Platform, step one
Capture an initiative that carries every later claim.
Trigger, period, units, headcount. Five entries, and the transformation map falls out of them.
The first pass needs no personal data, only the structure of the plant.
Plant South 2028
Shift to electric drivetrains and automated end-of-line testing
412
4
6
7
- Transformation summary
- Role impact matrix
Illustrative example taken from lib/model.ts. Not a customer, not a survey.
What gets captured
Five entries, and why each one is needed
The form is short. It asks for what a project brief contains anyway.
Plant South 2028
Shift to electric drivetrains and automated end-of-line testing
36 months, starting Q1
412
Name of the initiative
The name the initiative already carries. Qualification planning and project steering then talk about the same thing.
Trigger and technical change
What actually changes, in equipment, systems or processes. A target role with no trigger behind it is just an assertion.
Time horizon
Start and duration decide what is even an option. A six month programme is no answer to a ramp-up twelve weeks away.
Organisational units affected
The boundary, deliberately coarse at the level of functions. Go finer and you produce a list of people before the question is framed.
Headcount in scope
A number per unit, no names. It carries every statement about cohort size, budget and timing.
Not captured: names, personnel numbers, appraisals, absence records or pay data.
What it produces
The transformation map
One page everyone refers back to.
What is changing, which units are affected, how many people work inside the scope and over what period.
The starting point of the whole chain.
The map produces role clusters, then target roles, then the skill requirements. A different horizon means a different set of programmes.
The point where an initiative becomes honest.
A trigger with no nameable change in activity produces no target role. Then training is the wrong answer.
What is driving initiatives right now
An initiative is only properly captured once a works council can read it without having to ask a single question.
691,500
people employed in German vehicle manufacturing
up to 726,000
jobs in European powertrain production are at stake
357,000
vacancies that cannot be filled on the arithmetic
Triggers
What companies typically set up here
QualiShift is not limited to electrification. A trigger is anything that changes what people do across a meaningful number of roles.
- An automated production lineWork shifts from operating a machine to monitoring, setting up and clearing faults.
- Migrating to a new ERP systemProcess knowledge stays, while day to day handling and data ownership change across several departments at once.
- Generative AI in customer serviceThe share of routine cases falls, while checking, escalation and quality assurance take up more of the day.
- Electrifying a product portfolioWork on high-voltage systems appears while work on combustion drivetrains recedes.
- Changing production processesMaterials, tolerances and test procedures change, and with them the qualifications needed on the line.
- Automating back office processesCase handling becomes exception handling, with more rules work and more items needing clarification.
Codetermination
Section 92 BetrVG: informing the works council on personnel planning, on the basis of documents
Three requirements sit inside that single sentence. In practice all three fail at the same point: there is nothing to put on the table.
- on the basis of documents
- A verbal briefing does not meet it. Something written is needed on scope, units affected and the training measures planned.
- in good time
- In good time means while the planning can still be influenced. Once programmes are booked and dates are fixed, the moment has passed.
- in full
- In full means showing the context: units affected, headcount, the activities that change and the qualification that follows.
What applies after that
- 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.
- Section 97 (2) BetrVG
- Where measures taken by the employer change the work of the employees affected so that their occupational knowledge no longer suffices for their tasks, the works council has a right of codetermination on introducing vocational training measures.
QualiShift does not assess a legal position and does not replace legal advice. It makes sure the documents exist when a procedure is run.
Why QualiShift does not assess people is explained under skills
Next step
The initiative turns into roles
Once the scope is set, role clusters of comparable work appear, with the matching target roles beside them.