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Career Development

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There are a number of tools we use to plot and manage career development:


There is no rule that guides the amount of progress that should be made in a given time-period in a strict fashion. We should however strive to set targets to progress to to the next level on at least a quarterly basis.

Actions to make changes to a GitLab team-member's level can be taken during the 360 Feedback, and the data collected throughout this workflow should be useful at that time.


You must prepare to provide mentoring and guidance on focus areas for the quarter, especially in terms of how to improve and evolve in said areas. Do not hesitate to ask for help if you feel you need guidance to assess strategies for mentorship, and feel free to reach out to the other GitLab team-members who can provide said guidance. Be clear and concise in setting expectations, trying to align them with work that will take place during the quarter.

Individual Contributors

Think about the areas that are important to you and commmit to working on them over the quarter. Keep an open mind to receive feedback and guidance on these areas, and be an active participant in the process.

Guidelines and Considerations

Career development requires that all parties involved be committed to the process and are active participants.

One implicit area to focus on explicitly is communication. Regardless of your role, whether tehnical or manager, you must be a good communicator, and thus, it is important to always improve our communication skills.

While there is no time-boxing for level progress, the company does operate on a specific cycle to make changes to a GitLab team-members level during the 360 Feedback.