at the intermediate level in San Francisco, CA USA
Title and job descriptions are clear and detailed. Career development artifacts need to be developed.
Nearly caught up to plan after being behind due to relying on a senior pipeline exclusively (no intermediate pipeline), and due to the challenge in finding senior candidates with sufficient qualifications. We have improved this by (re-)posting both levels, better promoting openings, and conducting more active recruitment. Compensation has been a problem for several candidates this year. We may need to skew higher than average non-GitLab "technical writer" roles, as the title can bring a large range of technical expertise, and we require more than average.
No complaints and some positive reactions on salary level since the January 2019 update to base salary.
Need comparison to external data, which has been requested of Compensation and Benefits.
Comp is 10% under Support Engineer and 8.5% under Web Content Manager, yet both have commonalities with this role's technical and communication skills. We should probably be close or closer to those roles in salary.
No bonuses at the Staff/Manager level and below.
Materials include the title, the job descriptions, and career development artifacts.
Recruiting is how we are doing against our hiring plan.
Employee Satisfaction can be based on survey results, comments in 1:1's, etc.
External Comparables should be based on market data and come from our People Operations Analysts .
Internal Comparables are based on other GitLab role benchmarks that are typically paid at the same rate and should be agreed upon by our People Operations Analysts.
Bonus is based on whether a bonus should be paid, and whether the amount is correct based on market.
A = People are happy, we easily meet our business goals, and we compare favorably to peer companies.
B = Most people are happy, but we can be always be better.
C = People are split but we think we know what we need to do but we need to get it approved.
D = Most people are upset, we're not meeting our business goals, and have ideas but no consensus.
F = Everyone is upset, we're badly missing our business goals, and we don't know how to fix it.
As of September 24, 2019 we believe we should advocate for the following:
Craft career development artifacts.
Consider comp baseline in light of forthcoming analysis and existing information.
A cost-of-living increase in the next compensation review.
We will try to make the case for an incentive bonus for the Staff/Manager level before the end of 2019.