| KPI | Health | Status |
|---|---|---|
| Engineering Handbook MR Rate | Okay |
|
| Engineering MR Rate | Attention |
|
| Engineering Division New Hire Average Location Factor | Okay |
|
| Engineering Team Member Retention | Okay |
|
| Engineering Vacancy Time to Fill | Attention |
|
The handbook is essential to working remote successfully, to keeping up our transparency, and to recruiting successfully. Our processes are constantly evolving and we need a way to make sure the handbook is being updated at a regular cadence. This is measured by Merge Requests that update the handbook contents relate to the Engineering Division overtime.
Target: Greater than 0.55 per person per month
Health: Okay
Engineering MR Rate is a key indicator showing how productive our team members are based on the average MR merged per team member. We currently count all members of the Engineering Division (Director, EMs, ICs) in the denominator because this is a team effort and we want to be cognizant of managerial overhead.
Target: Greater than 6 MRs per Month
Health: Attention
URL(s)
We remain efficient financially if we are hiring globally, working asynchronously, and hiring great people in low-cost regions where we pay market rates. Hiring managers are empowered to hire in high-location-factor regions when they need specific talent that is unavailable elsewhere. The historical average location factor only includes new hires in the last three months, excluding internal hires and promotions. The calculation represents the location factor of all new hires in the last three months divided by the number of new hires in the last three months. The data source is Workday data.
Target: Below 0.58
Health: Okay
We need to be able to retain talented team members. Retention measures our ability to keep them sticking around at GitLab. Team Member Retention = (1-(Number of Team Members leaving GitLab/Average of the 12 month Total Team Member Headcount)) x 100. GitLab measures team member retention over a rolling 12 month period. This metric definition is taken from the People Success Team Member Retention KPI.
Target: at or above 84%
This KPI cannot be public.
Health: Okay
URL(s)
Vacancy Time to Fill measures the average time job openings take from open to close. This metric includes sourcing time of candidates compared to Time to Hire or Time to Offer Accept which only measures the time from when a candidate applies to when they accept.
Target: at or below 50 days
Health: Attention
Employees are in the division `Engineering`.
Target: Confidential, in Adaptive
Health: Unknown
We need to spend our investors' money wisely. We also need to run a responsible business to be successful.
Target: Confidential, in Adaptive
Health: Unknown
We remain efficient financially if we are hiring globally, working asynchronously, and hiring great people in low-cost regions where we pay market rates. We track an average location factor by function and department, so managers can make tradeoffs and hire in expensive regions when they need specific talent that is unavailable elsewhere, and offset it with great people who happen to be in low cost areas.
Target: <.58 average location factor
Health: Attention
Diversity, Inclusion & Belonging is one of our core values, and a general challenge for the tech industry. GitLab is in a privileged position to positively impact diversity in tech because our remote lifestyle should be more friendly to people who may have left the tech industry, or studied a technical field but never entered industry. This means we can add to the diversity of our industry, and not just play a zero-sum recruiting game with our competitors.
Target: It's against company policy to set diversity quotas (but we may add benchmarks to compare ourselves against).
Health: Attention
URL(s)
Distribution of monthly Merge Requests that are categorized into types of feature work. Includes work on; new features, enhancements, maintenance and bug fixes projects that are part of the product.
Health: Unknown
The number of discretionary bonuses given divided by the total number of team members, in a given period as defined. This metric definition is taken from the People Success Discretionary Bonuses KPI.
Target: at or above 10%
Health: Attention
The total number of promotions over a rolling 12 month period divided by the month end headcount. The target promotion rate is 12% of the population. This metric definition is taken from the People Success Team Member Promotion Rate PI.
Target: 12%
Health: Okay
| Value | Level | Meaning |
|---|---|---|
| 3 | Okay | The KPI is at an acceptable level compared to the threshold |
| 2 | Attention | This is a blip, or we’re going to watch it, or we just need to enact a proven intervention |
| 1 | Problem | We'll prioritize our efforts here |
| -1 | Confidential | Metric & metric health are confidential |
| 0 | Unknown | Unknown |
Pages, such as the Engineering Function Performance Indicators page are rendered by an ERB template that contains HTML code.
Other PI Pages sectionThese ERB templates calls custom helper functions that extract and transform data from the Performance Indicators data file.
kpi_list_by_org(org) helper function takes a required string argument named org (deparment or division level) that returns all the KPIs (pi.is_key == true) for a specific organization grouping (pi.org == org) from the Performance Indicators data file.pi_maturity_level(performance_indicator) helper function automatically assigns a maturity level based on the availability of certain data properties for a particular PI.pi_maturity_reasons(performance_indicator) helper function returns a reason for a PI maturity based on other data properties.performance_indicators(org) takes a required string argument named org (deparment or division level) that returns two lists - a list of all KPIs and a list of all PIs for a specific organization grouping (department/division).signed_periscope_url(data) takes in the sisense_data property information from Performance Indicators data files and returns a signed chart URL for embedding a Sisense chart into the handbook.The heart of pages like this are Performance Indicators data files which are YAML files. Each - denotes a dictionary of values for a new (K)PI. The current elements (or data properties) are:
| Property | Type | Description |
|---|---|---|
name |
Required | String value of the name of the (K)PI. For Product PIs, product hierarchy should be separate from name by " - " (Ex. {Stage Name}:{Group Name} - {PI Type} - {PI Name} |
base_path |
Required | Relative path to the performance indicator page that this (K)PI should live on |
definition |
Required | refer to Parts of a KPI |
parent |
Optional | should be used when a (K)PI is a subset of another PI. For example, we might care about Hiring vs Plan at the company level. The child would be the division and department levels, which would have the parent flag. |
target |
Required | The target or cap for the (K)PI. Please use Unknown until we reach maturity level 2 if this is not yet defined. For GMAU, the target should be quarterly. |
org |
Required | the organizational grouping (Ex: Engineering Function or Development Department). For Product Sections, ensure you have the word section (Ex : Dev Section) |
section |
Optional | the product section (Ex: dev) as defined in sections.yml |
stage |
Optional | the product stage (Ex: release) as defined in stages.yml |
group |
Optional | the product group (Ex: progressive_delivery) as defined in stages.yml |
category |
Optional | the product group (Ex: feature_flags) as defined in categories.yml |
is_key |
Required | boolean value (true/false) that indicates if it is a (key) performance indicator |
health |
Required | indicates the (K)PI health and reasons as nested attributes. This should be updated monthly before Key Reviews by the DRI. |
health.level |
Optional | indicates a value between 0 and 3 (inclusive) to represent the health of the (K)PI. This should be updated monthly before Key Reviews by the DRI. |
health.reasons |
Optional | indicates the reasons behind the health level. This should be updated monthly before Key Reviews by the DRI. Should be an array (indented lines starting with dashes) even if you only have one reason. |
urls |
Optional | list of urls associated with the (K)PI. Should be an array (indented lines starting with dashes) even if you only have one url |
funnel |
Optional | indicates there is a handbook link for a description of the funnel for this PI. Should be a URL |
sisense_data |
Optional | allows a Sisense dashboard to be embeded as part of the (K)PI using chart, dashboard, and embed as neseted attributes. |
sisense_data.chart |
Optional | indicates the numeric Sisense chart/widget ID. For example: 9090628 |
sisense_data.dashboard |
Optional | indicates the numeric Sisense dashboard ID. For example: 634200 |
sisense_data.shared_dashboard |
Optional | indicates the numeric Sisense shared_dashboard ID. For example: 185b8e19-a99e-4718-9aba-96cc5d3ea88b |
sisense_data.embed |
Optional | indicates the Sisense embed version. For example: v2 |
sisense_data_secondary |
Optional | allows a second Sisense dashboard to be embeded. Same as sisense data |
sisense_data_secondary.chart |
Optional | Same as sisense_data.chart |
sisense_data_secondary.dashboard |
Optional | Same as sisense_data.dashboard |
sisense_data_secondary.shared_dashboard |
Optional | Same as sisense_data.shared_dashboard |
sisense_data_secondary.embed |
Optional | Same as sisense_data.embed |
public |
Optional | boolean flag that can be set to false where a (K)PI does not meet the public guidelines. |
pi_type |
Optional | indicates the Product PI type (Ex: AMAU, GMAU, SMAU, Group PPI) |
product_analytics_type |
Optional | indicates if the metric is available on SaaS, SM (self-managed), or Both. |
is_primary |
Optional | boolean flag that indicates if this is the Primary PI for the Product Group. |
implementation |
Optional | indicates the implementation status and reasons as nested attributes. This should be updated monthly before Key Reviews by the DRI. |
implementation.status |
Optional | indicates the Implementation Status status. This should be updated monthly before Key Reviews by the DRI. |
implementation.reasons |
Optional | indicates the reasons behind the implementation status. This should be updated monthly before Key Reviews by the DRI. Should be an array (indented lines starting with dashes) even if you only have one reason. |
lessons |
Optional | indicates lessons learned from a K(PI) as a nested attribute. This should be updated monthly before Key Reviews by the DRI. |
lessons.learned |
Optional | learned is an attribute that can be nested under lessonsand indicates lessons learned from a K(PI). This should be updated monthly before Key Reviews by the DRI. Should be an array (indented lines starting with dashes) even if you only have one lesson learned |
monthly_focus |
Optional | indicates monthly focus goals from a K(PI) as a nested attribute. This should be updated monthly before Key Reviews by the DRI. |
monthly_focus.goals |
Optional | indicates monthly focus goals from a K(PI). This should be updated monthly before Key Reviews by the DRI. Should be an array (indented lines starting with dashes) even if you only have one goal |
metric_name |
Optional | indicates the name of the metric in Self-Managed implemenation. The SaaS representation of the Self-Managed implementation should use the same name. |
Please reference the Engineering Metrics Page for guidelines on chart visualization formatting.