Book a slot
Thirty minutes about your plant, not about our slides.
We talk about one specific initiative: what is changing and which work looks different afterwards.
The meeting
How the thirty minutes run and who should be there
We come back with suggested slots and a short agenda, so you know beforehand what we will talk about.
The running order
5 minutes
Your initiative
What has been decided, what is still open, and which date is driving it.
10 minutes
Units and activities
Where the change lands and which work looks different afterwards. This is what role clusters are built from.
10 minutes
QualiShift on one section
One role cluster, one target role, the skill gap and a matching programme. We use our demo scenario for that, not your data.
5 minutes
Where it could go
Scan, sprint or nothing at all. The third answer is a result too.
On the works council
We ask about the works council early, because the law means exactly this case.
That is not a formality. Anyone planning qualification in Germany because of a transformation plans it with the works council, and earlier than most project plans allow for.
- Section 96 (1) BetrVG
- At the request of the works council, the employer determines the vocational training need and discusses questions of vocational training with it. That determination is the subject of the first conversation.
- Section 97 (2) BetrVG
- Where employer measures change the work of employees so that their knowledge no longer suffices, the works council has a right of codetermination on introducing vocational training measures.
- Section 98 BetrVG
- Carrying out company training measures is subject to codetermination, and the works council has the right to propose participants. So nobody plans cohorts alone.
An initiative that reaches codetermination only with a finished training plan gets stopped at that point. An initiative that has it in the room while the role clusters are being cut usually does not.
What does not happen in the meeting
No funding assessment. Whether an entitlement under Section 82a SGB III exists in your case, and at what level, is not something we assess. We name the provision because it shows the problem is recognised in law.
No figure without a scope. As long as it is unclear how many employees, how many role clusters and how many sites sit inside the scope, any figure would be a guess. The model assumptions are openly on the pricing page.
No analysis of your data. We receive no personnel data in the meeting, we do not want any, and nothing gets uploaded. What we show is the demo scenario.
Rather start in writing?
The transformation scan asks the same things at your own pace and can be passed around internally before anyone puts a slot in the calendar.
Bring an initiative, not a requirements list.
One line, one changeover, one date. From there it becomes clear quickly whether QualiShift solves something for you or whether a list and two phone calls get you further.