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You’ve made the decision to buy a car and for one reason or another you’ve decided to purchase used rather than new (Maybe the horrific first year’s depreciation and sales tax adding up to $25k+ bothers you a little?) In Arizona and a few other states, all private party vehicle purchases are sales tax exempt so buying a used car from an individual is very tempting. Whether you buy from a dealer or private party, it is imperative that you protect yourself, even if the car is still under warranty. The PPI page on our website goes into more detail as to what we check but here are a few other thoughts. One of the most significant concerns when looking at a car that’s still under factory warranty or not, is whether it’s been involved in an accident. Although using Carfax and other reporting agencies is a prudent step, they are not foolproof. There is always a lag between the time an insurance company pays out for a claim and when it finally reaches the report- sometimes up to 12 months. Also, in this culture of giant deductibles, it’s possible that a repair was paid out of pocket and not through insurance. In these cases there may be no record of paint or body work. Our PPI includes inspection of paint finish and whether there is evidence of collision damage. Rule of thumb is that if someone can tell that it’s been to a body shop, then it’s probably going to affect value (but not necessarily performance). It is amazing to see how many one, two, & three year old cars still under warranty, have had body damage or paint work. (Just visit any high end body shop- recently I saw a new Ferrari 458 Italia with the left door and rear quarter wiped out. It had 100 miles on the odometer!) This is obviously a double-edged sword as unfortunate things happen and when it’s time for us to sell our cars we certainly don’t want to take a bath just because we had our front bumper re-sprayed because of stone chips. Besides body and interior esthetics we also look at evidence as to how the car has been driven. It is not unusual to find newer Porsches that show over revs in the computer (Probably from a missed shift or early downshift). Going beyond the redline 200-400 RPM (or more!) takes a toll on the engine and could adversely affect long term service. Again, even on a car that’s under factory warranty, you want to be careful that it hasn’t been abused. Our Autologic and Porsche software diagnostic test equipment enables us to track hours, misfires, mileage, and other significant events that happen in the life of Porsches, BMW’s, and Mini’s. While it is extremely difficult to manipulate odometer readings on most late model vehicles, this is not the case for older cars. One model that we are especially sensitive to is the Porsche 993. These cars have enjoyed some very good appreciation over the last few years and we’re finding more and more anomalies with the mileage readings. We had a situation recently where a buyer had a 993 sent over from a North Scottsdale dealer for a PPI. Upon removing the speedo and verifying that the date stamp matched up with vehicle production date, we noticed that the bezel had been removed and reinstalled (poorly). That in itself is not a huge concern as these vehicles are notorious for breaking the plastic odometer drive gear. But if a speedometer has been worked on there should be proper documentation to go along with it. A proper paper trail is important to verify that there are no holes in the history and the mileage stated is accurate. Note: The buyer in the above mentioned situation didn’t purchase the car because the dealer couldn’t/wouldn’t provide proper history. The sales manager stated that they knew nothing about the speedometer. (Later on we found out that they not only knew, they were the ones that sent it out for repair!) Again, it’s not unusual for odometer repair; just make sure it’s properly recorded in the history. Speaking of 993’s… I’ve got to get this one off my chest: Over the last 3-4 years, this model has appreciated significantly (much like the pre-’74 911 models). One of the reasons for this is the fact that many enthusiasts and collectors understand the value of the last bullet proof air-cooled engine (once a top end rebuild has been done!), A/C that works, great drivability, and other criteria that pigeon-holes them squarely into the collector car category. Because enthusiasts and collectors generally take better care of their cars than the average owner, overall these cars are better cars than they used to be. What steams my beans is when a seller tries to take advantage of this increased model appreciation but hasn’t kept the car maintained, and significant repairs are needed. A top notch 993 should command top dollar but a sub standard car that has been abused and neglected should be priced accordingly. One can’t have their cake and eat it too. A seller can’t expect to get $30k for a car that needs $20k worth of work when a pristine example sells for $40k. For almost four decades Beck’s European has been delivering objective and accurate pre purchase inspections- to the point where some local dealers would rather steer you somewhere else. If a dealer won’t allow you to have a professional inspection done by the company of your choice, prior to purchasing… Run! As the buyer, you have every right to contract with a legitimate professional to properly evaluate and determine value. You might hear comments like “We’ve had bad experiences with them and won’t send our cars over there”. The reality is that they didn’t sell a car because of a bad report and they weren’t willing to remedy the situation. They would rather attack the messenger instead of taking responsibility for their problems and see to their customer’s best interest. The other prevailing attitude that we encounter is the “it’s not a new car; it’s going to have problems” syndrome. The moment we start to “grade on a curve” because of a car’s age, is the moment where customers start questioning our integrity. We have one standard: “New or better than new (restored collector cars)”. Whether or not it’s new or used, 200 miles or 200,000 miles, our standard is consistent. Using this method there is no confusion; we simply leave room for discernment and objectivity by the buyer. A customer pays us to use our experience and expertise to report the facts. We don’t use a sliding scale and we don’t show favoritism toward sellers. Every vehicle should stand on its own merits and a comprehensive inspection should reflect that. Imagine if we used a “sliding scale” on a ’73 911RS? If we gave allowances for deficiencies just because the car is 40 years old, how would one know the difference between a $150,000 car and a $300,000 car? All of this to say: Caveat Emptor Live with passion, drive with passion. Frank Beck

Most automotive repair companies (especially new car dealers) pay their technicians on a commission basis. Beck’s European is not a proponent of this practice. Here’s how it works: A particular job has a Flat Rate time of 8 hours. In other words, that job, if properly executed, should take 8 hours to complete according to industry averages. If a mechanic gets the job done in 5 hours, he is still paid for 8 hours of work. The capitalists out there are saying “So what’s wrong with that; if he’s faster and more efficient than a fellow mechanic, he should be rewarded for it.” We are huge fans of capitalism but here’s the problem: it encourages sloppy work and tempts the mechanic to take shortcuts. Do you really think a mechanic on commission is going to take the extra time to clean all of your parts before he re-installs them if it's going to adversely affect his paycheck? In essence, the mechanic is rewarded to speed through the job as quickly as possible. Quality becomes a secondary objective rather than the primary one. Please don’t get me wrong, there are exceptions out there, and I believe that a few commission-based mechanics may take the time to do it right (I know some of them), but again, they are the exception. (Unfortunately these conscientious mechanics may take heat from management for not maximizing profits for the company.) Honestly, in our current self-absorbed culture, don’t you think that if given a choice, many mechanics will put their monetary wants and needs above the customers? Not to a degree that necessarily compromises safety, but to the point where they will let something go if they believe that it won’t “hurt anything” or compromise quality “too much”. Here’s the proof that this situation has gotten completely out of control: There are mechanics out there billing out 80-90 hours of work in a 40-45 hour period (What if your attorney did that?) Believe it or not, there are guys making upwards of $130k annually for working on cars! (In some parts of the country, even more!) If someone can tell me how on earth you can save that much time on a job without compromising quality, I would like to hear about it. The practice of commissioned flat rate dates way back but really started catching on in the ‘60’s (Humorously, about the time the industry began calling mechanics “technicians”). The argument for it is that without motivating employees with high wages, you will not attract the best and the brightest to the industry. We see it differently. What it has done is create Prima Donnas who have become very entitled and unmanageable. While auto repair is a noble field which we are very proud to be part of, it was never meant to be “glamorous”. These super high commissioned wages have made some guys believe that they are something greater than an auto mechanic. Another aspect of this phenomenon is that up until 2008, many of these mechanics made, and spent, a king’s ransom to support a very, very comfortable lifestyle. Now that the economy is stalled and new car sales are way down, these guys who were buying new homes, boats, trucks, and a host of other toys are in a tough spot. They must make these big paychecks to support a lifestyle that they have become accustomed to. You can connect the dots… At Beck’s European we don’t believe in a commission pay structure for our mechanics. For almost 40 years we have been doing it this way because we never wanted our employees to be distracted from our first priority: Do the job to the highest possible standard and focus on quality, no matter how long it takes. At Beck’s, you won’t have to worry that someone is cutting corners on your vehicle so that they can make more money. Our policy certainly goes against industry standards but unfortunately, the goal in the U.S. auto repair business has become making money instead of making satisfied customers. Putting profits ahead of people is never a good trade off. Take a survey: While shopping for a European car specialist, ask them: Are your mechanics paid on a commission basis or salary? The obvious answer as to why so many shops use commission is that the more hours that the technician can bill for himself, the more he bills for the company. Make no mistake about it; the practice of commissioned flat rate does nothing to favor the customer. It is solely to benefit the shop and the technician. We, at Beck’s, believe it’s time for reform in this area of the industry so that automobile owners get what they deserve.

Employees: Asset or Liability? I offer this treatise as a response to a phenomenon in our current society that affects all of us more than we think. Everyone wants excellent service, right? One of the many plights of the human condition is a desire to receive more than we give but it amazes me that many workers aren’t willing to contend against this mentality. Entitlement, slothfulness, and selfishness have become the hallmarks of many workers (Thank you Labor Unions and wimpy employers). We have become a nation of consumers rather than producers. Many workers expect to be treated like kings when they are the customer but refuse to extend that same service to others in the course of their employment. (Ultimately this thinking isn’t even self serving as it does nothing to insure long term job security!) I thought this situation might improve with the recession because employees would value their jobs more… I was wrong. We are finding it increasingly difficult to hire qualified employees who share our passion to do the best job humanly possible and give the customer and their employer true excellence. To qualify for a position at our company, quite frankly, one has to be extraordinary (I must say, since “ordinary” or “average” has become such a pathetic standard, the word doesn’t have quite the same meaning that it used to.) There is a standard of excellence and a work ethic that has to be met. I’m amazed that employees often assume that their “best” should be an acceptable standard. What if that employee’s best doesn’t meet our company’s or the customer’s standard? This is a prevailing postmodern attitude that I see more in younger people who refuse to take responsibility for their own actions and who get offended or angry when they’re offered constructive criticism to help them grow. I’m guessing more energy and time was put into building their self esteem while growing up (?) than developing character and integrity… but that’s another article. We live in a culture where people expect other’s to accommodate their laziness, bad habits, poor decisions, and selfish desires (See: OCCUPIERS). Many American workers these days have no problem “doing the job”, as long as it fits into their personal agenda. Integrity has been lost. Tell a prospective employee that personal accountability and accepting responsibility for one’s actions is part of the job and they will agree. Then ask them to sign an employee contract stating that they are personally responsible for their careless mistakes (with reasonable caps of course) and see how quickly they say “get lost” and walk out the door! A very troubling trend in our culture is this habit of willful deceit with our lips. We should be willing to literally “sign off” to whatever we say. (Maybe they think the saying “Let your word be your bond” refers to an entitlement regarding jail?) Generally speaking, we have found that the current American labor force finds it perfectly acceptable to “steal” time from their employer (Justification: “They’re not paying me what I’m really worth so I’m going to take some liberties”). Technology has done nothing to hinder the perpetuation of this crime. Some workers believe that it’s somehow “their right” to be able to take ten bathroom breaks a day, check voice mail, check email, text message, make cell phone calls, check Facebook, check Match.com, use company resources for personal frivolity, and eat all day long (apparently grazing is the new coffee break). The workplace has become their personal domain that is interrupted by their job duties. In order to find the best employees, we typically ask the candidate to write down their answers to these simple questions during the interview: 1. What does the employer owe you? 2. What do you owe the employer? This cuts to the chase very quickly as it gives the prospective employee the opportunity to express his or her true philosophy regarding work ethics and responsibility. (Sadly, what many are willing to express on paper during a job interview doesn’t line up very well with their true thoughts and feelings in the matter.) Here’s what the company owes the employee (entitlements): 1. Agreed upon compensation. 2. A safe working environment. 3. Respect and appreciation. Here’s what our employees owe the company (obligations): 1. Their full attention to their job during the work day (excluding one hour for lunch). 2. Their best preparation and performance (I.E: It’s really irresponsible to begin the day’s work while still suffering the effects of the previous night’s partying). 3. A willingness to further develop and hone their skills and abilities. 4. Respect for authority. 5. A winning attitude. 6. A dedication and loyalty that has the best interests of the company in mind. 7. Personal responsibility for all of one’s actions. 8. Personal accountability. 9. A willingness to follow instructions with an attitude of humility. I could keep going but you get the picture. Some workers have attempted to turn this around and make it about them rather than about the customer and the company. (Small Business 101: If the company doesn’t thrive, then customers don’t get the service they deserve, and ultimately the employee is out of a job.) Just to clarify, what our company owes the employee and what we ultimately provide are vastly different. We reward them with raises and other perks at our discretion based on attitude and performance. They are NOT entitlements. Beck’s European has a great employee retention rate as long as the employee simply does what he or she is supposed to do. We are extremely generous and fair to our employees… and demanding. Ex-employees have said: “Beck’s is extremely difficult to work for”. Gosh, I’m blushing; thank you for the compliment! Our military’s Special Forces are not for everyone. A championship team would never intentionally recruit a bad player. We’re looking for the 2%, not the 98%. It is very sad that the “average” worker in our culture finds our requirements unreasonable and unfair. (That’s ok since we’re not looking for average or mediocre employees.) Society and the government are party to this type of thinking. Here’s an example: Unemployment benefits can be extended to workers who have displayed absolute and total incompetency during their period of employment. (I.E: If an employee at your favorite hand car wash totaled your collector car by carelessly smashing it into a wall they could be fired but they would be eligible for unemployment benefits). Not only does society tolerate incompetency and carelessness, we reward it. This is pathetic. So how do we cure this cancer that is taking over our American work force? Get rid of the welfare mentality and narcissistic “I’m the center of the universe” thinking. It’s ok to think about our own needs... but not at the expense of helping serve the needs of society. Americans need to return to principles that our founding fathers used as a guide to frame our society. “You don’t work, you don’t eat.” People need to start taking responsibility for their lives and stop playing the victim card. Parents need to do a better job of disciplining their kids, teaching them self control, and to honor others. Take the long view; let children experience hardship and consequences when they’re young so they don’t have to learn later on in life when the stakes are much, much higher. The links of life don’t often allow for a Mulligan. (Quite frankly, business owners are getting weary of re-training spoiled, adult children.) Re-think the need for unions: Their time has come and gone. Employers and managers: Be courageous leaders rather than fearful wimps who allow your employees to walk all over you and hold you hostage. We’re trying to do our part: Because the labor pool has become so contaminated we have begun an apprenticeship program so that we can train up strong employees who share our passion. At Beck’s European our goals are simple: Serve the customer with the highest standard of excellence, maintain the strength of the company, and provide a good living for our employees. We can’t do this with a sub-par work force. Our customers appreciate our standards and our commitment to them; we couldn’t possibly do this without the hard work, dedication, cooperation, and the skill of our wonderful staff. I am the first to acknowledge that very, very few people have the character and qualifications to work for our company- and that’s exactly the way you want it. We aren’t simply selling excellent Porsche, BMW, and MINI service and repair; we’re selling hope, a relationship, and a “good feeling”. When you spend your hard-earned money with a competent company that has your best interests in mind, it gives you a feeling of trust and confirms that you’ve made a wise decision. Please compare the atmosphere of our business to dealerships or other shops. You know what I’m talking about: That place where you get the negative vibe and the snooty attitude; where it’s obvious that people are not happy with their jobs and they would rather be doing something else other than serve you. We WANT your business and you’ll feel that when you walk in our door. Live with passion. Drive with passion. Frank Beck .