For works councils
At the table. In the system, not just on paper.
Skillties shows which training your workforce needs. What needs your approval along the way is something you help decide: in the tool, not just in the contract.
- What needs your approval doesn't change without you.
- Feedback belongs to the person, not to management.
- Your data stays in Germany.
Who can do what, what's missing, and how do people learn it?
Skill management describes work in terms of skills instead of job titles. That makes training something you can plan, for the company and for every single person.
- 1
Profile · Field service
- High-voltage safety
- Reading schematics
- Customer conversations
- Troubleshooting
What a job needs
A profile describes the skills a role requires, for example in field service or assembly.
- 2Reading schematicsself-assessed12345
What someone can do
Everyone rates themselves on a fixed scale. Nobody guesses, and nothing is read from emails or documents.
- 3TroubleshootingLevel 3 · target 4Level 4 · target reached
Course: troubleshooting high-voltage systems
What's missing and how to learn it
Where profile and skills differ, Skillties suggests matching learning content.
What it isn'tSo there's no misunderstanding.
No behaviour monitoringNo analysis of activity, clicks or working hours.
No guessingNo AI inferring skills from emails or documents.
No appraisal through feedbackBy default for development only, not for HR decisions.
No anonymous judgementWhoever gives colleagues feedback does so under their own name.
Skills become visible. Training gets a goal.
Most employees can do more than their job description says. Skillties makes that visible and gives training a direction.
Be seen
A clear goal
Training that fits
Be found
Security through change
Feedback that helps
Feedback is feedback. Not an appraisal for management.
Colleagues give each other feedback on individual skills. What happens with it is decided first by the person it's about.
- Confirmation, not judgement.Colleagues confirm your self-assessment without seeing it first. That gives you an honest picture, not a report card.
- Only for you, if you wish.Feedback can be set up so that it reaches only the person it's about.
- For development, not appraisal.By default, feedback does not feed into HR decisions.
- You share it yourself.If you want, you can show your feedback to your own manager.
- Changed only with you.Who may see feedback and what it counts for can be placed under co-determination.
Feedback on “Customer conversations”
Confirms your self-assessment4 of 5
Your own assessment: level 4 of 5
“You took the objections calmly and followed up cleanly. On pricing, I'd like to see you be bolder.”
Visible only to you
A tool for your own rights.
Skill management isn't just something you have to review. It provides the basis for tasks the law already gives you.
Training needs on the table
You can demand that training needs be determined. Here they become visible instead of estimated.
Upskill instead of cutting jobs
When work changes, Skillties shows who can take on new tasks with training. That's your argument for job security.
See changes early
Changes to rights and rules reach you as a request, with before and after. You don't find out afterwards.
The sections of the German Works Constitution Act are for orientation and are not legal advice.
You have a seat at the table. In the tool, not just in the contract.
The works council has its own area in Skillties. Whatever is placed under your approval there changes only once you approve.
New request to the works council
Managers should see the skill levels of their entire area.
Three levels per action
Nothing, log or request. From deactivating a person to exporting all data.
Silence is not consent
After the deadline, a request stays open. It doesn't expire and isn't treated as approved. The app sends a reminder three days before.
Your council decides
The council confirms new members itself. Whoever files a request doesn't vote on it.
Restricting always works immediately
Taking rights away needs no approval. Loosening rules does.
Data in Germany
Operated in a data centre in Frankfurt. We run our email and analytics tools ourselves in Germany.
View DPA and TOMsEvery change recorded
The rules as an annex
Who may do what
- 1Employer
Switch on the area
An admin switches on co-determination and proposes the council members.
- 2Works council
Confirm the seats
The council confirms every proposed member itself.
- 3Together
Set the rules
Which actions and rights need your approval, how long the deadline is and how many must approve.
- 4Together
Pilot in one area
One department starts. You help decide what happens next.
What works councils ask us.
Short answers, no legalese.
Your question isn't here? Write to us.
Is this a performance appraisal?
No. People assess their own skills, and feedback serves development by default. Whether feedback may ever feed into appraisals is something you can place under your approval.
Does my manager see my self-assessment?
Who sees which skill levels is a separate right per role. You can require your approval for any extension of that view. Restricting it works immediately at any time.
Does Skillties analyse behaviour or activity?
No. Skillties doesn't read emails, documents or calendars and doesn't track working time. Assessments come from people themselves and from colleagues.
What happens if we don't respond to a request?
Nothing. The request stays open until you decide. After the deadline it counts neither as approved nor as rejected. The app sends a reminder three days before.
Can we tighten rules later?
Yes, at any time and immediately. Only loosening a rule needs a new request.
Who sits on the council, and who decides that?
An admin proposes people, the council confirms them. You can also add members without a vote who read along and comment.
What may feedback be used for?
By default, only for personal development. Switching to appraisal is a separate, visible step, and you can place it under your approval.
Where is the data stored?
In a data centre in Frankfurt. All technical and organisational measures are listed in the annex to the data processing agreement.
View DPA and TOMs →Get to know it
Take a look at the co-determination area.
A demo for your council, with your questions instead of slides.