The shop is heated in both the service drive/quick lube area and also in the main shop off of the drive. We do not have air conditioning but have a written action plan to deal with the rare times the temperatures reach a point where it is uncomfortable in the well-ventilated shop.

We currently have ten main shop technicians, one quick lube technician, one detailer, and four service advisors. The parts department has three very experienced parts professionals who make getting you the parts you need when you need them their top priority.

The service department is open Monday - Friday from 7am - 6pm with technicians working from 8am - 5pm. We run a smaller crew on Saturdays from 8am-2pm.

We have all special tools needed to work on Chevrolet vehicles in a room off of the main shop. These tools are regularly audited and replaced as necessary.

We have a lunchroom complete with television, full size refrigerator, microwave, and dishwasher.

We have a total of 21 bays (15 2-post lifts, 2 4-post lifts, 1 alignment rack, and 3 flats).

In 2021 we typically saw between 750 to 900 repair orders per month.

Technicians work directly with both the dedicated back counter professional and parts department manager to source any parts we don't have in our large inventory from both the factory and other local sources. We have a driver on staff who is available to go pick parts up to keep repairs moving forward and avoid tying up stalls.

What employees do in their own time is largely their business as along as it doesn't have a detrimental impact on our business. Specific instances can always be discussed with management if there is a concern that an employee may be competing with our business interests outside of work.

Absolutely! Our philosophy is that money spent on technician training is the best money you can spend. In just the last couple months we have paid to fly technicians to Baltimore, MD; Phoenix, AZ; and San Jose, CA to stay on top of the latest training. Our shop foreman works with technicians to help establish a training plan that will allow them to achieve their career goals.

We are firm believers in hiring people interested in careers, not just jobs. We want to take a look at where an employee wants to go with their career and empower them with the appropriate training and opportunities to allow them to grow either into a new position or within their current position.

We don't believe that performance review is something that can happen in a one hour sit down meeting and instead focus on tracking progress and training throughout the year and giving real time feedback on areas for improvement and also soliciting feedback for improvement of the overall operation.

Safety training all takes place in house with the guidance of third-party safety experts KPA.

Mentorship is an important part of development in just about any career and that is no exception here. We do formal mentorship training with entry level technicians; however organic mentorship often occurs within our organization due to our structure and intentional stall assignment by skill levels when starting a new technician.

The dealership and Wentworth family are very involved in the local community both through the dealership and the Wentworth Foundation.

Our shop foreman and service manager are active with local schools and sit on several advisory committees.

We are trying to grow the overall operation, but more importantly we are trying to grow individuals to be ready to conquer all of the challenges that come along with an ever increasingly complex product line and the electrification of vehicles that is trending in our industry.

We do have a formal application form and on average it takes individuals about 30 minutes to complete it.

We generally would begin the interview process with a phone conversation so we can make sure any position sounds like it potentially would be a good fit for both the employee and the company prior to sitting down in person.

The primary objective of our in-person interviews is transparency. We want to give a potential candidate a clear idea of what it is like to be an employee with Wentworth's Wilsonville Chevrolet. From the candidate we are mainly just looking to get to know them and make sure they seem like they would be a good fit for our team. Past experience is a huge plus, but we are also very interested in offering training and investing in individuals looking for a career and not just a job.

We perform a pre-employment drug screen for drugs that are illegal in the state of Oregon.

No formal skills assessment - skill set is discussed during the initial interview and transition into the position will be assisted by our GM World Class shop foreman. Our shop foreman is not a flat rate technician and is here to help assist all technicians throughout the day.

We understand that making a change in job is a major life decision and we try to be respectful of this and respond to candidates after the interview as soon as possible - generally within 2-3 business days.

There is some variation on this based on a number of factors including candidate's availability, but generally this entire process can take as little as one week.