SUMMARY

Provide technical training development, delivery and associated programs within a specific region, supporting both NCI staff and Dealership technicians.

POSITION FUNCTIONS

The following position function statements describe the general nature and level of work being performed.

• Provide input regarding the development of department operating objectives; develop plans regarding regional training activities; coordinate both technical and non-technical training activities; maintain relationships with corporate departments, schools and community colleges; make recommendations regarding hardware and software, training materials and training centre configurations;  ensure that training centres are maintained in a neat, working-order fashion at all times. 10%
• Apply processes to develop technical courses by conducting needs analysis, completing task descriptions, identifying skills and performance gaps, establishing and confirming training objectives, sequencing training activities, developing measurement tools, formulating instructional strategies; coordinate with other technical trainers to review, repackage and distribute technical reports and information; review and update core, new model and web-based training materials; make recommendations regarding safety requirements for technical training centres. 10%
• Prepare and deliver training to NCI Staff, Nissan Technicians, service advisors and occasionally, sales consultants; incorporate manuals, exercises, presentations and testing materials in training activities; manage group discussions and group activities so that group members learn and achieve a positive experience;  assess technicians regarding their skills and competencies using classroom and on-the-job support mechanisms; provide both theoretical and practical training information to NCI and Dealer personnel; conduct in-dealership training. 55%
• Administer Master Technician Program and courses by monitoring and acting upon information contained in Nissan University information systems; schedule and implement technical and service training activities and logistics; determine, order and distribute training materials. 5%
• Conduct program and individual evaluations including assessment of technicians’ competencies to determine knowledge, skill, behaviour and results relating to classroom and dealership activities; participate in the design and implementation of instruments relating to instructional quality; develop and implement course and program evaluation; based on evaluation results, make adjustments to course, personal style and recommend overall modifications as required. 15%
• Recommend content for the XTRA program; develop quizzes and assist with the distribution of prizes; design, develop, and verify NISTEC quizzes and exercises; coordinate and implement quizzes and hands-on contests; communicate to regional staff and contestants regarding NISTEC. 5%
  

MINIMUM QUALIFICATIONS

The following qualification factors reflect the minimum skills and abilities required of the qualified applicant.
 Knowledge:

• Licensed automotive technician with a minimum of 5 to 7 years post apprenticeship, hands on experience within a dealership service department, or equivalent, including 3 years in a lead Technical or Technical Instructor position, instructional techniques and course development experience.
• Using superior technical diagnosis/verbal/written communication and analytical skills provide the appropriate repair procedure, by efficiently analysing the information available and explaining decisions to the dealerships’ technical staff in a classroom/training centre setting.
• PC and software proficient with complex programs and able to provide technical analysis and support for speciality technical software programs, such as ECM/TCM reprogramming download, etc. Able to operate very precise and advanced vehicle test/service equipment.
• Must be able to handle extremely confidential and sensitive information.
• Must be proficient in Microsoft Office.

Interpersonal Skills:

• This position requires solid communication skills for dealing with often complex and potentially contentious/sensitive issues. For example, a technician in class is disagreeing with a method of application resulting in the need to have diplomacy, conflict resolution, facilitation and effective listening skills to maintain order.

Complexity and Problem Solving:

• Typically there are problems for which no guidelines or precedents exist, requiring considerable analysis and creativity to identify potential solutions.
• On a regular basis, incumbents are likely to receive queries from technicians regarding undocumented technical concerns on Nissan vehicles.
• Until official Nissan positions are stated, responses to those queries require tact and diplomacy.
• Regarding all technical issues, however, a careful diagnostic, research, repair and verification process must be followed in order to model the correct approach to problem solving and to prevent misinformation going forward from the classroom.

Sensory and Physical Demands:

• This position requires a variety of sensory and physical demands such as manual dexterity to operate multiple pieces of diagnostic equipment simultaneously, good tactile sense, quick reactions, and concentration.
• An example of this would be operating Consult and an oscilloscope while driving the vehicle under precise conditions or while manually adjusting engine components. Further examples would be, when conducting new model or core training sessions with 8 to 12 participants.
• Training activity is typically individualized and competency based. This means participants are working in pairs on up to 6 different modules involving 3 to 4 different vehicles in a shop environment.
• The trainer is required to monitor the use of diagnostic equipment (Consult, digital multi-meter, oscilloscope, etc.), track who is performing well and who needs help, provide instruction, ensure safety standards are being addressed and make certain the proper handling of the vehicles so that no damage occurs at all workstations.

Decision-Making/Impact of the Position:

• The incumbent is expected to be the technical authority in their area; are expected to assess and address technical training requirements in their region and determine what support is required; subsequent to the assessment and with input from the region, they can schedule activities designed to address those needs. Poor decisions can result in continued in-dealership technical problems, non-compliance with Fixed Right First Time, higher than normal warranty costs, poor technician productivity, poor customer service, loss of customer loyalty, potential liability and a negative impact to the organization and brand.

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Mississauga Ontario Canada

Salary Range:

This compensation range represents the minimum to midpoint base salary rates at Nissan for jobs assigned to this particular grade level. Please note that an employee’s base salary may occasionally be set above the midpoint of the salary band for this grade level, in recognition of the employee’s unique skills, work experience, education, work location, or market conditions. Compensation decisions also consider internal equity and comparisons with the base salary rates of other employees with similar backgrounds working in comparable roles. Note: Bonus, benefits, and other forms of variable compensation are not included in the base-salary range shown above.