This page is for any development manager notes we want to share more broadly. A directory was created in case we need to archive or break out content.
The following is a brief for engineering managers to help in their conversations with team members about compensation. This document is to give additional context on the FY’21 compensation plan and how GitLab views compensation. It should be viewed as complementary to the handbook information.
As of FY’21 GitLab evaluates total compensation when determining team members’s compensation package. Total compensation is defined as Salary pay + Stock Equity + Benefits and is guided by the principles defined here. Salary pay is determined by local markets and cost of market. Stock Equity (if available for a team member's position) is determined by role and seniority. Equity is uniform across the world. Increases to budget for FY’21 are determined across two factors. A 6% increase in Salary review and a 1.2%(12% headcount * 10% salary bump) increase for promotions. Please note the budget for promotions is a budgetary consideration, promotion % increases may vary. The Salary review is done twice a year with the budget being increased 5.28% effective February 1st and 0.72% effective August 1st. The promotion review is currently continuous. The approximate amount spent on location factor to bring people in band this year for development was 0.89%.
For SSOT on these calculations and full detail, please refer to this page.
The goals for FY’21 compensation for the development department in priority order are as follows: