| KPI | Maturity | Health | Reason(s) |
|---|---|---|---|
| Engineering Hiring Actual vs Plan | Level 2 of 3 | Okay |
|
| Engineering Non-Headcount Plan vs Actuals | Level 2 of 3 | Unknown |
|
| Engineering Average Location Factor | Level 3 of 3 | Attention |
|
| Engineering Recruiting Average Top-of-Funnel Location Factor | Level 2 of 3 | Unknown |
|
| Engineering Handbook Update Frequency | Level 3 of 3 | Unknown |
|
Are we able to hire high quality workers to build our product vision in a timely manner? Hiring information comes from BambooHR where employees are in the division `Engineering`. This KPI is tracked and reported on a monthly basis but year to date (headcount v plan) is also measured.
Target: 525 engineering members by Jan 31, 2019
URL(s)
Health: Okay
Maturity: Level 2 of 3
We need to spend our investors' money wisely. We also need to run a responsible business to be successful, and to one day go on the public market.
Target: Unknown until FY21 planning process
URL(s)
Health: Unknown
Maturity: Level 2 of 3
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 an expensive region when they really need specific talent unavailable elsewhere, and offset it with great people who happen to be in low cost areas.
Target: .58 average location factor
Chart (Sisense↗)
Health: Attention
Maturity: Level 3 of 3
We need to be proactive in measuring our location factor, starting with candidates who are at the top of the recruiting funnel.
Target: 0.58
URL(s)
Health: Unknown
Maturity: Level 2 of 3
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 data is retrieved by querying the API with a python script for merge requests that have files matching `/source/handbook/engineering/**` or `/source/handbook/support/**` over time.
Target: Unknown until we reach maturity level 2
Chart (Sisense↗)
Health: Unknown
Maturity: Level 3 of 3
Diversity & Inclusion 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).
URL(s)
Health: Attention
Maturity: Level 2 of 3
People are a priority and attrition comes at a great human cost to the individual and team. Additionally, recruiting (backfilling attrition) is a ludicrously expensive process, so we prefer to keep the people we have :)
Target: 90%
URL(s)
Health: Okay
Maturity: Level 2 of 3
Discretionary bonuses offer a highly motivating way to reward individual GitLab team members who really shine as they live our values. Our goal is to award discretionary bonuses to 10% of GitLabbers in the Engineering function every month.
Target: 10%
URL(s)
Health: Unknown
Maturity: Level 2 of 3
| Level | Meaning |
|---|---|
| Level 3 of 3 | Has a description, target, and Sisense embed (if public) or URL (or not). |
| Level 2 of 3 | Missing one of: description, target, or Sisense embed (if public) or URL (or not). |
| Level 1 of 3 | Missing two of: description, target, or Sisense embed (if public) or URL (or not). |
| Level 0 of 3 | Missing a description, a target, and Sisense embed (if public) or URL (or not). |
| Level | Meaning |
|---|---|
| Okay | The KPI is at an acceptable level compared to the threshold |
| Attention | This is a blip, or we’re going to watch it, or we just need to enact a proven intervention |
| Problem | We'll prioritize our efforts here |
| Unknown | Unknown |
The heart of pages like this is a data file called /data/performance_indicators.yml which is in YAML format. Almost everything you need to do will involve edits to this file. Here are some tips:
: in strings as it's an important character in YAML and will confuse the data parsing process. Put the string in "quotes" if you really need to use a :urls: should be an array (indented lines starting with dashes) even if you only have one urlmaturity.level and health.level take a number between 0 and 3 (inclusive)Two flags to note:
parent can be used when a PI or KPI 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.public can be set to false where a PI or KPI meets our not public guidelines.Pages like /handbook/engineering/performance-indicators/ are rendered by and ERB template.
These ERB templates call the helper function performance_indicators() that is defined in /helpers/custom_helpers.rb. This helper function calls in several partial templates to do it's work.
This function takes a required argument named org in string format that limits the scope of the page to a portion of the data file. Possible valid values for this org argument are listed in the org property of each element in the array in /data/performance_indicators.yml.
