For employees
You see early what changes in your work, and which routes open up afterwards.
Your current role, the routes open from it and what you are still missing to get there.
QualiShift is used by your employer. You only ever see your own view.
Maintenance
Maintenance, Condition-based maintenance
Smart maintenance technician
62
Automation technician
39
Example view from an illustrative scenario, not a real plant.
Your view
What you see when you sign in
Your current role at the top, below it the routes open from it. Every route has the same structure: what you can do, what has to grow, what is new, and which programme leads there.
Your role today
Maintenance
Maintenance
Condition-based maintenance
58
Routes open from here
Smart maintenance technician
Fit 62
Reads sensor data, plans maintenance by condition instead of interval and looks after diagnostics.
Already at target level
Still has to grow
Sensors and condition monitoring
Control systems
Entirely new for you
Reading production data
The programme that gets you there
Condition-based maintenance and sensors
Covers 2 of 3 open skills
Still open afterwards
Automation technician
Fit 39
Sets up automated lines, programmes sequences and clears faults on controls and robotics.
Already at target level
Nothing on this route is fully at target level yet. Several things are close, and that is exactly where the lower fit value comes from.
Still has to grow
Control systems
Fault diagnosis
Occupational safety
Entirely new for you
Robotics
Industrial communication
The programme that gets you there
Industrial automation technology
Covers 4 of 5 open skills
Still open afterwards
What stays open does not disappear. It sits on your learning path as the next step, usually as a shorter building block or a supervised practical phase on your own equipment.
Most people hear about a changeover once the equipment is already in place. By then the routes are taken, the dates are set and the places are handed out.
Your answers
Five answers that make the difference
More people fit on paper than end up in the room. What it fails on is rarely the qualification but the date, the shift or the journey to the site. So that is what we ask about.
How a skill match turns into a group
matching profile
42 people
expressed interest
31 people
schedule works
26 people
cohort confirmed
24 people
Preferences
Which target role interests you?
How do you want to learn?
How much time per week works?
Where can the training take place?
Which shift pattern do you work?
Why this reaches the matching
Your answers are not a satisfaction survey. They feed straight into the selection of programmes and into how the group is put together.
Format and shift rule dates out. A full-time on-site programme does not fit a three shift pattern. Without your answer it stays on the list anyway, and somebody strikes it off by hand later.
Two days a week changes the learning path. The same content gets cut differently: more building blocks, a longer period, a practical phase on your own equipment instead of a block week in a strange hall.
Location decides which providers count at all. For on-site formats the journey is a hard criterion, not a matter of comfort.
Your interest decides whether the group happens. A cohort only starts above a certain size. Anyone who says nothing does not appear in that calculation, even if they would be the best fit on paper.
What happens with your answers
You are not being assessed here. That is not a promise, it is the architecture.
Software that turns your answers into a performance profile would be a different matter in Germany, with different rules attached. So we do not build it.
Being voluntary and being transparent are not courtesies here. They are the condition for any of this working at all.
Practically: without answers on format, time and location, all the matching leaves behind is a course list, which you already had.
Legally: qualification driven by a transformation is subject to codetermination in Germany. The works council does not sit next to this topic, it decides on it. A product that works around that is not a product, it is a dispute.
- No performance profile.
- No grade, no score and no ranking about you comes out of this, neither visibly nor in the background.
- No assessment of you as a person.
- What gets assessed is the distance between a piece of work and a role. That is a statement about tasks, not about you.
- Nothing goes to your manager as an appraisal.
- Your manager gets no verdict about you out of this view. What they need is the plan for their area, and that sits at the level of the role cluster.
- No analysis of your behaviour.
- There is no evaluation of when you sign in, how long you look at a page or how often you change an answer.
Why this is not left to the vendor's good intentions
- Section 94 BetrVG
- Assessment guidelines require the works council's consent. A skill profile kept per employee very probably falls under this. That is why your profile sits in your own view and never becomes an assessment basis in the Company Workspace.
- Section 87 (1) no. 6 BetrVG
- Technical systems intended to monitor behaviour or performance are subject to codetermination. Software built for that would have to pass through here. It is simpler and more honest not to build it for that in the first place.
What this view is not
So that you do not walk in with an expectation it cannot meet.
Not a job offer. A target role is a role the company plans to have. Whether and when it gets filled is your employer's decision, not this software's.
Not a guaranteed place. Places are limited and groups have a size. What is at least visible is why one date did not work out and when the next one comes.
Nothing about pay or grading. What a new role means for your pay sits in your contract and in the collective agreement. QualiShift says nothing about that.
Not a replacement for the conversation. This view is preparation. It helps you walk into a conversation with your manager, with learning and development or with the works council holding something concrete.
This view comes to you through your employer.
QualiShift is used by companies, not booked by individuals. If your plant is going through a changeover, learning and development or the works council is the right address.