiceIQ MTA Service Station Gateway Programme
This year the MTA have partnered with ServiceIQ to develop the ServiceIQ MTA Service Station Gateway Programme which is currently in a trial phase in Christchurch, Hamilton, and Auckland.
Who are ServiceIQ?:
For over 10 years, ServiceIQ has partnered with more than 350 schools across the country, connecting keen students with thousands of local employers. With a dedicated team covering the country all with local knowledge they can personally support members, students and schools. It’s this expertise that leads to thousands of young Kiwis every year gaining work experience, life and work skills, plus NCEA credits. This is what Gateway Programmes consistently deliver – with many students taking up roles and careers in the sectors the Programmes cover, many are offered jobs with the employer they did their Gateway Programme with.
ServiceIQ and MTA partnership
The ServiceIQ MTA Gateway Programme up-skills school students with industry Unit Standards, covering essential skills and helping them gain valued NCEA credits. Our collaborative relationship supports the fuel sector by providing secondary students the opportunity to explore if the industry is the right fit for them, ensuring future growth and sustainability into a career in retail, specific to the dynamic world of Automotive.
The benefits
For MTA Service Stations:
• ServiceIQ Gateway Programmes are proven to work – many of
Mathew.alderdice@mta.org.nz
ServiceIQ employer partners have been involved with the programme every year for a decade.
• It’s designed for business and based on standard operating practice and industry requirements.
• One or more of the students you host on their Gateway Programme could be your next keen team member – whether part-time outside school hours, or full-time when they leave school.
• You’re not only showing you support your local community, but you’re also making a valued and tangible difference.
• You have a dedicated ServiceIQ contact to call on for support any time you need it.
• The only cost is your time.
For the student and school:
• Keen students gain a real-world work experience, learning new skills and what it takes to succeed.
• The workplace learning and skills practice gains them industry Unit Standards and the relevant credits towards their NCEA.
Can be completed either during:
• School term – students participate one day a week for 5 to 10 weeks, depending on which option is chosen.
• School holidays – students attend work placement for five to 10 consecutive days to complete depending on which option is chosen.
ServiceIQ will partner with MTA Service Station members to help them and their people host Gateway
What’s the role of the Mediation service?
student/s as part of members day-today business.
The aim is to make the Gateway Programme easy for members to be part of.
ServiceIQ will liaise with the school to find the right student and right through their placement, ServiceIQ will keep the school updated and make sure the student is progressing and doing what is required
Successful history
A full ‘wrap around’ delivery model has been the reason for the success of ServiceIQ Gateway Programmes. This includes high student achievement for all ethnicity groups (over 85% completion rates). Last year, 3,074 students nationwide were partnered with employers, and many of those have gone on to become valued employees as a direct outcome of their Gateway programme.
All you need to do
Think of your Gateway student as any other new starter. All you need to do is get them up to speed on the essentials of your business: customer service including working on tills and options to train for food and beverage. An added benefit for members is that ServiceIQ assists with the student’s learning, so all members need to do is ensure that they show the skills and knowledge they would expect … same as for any other team member. Get involved
If this sounds good, let ServiceIQ know, and they’ll get the ball rolling and find you the right student. It really is that easy. If you’re a detail person… outlined above is everything you need to know.
Despite the best consumer focused efforts of members, disputes with customers can still occur. If not dealt with quickly, a dispute can get complicated, with each party occasionally forgetting the real point of the complaint. Sometimes it needs a fresh approach from somebody else to reach a solution.
This is where the MTA Mediation Service can help, as its role is to provide an impartial analysis. As you can appreciate, the version we get from your customer is from their perspective and often emotionally charged. So, when a member of the Mediation team contacts you it is purely to understand your side of the story. Once we have gathered more information on the events of the case we can make a better assessment. In most contacts and before a case is even registered, the Mediation team advises customers to go back to the member and discuss their issue.
alan.barr@mta.org.nz
Often this works and negates the need for a recorded complaint. However, if the customer comes back after discussion with the member and there has been no solution found, a case is begun.
Upon receiving customer complaint information from a completed website form or phone details, the member is contacted and ‘the other side of the story’ exposed. From that information a decision can be reached on how to bring about a positive solution. At any stage in this process a complaint can be resolved and sometimes is with the member making an offer within their response to assist in settlement.
The important part of mediation is that nobody is judged who is right or wrong. That’s not the purpose of the mediator; instead, the mediator helps the parties to agree on a mutually acceptable resolution. Mediation can establish where each party is and try to find
some middle ground where both parties can eventually agree. That said, the service does attempt to cull out disputes in which mediation is obviously not going to be fruitful. For example, if a caller is adamant that they want their money back and no other result is acceptable, then they are advised that mediation is most likely not for them. If they wish to take matters further, they always have the option of going to a Disputes Tribunal where a legal and binding decision will be achieved. Should members find themselves in this position, especially after having had a review with MTA, the customer’s application and court notice could be sent to the Mediation Service for assistance with a response.
Overall, the Mediation Service is a problem solver, and its work can be conducted within short timeframes that do not prejudice later testing. It’s a win-win for members and their customers.
Alex gears up
From a young age, Alex Parker has had his heart set on a career with cars. "Ever since I was a kid, I’ve always been fascinated with cars," he recalls. By the age of four or five, he had already made up his mind about becoming a mechanic.
"I did the gateway programme through school, which led to a job at Geartech. I worked a few years before starting up my apprenticeship," he explains.
His work at Geartech involves a mix of routine tasks and specialised technical work. "We specialise in manual gearboxes and also in diffs and transfers. On a normal day, we do services or warrants, but then there's also the technical stuff like gearboxes, clutches, and rebuilds."
His lifelong passion for the automotive industry is evident in his enthusiasm for his work. "All of it is pretty good – everything that I do is quite enjoyable," he shares.
Alex has now successfully completed his New Zealand Certificate in Light Automotive Engineering (Level 3 and 4) through MITO.
Reflecting on his training with MITO, he says, "It was good, pretty straightforward. I did muck around for a bit, as boys do, but once I got my head into gear and got stuck into doing the work, it went well."
He speaks highly of the support he received from his training advisor, Lee. "He's a nice guy. I enjoyed having him as my [MITO] Training Advisor. If I was ever confused about anything, I’d just give him a ring and he’d point me in the direction I needed to go."
The support from his colleagues and manager at Geartech has also been really positive. "They didn't know too much about what I was doing, because most of the guys did their training 20-25 years ago. But showing them what I'm doing now, kind of opens their eyes to not only what they were doing back then, but new developments as well like electric vehicles."
Alex is keen on furthering his education, particularly in electric vehicle (EV) training. "I want to get fully qualified in the EV side of it. We are getting more and more EVs coming in, so having someone trained is essential to keep up with the industry."
He plans to continue studying and advancing his skills. "They’re introducing hydrogen vehicles now so I’m keeping an eye out for any training on that! I'll probably go into Light Automotive Engineering (Level 5) as well."
Alex encourages others interested in cars to consider a career in the automotive industry. "It's definitely a good industry to be in, I recommend it for anyone who likes cars. I’m keen to learn more!”
New vehicles
With 9,986 registrations in August 2024, the new passenger and commercial vehicle market rose by 6 percent or 561 units over July 2024, which is 1.8 percent and 177 units above August 2023. With June and July 2024 flatlining, it is good to see a slight upward trend as we start heading towards the end of Q3 for 2024. Year-todate, the market is down by almost 19 percent for the eight months trading of 2024 versus the same period of 2023.
New passenger vehicle registrations for August totalled 6,761, down 223 units on August 2023. The month is up 6.6 percent versus July 2024 but is tracking
downwards by over 26 percent year-to-date versus last year-to-date.
New commercial registrations were up again in August with a total of 3,225 units – an increase of 400 units over August 2023 – seeing a 14 percent increase and finishing 4.6 percent up on last month.
Brand and model performance
Toyota had a 319-unit increase over July 2024 to be the only brand to sell over 2,000 units. Ford’s 1,187 units was an increase over last month, albeit by only 17 units, and Mitsubishi, with 993 units, was down 32 units on July. Six of this month’s Top 10 brands had increases over last month by a combined 561 units.
Toyota’s Rav4 came in third for the month with the biggest increase in the Top 10, a 147-unit or 37 percent increase over last month. Ford Ranger continued its hold on the top spot with its sixth appearance at number one so far this year, leading the way with 826 registrations, and Toyota HiLux held second place with 687 units versus last month’s 590 units. The top three accounted for almost a 10 percent increase in volume registration for August.
New Vehicle Motive Power 6 Months
A total of 8,665 import passenger and commercial vehicle units were registered in August 2024. This is the second-lowest month in 2024 for the combined sector, down 822 units and 8.7 percent behind last month with 522 units and 5.7 percent behind August 2023. The sector is tracking 6.4 percent behind YTD versus the same period last year. August 2024 saw 8,181 passenger vehicle registrations, down 9 percent on last month and sitting nearly 7 percent behind YTD, with 5,109 fewer units registered this year versus the same period LYTD.
The 484 light commercial registrations equalled the number last month to see the sector up 27 units or nearly 7 percent on August 2023, still 1 percent above LYTD.
Brand and model performance
Toyota was again the brand leader with 3,167 units, down 370 units on last month. Nissan followed with 1,209, and Mazda with 1,107 saw the top three drop by 6.8 percent or 605 units down on July 2024.
Toyota Corolla moved into the third spot, bumping the Mazda Axela into fourth, albeit by only six units, to finish the month with 7.3 percent of the registrations. Aqua held its top spot again in August 2024, down 35 units to 807 from last month’s 842 units, and Toyota Prius held second on the table with 532, down 170 units from last month’s 702 registrations.
Top 5 New Vehicle Models by
best
Motive Power
Top 10 Used Import Brands - August 2024
Motorcycles and scooters
Total new road motorcycle and scooter market saw sales increase again in August 2024 to be up 101 units and 18.2 percent up on July 2024, finishing the month with 655 registrations. The market is still down 6.1 percent YTD versus the same period LYTD.
The new over-60cc motorcycle category saw 556 registrations. In the scooter market, 99 units made it onto the road in August 2024.
Suzuki topped the month with 88 units, up 30 units from last month, followed closely by Yamaha in the number two spot with 83 units, up 20 units on last month to be 16 percent of the registrations in August. Honda rounded out the top three with 74 units or 14.2 percent of the month’s registrations.
Eight of the Top 10 brands saw a 100unit increase over July 2024 to finish with 453 units for the month, and was 69 percent of the total monthly registrations in August 2024.
Brand and model performance
Suzuki UZ50 topped the model category for August, with 33 units registered. CFMOTO MT450 came in a very close number two with 31 units; the Roma from TNT Motors rounded out the top three, with 23 units registered.
Top 15 Used Import Models - August 2024
August 2024 also saw 93 used imported motorcycles and scooters registered, down 17 units on last month’s 110 units.
Situations vacant
- North Island
Automotive technician/mechanic TARADALE
TM Autos require an experienced technician/ mechanic. We offer WoFs, services, pre-purchase checks in a well equipped workshop. WoF inspector authority preferred. Hold a full NZ drivers licence, and NZ residency. Email CV to: go.tmautos@gmail. com, or see Matt at TM Auto’s Taradale.
Automotive technician/WoF TAUPO
Morrell Motors is an award winning, multi-franchise dealership requiring a qualified Automotive Technician to join our team. WoF certificate an advantage. Contact Mark Morrell, mark@morrellmotors.co.nz or phone 021 759 070.
Automotive technician
WELLINGTON
The role requires problem solving and diagnose faults in a wide variety of modern and classic vehicles. Work ranges from basic service and WoF through to engine and gearbox rebuilds, auto electrical, performance modifications and electric cars. Email CV and cover letter to office@powerhaus.net.nz. Phone: 04 499 8715.
Automotive technician/WoF TAUPO
We are a busy workshop looking for a mechanic with recognised qualification in the automotive industry or acceptable time served. WoF certificate preferred. Must be a team player with excellent communication skills. Email CV to: office@mainlandeng.co.nz.
Automotive technician
NAPIER
T M Autos requires a technician. We are a small fully equipped workshop in the centre of Taradale. 3rd year apprentices will be considered. Must have Full NZ drivers licence. Contact: Matt at go.tmautos@gmail.com
Senior technician
TAURANGA
Herbs Vehicle Repairs are in search for a Senior Technician to join our team in our Central Tauranga based workshop. If you are capable of carrying out all types of mechanical repairs in our busy workshop that will keep our customers happy then we would like to hear from you. Contact us at herbstauranga@gmail.com or call 07 577 6535.
WoF Inspector/technician
TAURANGA
Earn more money then you are currently, come and work with us. We offer a family friendly environment. Email: tauranga@midasnz.co.nz. Phone: 021 102 9743
Mechanic PAPAKURA
Small busy workshop looking for a mechanic with recognised qualification in the automotive industry or acceptable time served. WoF authority a bonus. Great communication skills and able to work under pressure and without supervision essential. Phone Graeme 09 299 9706.
Qualified mechanic
BIRKENHEAD
Busy workshop looking for a qualified mechanic to work on various makes of cars. Hours: Monday to Friday 8am to 4:30pm. WoF authority preferred, but not essential. Email CV to birkenheadcarrepairs@xtra.co.nz
Automotive technician
HAVELOCK NORTH
We require a mechanic with WoF authority, not frightened of being busy and can work on a variety of vehicles, be reliable and trustworthy. Email: mcclintockmotors2014@gmail.com if interested along with your c.v.
Automotive technician NEW PLYMOUTH
A great opportunity for a motivated, qualified technician to join our growing team. You will have a full drivers license, be trade and WoF certified or have the ability to obtain. No weekend work required. Phone: 06 758 3535.
Automotive technician/mechanic HASTINGS
We are Hastings’ VTNZ Certified Repairer. Full NZ drivers licence. NZ or equivalent automotive qualifications. (3rd year apprentices will be considered) Ability to work unsupervised. Email CV to admin@dcautocare.co.nz or contact Dylan 06 878 8138.
Mechanic/WoF Inspector
AUCKLAND
Busy Automotive workshop - Auckland Howick Central. Are seeking a mechanic with any experience. Contact Vlad: 021 261 2604 or email: info@somarservice.co.nz.
Qualified mechanic
PORIRUA
Join our busy, friendly team at Porirua Motors. Contact Murray Phone: 04 237-4975 or directly to our workshop. Phone: 04 237-7979.
Diesel mechanic
WYNDHAM
Enthusiastic diesel injection technician with common rail experience to join a thriving rural garage with a fully equipped diesel fuel injection facility. Generous package to reflect experience, with possibility for future investment into the business. Email: redbarron222@gmail.com or phone 0272 417 614.
Auto technician/WoF Inspector
PAIHIA
Want a job by the sea? We're looking for a qualified auto technician. Great remuneration and relocation support. E: brian@boiam.co.nz or call 029 238 4088
Automotive technician PAHIATUA
We are looking for a motivated, qualified technician to join our small friendly team. A WoF authority is preferred but not essential. Contact Kevin at laskeysauto@xtra.co.nz. or 021 803 238.
Service advisor
PAPAMOA
To ensure customers have an excellent experience, you’ll be a person who is passionate about providing outstanding customer service. Email your CV to jobs@coastalautos.nz.
Automotive tech/WoF Inspector
TE AROHA
Immediate start. Qualified or equivalent experience and WoF authority are required. We offer excellent working conditions. Please email CV to: service@summitmotors.co.nz or call Garth on 021 511 911.
Mechanic
TAUPO AREA
Qualified mechanic required for busy workshop. Must be able to work unsupervised. A WoF authority is preferred but not essential. Great team with new, well-equipped workshop. Contact Heather on 027 244 2331.
Mechanic
KUMEU, RODNEY
Small busy workshop seeking a mechanic with recognised qualification. WoF authority a bonus. Great communication skills and ability to work under pressure. Email Mike: admin@ manukaautomotive.co.nz.
Mechanic/WoF inspector –
KAIKOHE
Looking for a qualified automotive technician with WoF authority servicing and mechanical repairs. Clean New Zealand driver licence. Phone Richard 09 401 0155 or email CV to office@kaikohepanelbeaters.co.nz.
Automotive Technician
WHANGAREI
This is a wonderful opportunity if you are looking for a positive change in a rural environment surrounded by a wonderful community. Full-time or part-time considered. Please email chevaun@gasmgk.co.nz
Senior technician/ Foreman
PAPAMOA
Work, play and enjoy life on the beach. Relocation costs may be subsidised. For a qualified, 10yrs+ experienced mechanic, we offer competitive pay. Please send CV to jobs@coastalautos.nz.
Product Support Engineer
MASTERTON
AECS Equipment and Technical Support supplies equipment and support to the Automotive Industry across NZ. We are looking for someone to grow into our technical support team. The role could be based anywhere and includes travel and flexible hours. If you want to have passion for what you do, get in touch! For more information on the role please email jodie@aecs.co.nz
Automotive Technician
TE PUNA, TAURANGA
Seeking qualified mechanic for full time or job share role in busy, well established workshop. Email Adrian, service@tepunamotors.co.nz
Qualified Mechanic
TE AWAMUTU, WAIKATO
We are seeking a Qualified Mechanic with their current WOF certificate or be willing to complete a course to obtain WOF Certificate for our busy workshop in Te Awamutu. Hours of work 8am - 5pm Monday to Friday. The successful candidate will need to be reliable with a good work ethic and a can-do attitude, pay attention to detail and be fluent in English both written and oral.
A full NZ driving licence is essential along with a keen interest in the automotive trade. Please apply to: admin@totalautomotiveltd.co.nz
Situations vacant -South Island
Mechanic/WoF Inspector
BALCLUTHA
Seeking a full time qualified, motivated Automotive Technician to join our friendly team at our busy workshop, hours: Monday to Friday. Preferably with WoF authority. Full NZ drivers’ licence. We service all makes and models. Phone Allan Finch on 027 768 6697.
Automotive technician TASMAN
We are looking for a Senior qualified technician to join our team. Preferably with WoF authority. We are a mechanical workshop/service station and an AA Breakdown contractor. We would be willing to offer assistance with relocation and finding accommodation.
Email chris.perrysauto@gmail.com with CV or contact owner Chris Atkins 021 540 286.
Automotive technician KAIAPOI
A busy general repair workshop looking for an experienced technician, with a current WoF certificate. Contact Jason on 027 918 8685.
Automotive technician SOUTH CANTERBURY
South Canterbury Honda service centre, after hours AA roadside contractor and carry out salvaging throughout the district. Must hold a full driver’s licence, have excellent diagnostic skills, time management and be a team player. Call Alan on 027 228 9584 or email alan@vaughanmotors.co.nz
Automotive electrician INVERCARGILL
We are looking for a qualified automotive electrician to join our small friendly team. 40 hour weeks. Email: service@dominionelectric.co.nz with CV.
WoF Inspector NELSON
With over 30 years of experience, DS Auto Ltd is a trusted name in the Nelson automotive industry. We are seeking a qualified and diligent WoF Inspector to join our team. Competitive hourly rate offered. For further information please contact Derryl Henman 029 2412839 or email: office@dsauto.co.nz
Automotive technician DUNEDIN
Opportunity for a qualified/experienced Automotive Technician to join our friendly team in our busy Dunedin workshop. WoF Certified preferred but would be happy to help you get qualified. Competitive remuneration. Contact Garry 0274 545 040 or email: bgapplegarth@xtra.co.nz.
Let
Automotive technician
INVERCARGILL
New car dealership, Southland Vehicle Sales has a long term opportunity available for a qualified mechanic to join the team working on Kia and Hyundai vehicles. Please contact Mark Lee on 021 0832 3373 or mark@leerecruitment.co.nz.
Motorcycle technician
NELSON
We require a qualified technician to work us in our well-established Honda dealership. The successful applicant will need to be honest and hardworking, have a clean driver’s licence, attention to detail and the ability to work with our existing staff of nine. Contact Ian on 027 221 9162.
2x Qualified Auto-Electricians
TASMAN / NELSON
Our work is interesting and varied, servicing –retail, commercial and industrial clients. Work can be in our workshop or out in the field. Join our fun dynamic team! Contact Dawn on 027 432 3171 Email: sales@auto-electrical.co.nz
Auto Electrician
MATAMATA
Onsite Auto Electrical Matamata are looking for a qualified auto electrician to join our team. We work on a variety of vehicles both in our workshop and onsite.Email office@onsiteae.co.nz or 078887579
Experienced mechanic
TAIHAPE
Please email us for further information bellsdieseltruckandtractor@gmail.com or call 027 332 2471
Businesses for sale
Automotive Workshop/Service Station – TASMAN
Situated in Mapua in the middle of the Tasman Bay. Lots of opportunity to grow an already very busy business. All equipment has been replaced over recent years. 20k invested this year alone. AA roadside contractor. Owner prepared to assist with transition. For information call Chris 021 540 286 or email chris.perrysauto@gmail.com.
Automatic Transmission Specialist - NEW PLYMOUTH
Current owner for 40 years. A very successful family business now for sale so owners can retire. Automatic transmission repairs, Power steering and general servicing and repairs. Currently working out of two workshops with the capability of reducing to one. SAM computer system and Excel run through the accountant. All hoists, specialist tools. Grant: 0275 320 611 Email: automatics@xtra.co.nz
Automotive Workshop HASTINGS
Long established business since 1991 family owned and operated. 3-bay workshop all plant and equipment, SAM computer system, WoF, servicing, tyre sales and general repairs. Contact Clark 06 879 9487 email: clarkkelly@xtra.co.nz.
Automotive WorkshopAUCKLAND (HOWICK CENTRAL)
Long time successful business. High customer base. 2x2 post hoists, one pit plus more. WoF site. For information email: info@somarservice.co.nz.
Automotive Workshop NORTHSHORE (OREWA)
Retirement Looms. Prime location/Long established business. 3 Bays 2x2 post Hoist, 1x4 post Hoist Wofs,Tyres,Batteries. P: 09 4265783 M:021 022 45219. E: orewa.auto2016@gmail.com
Ludemann Motors WESTON, OAMARU
Modern 360m2 building, fully kitted out. Quality offices, spacious workshop, lengthy and profitable business history. Located on the main street of Weston, top-notch work environment. Asking $265,000 Plus GST (if any). Business only. Contact Tony 027 435 5275 or Sam 022 062 9782.
Services
VIRM In-Service Certification Questionnaire pack
Training resource for prospective and current VIs. 14 questionnaires, marking and certificate of completion. Contact Fliss, Business Systems Sorted. Phone: 022 151 1243.
Email: fliss@businesssystemssorted.co.nz. www.businesssystemssorted.co.nz.
Need some help?
Simple, personalised H&S system, documented policies and procedures, hazsub inventories and office optimisation service - clearing the clutter! Contact Fliss, Business Systems Sorted022 151 1243. Email: fliss@businesssystemssorted.co.nz. www.businesssystemssorted.co.nz.
To advertise your Situations Vacant or Business for Sale in this section please email: radiator@mta.org.nz. Free for members up to 30 words.
us drive your recruitment success
At Muster, we understand that recruiting top talent in the automotive industry requires a winning formula: a blend of expertise and cutting-edge technology. What really sets us apart is our personal touch. We believe in building meaningful relationships and making sure every interaction is tailored to meet your unique needs in the automotive industry. Reach out to our team today! Ph: 09 394 7444 Freephone 0508 MUSTER info@musterrecruit.co.nz - www.musterrecruit.co.nz
Andrea Andrew WoF Consultant
We encourage all members to attend the training courses, professional development opportunities or networking events taking place in their areas. Our region coordinators will let you know what’s on and when. They are also keen to hear your ideas for other training or get-togethers that you’d like to take part in.
The region executive committees meet approximately every six weeks and all MTA members are most welcome to attend. The more you get involved, the more you can benefit from membership. Just contact your coordinator or region chair to check the dates of the meetings in your region.
KAIMAI
Kim Preston Regional Events Coordinator Team Leader 027 280 0707 kim.preston@mta.org.nz
Jason Land Region Chair 0274 452 635 jason@collinsauto.co.nz
CENTRAL WEST
James Candish Region Chair 027 226 3053 jc@vva.co.nz natalie.campbell@mta.org.nz
NORTHERN REGION
Amy Lai Region Coordinator 021 292 7652 amy.lai@mta.org.nz
natalie.campbell@mta.org.nz
Rachel Beattie Region Chair 027 496 6275 rachel@neighbourhood mechanic.co.nz
Kelly Stephens Region Chair 027 366 0050 kstephens@hbtoyota.co.nz
UPPER NORTH ISLAND CENTRAL NORTH ISLAND
MIKE BURD Team Leader 027 539 4010 mike.burd@mta.org.nz
SOUTH AUCKLAND
MARK MOWBRAY 027 270 2665 mark.mowbray@mta.org.nz
LOWER NORTH ISLAND & UPPER SOUTH ISLAND
DANNY GARRICK 027 478 0593 danny.garrick@mta.org.nz
NICK MILLS 027 2099 494 nick.mills@mta.org.nz
LOWER SOUTH ISLAND
SHELLEY CARTER 027 497 1568 shelley.carter@mta.org.nz
MEMBERSHIP SUPPORT
Member support team: 0800 00 11 44 mta@mta.org.nz
Shannon Morbey Region Coordinator 021 031 0075 shannon.morbey@mta.org.nz
Region Coordinator 021 152 8232 jody.worsfold@mta.org.nz
www.evcity.kiwi
SOUTHERN MAINLAND
Katrina Garrett Region Coordinator 021 225 5528 katrina.garrett@mta.org.nz
Leslie Baxter Region Chair 03 208 1234 leslie@carnabycars.co.nz
Region Coordinator 021 152 8232 jody.worsfold@mta.org.nz
021 706 503 hamish.miller@op.ac.nz
L-R: Tony Allen, Grant Woolford, Bob Boniface (President), Sturrock Saunders, Ross Verry, Andrea Andrew, Joris Sanders.
Level up your career.
Take the next step in your career with MITO’s New Zealand Certificate in Business (First Line Management).
This programme is designed for current and aspiring managers, supervisors and administrators who would like to progress their knowledge and skills in team management and development.
Scan the QR code or apply at mito.org.nz/first-line-management
MITO is a business division of Te Pūkenga – New Zealand Institute of Skills and Technology. We support on-job learning and career development for the automotive, transport, logistics and extractive industries.