This article first appeared in the German Chamber of Commerce and Industry vocational training magazine POSITION I/2025.

Ms. Baier, what is the purpose of partial qualifications?

Antje Baier: We aim to open up additional pathways for companies to attract skilled labour – either by helping them find qualified individuals through the Federal Employment Agency or by preparing their own employees for transformations. The target group is enormous: In 2022, according to the Federal Institute for Vocational Education, 2.1 million 25- to 34-year-olds in Germany had no formal qualification. Estimates for low-qualified individuals up to retirement age reach high double-digit millions.

Can semi-skilled workers looking to upskill not simply enter regular training and complete their professional qualification?

Baier: Many of these individuals are competent in their daily work but shy away from theory and exams. Partial qualification offers a great starting point for them – it's low-threshold participation, and PQs allow them to "try in small bites." It’s well-received: Some companies even maintain waiting lists for PQs. For instance, in one company I have in mind, seven or eight slots are available annually for employees to qualify as machinery and plant operators. There are also inspiring stories of people completely reinventing themselves through PQs.

Can you give us an example?

Baier: One case I find particularly impressive is a chef who retrained as an industrial electrician through a partial qualification. Another fantastic example is Luis Grömping, who completed his machinery and plant operator qualification via PQs with the IHK Cologne – achieving the top rank in his state among all "regular" apprentices. 

PQs thus reach individuals unwilling or unable to commit to the traditional route of formal vocational training?

Baier: Exactly. Especially since the programme is incredibly flexible – partial qualifications can be completed part-time, developed jointly with the company, and allow breaks between modules. Additionally, they can be valuable in crisis situations: When a site shuts down, for example, employees can be "requalified" for a different company to stay employed. The Federal Employment Agency provides considerable financial support for PQs.

From your experience, which partial qualifications are most popular?

Baier: Most competency assessments conducted by the IHKs are for machine and plant operators, professional drivers, and warehouse personnel—closely followed by clerks in office management. However, the number of competency assessments does not reflect the number of complete professional qualifications achieved. In some cases, after completing PQ1 or PQ2, participants are already attractive to companies as employees and either get hired directly or don't continue the programme. While we're happy for these individuals, we always advocate for the opportunity to complete the professional qualification.

Are there corresponding developments you notice?

Baier: Certainly! Increasingly, more IHKs are addressing this topic. Not only are the number of competency assessments rising, but PQs are also becoming available for more complex professions. For example, demand for qualifications in the commercial and production sectors is rapidly increasing. While PQs initially focused on two-year apprenticeships, there are now many for three-year trades, such as IT specialists.