What this checklist covers
The Dealer Manpower Readiness Checklist is a 15-point scorecard for role-wise staffing, training completion, productivity, and succession planning. Each criterion is scored from 1 to 5 on what the auditor sees on the day, and every gap goes into an action plan with an owner and a close date.
AutoSmart tip: Manpower readiness audits should compare the approved organisation chart against who is actually in seat on the day of the visit, not the HR system record alone. Vacant critical roles being carried informally by other staff is a common gap that doesn’t show up in headcount reports.
The checks
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Staffing and recruitment status
- Are all sanctioned headcount positions for sales, service, and parts filled as per the approved organisation structure?
- Is a current recruitment tracker maintained for open positions, with time-to-fill monitored against target?
- Is the staffing ratio (e.g., technicians per bay, advisors per throughput volume) in line with the defined operating model?
- Are temporary or outsourced staff contracts current and confirmed with HR, with no expired agreements in active use?
Training completion and certification
- Have all staff completed mandatory induction training within the required timeframe of joining?
- Are role-specific OEM/brand certifications current for all staff required to hold them?
- Is a training completion tracker maintained and reviewed, with overdue or lapsed certifications flagged for action?
- Is a skills gap analysis conducted periodically per role, with closure plans tracked to completion?
Productivity and attrition
- Is staff productivity (e.g., sales per head, jobs completed per technician) tracked and reviewed against defined benchmarks?
- Is staff attrition tracked by role and reviewed for trends, with exit interview data used to inform retention actions?
- Are underperforming staff identified through a documented performance review process, with improvement plans in place where required?
Succession planning and governance
- Is a succession plan documented for key roles (Dealer Principal, Sales Manager, Service Manager), identifying ready-now or developing successors?
- Are high-potential staff identified and provided with development opportunities beyond standard role training?
- Is manpower planning reviewed periodically against business growth or seasonal demand forecasts?
- Are HR policies (leave, conduct, grievance) communicated to all staff and acknowledged in writing?
How to run it
How the scoring works
Before the visit, fill in the dealer or centre, the auditor, the date and the audit cycle. Then score each of the 15 checks from 1 to 5 on what you see on the day, not on what the site aims for, and add them up out of 75.
- 1Not in place
- 2Attempted
- 3Defined
- 4Managed
- 5Fully sustained
- Green60–75 · 80–100%Compliant. Keep the standard.
- Amber38–59 · 50–79%Improvement needed: a structured action plan within 30 days.
- Red0–37 · Below 50%Priority intervention, escalated to regional management.
Then close every gap
Each gap goes into the action plan tracker and moves through four stages until the auditor closes it.
- 1PendingOwner and close date set
- 2In progressWork under way, evidence gathered
- 3CompletedEvidence submitted for review
- 4ApprovedVerified and closed by the auditor
