|Engineering Hiring Actual vs Plan||
|Non-headcount budget vs plan||
|Engineering Average Location Factor||
|Handbook Update Frequency||
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`.
Target: 525 engineering members by Jan 31, 2019
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
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
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.
Target: Unknown until we reach maturity level 2
A pulse survey is a brief, frequently sent survey that provides near-real-time information about satisfaction in time series. It usually consists of just 1-2 NPS-style questions like “How likely are you to recommend GitLab to your friends as a place to work?” , with an optional comment box for qualitative answers. This is unlike an annual, or bi-annual engagement survey that has much more content, but also has lower submission rates, and can only be sent infrequently.
Target: Unkown, until we send the first one
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).
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 :)
|Has a description, target, and periscope data.|
|Missing one of: description, target, or periscope data.|
|Missing two of: description, target, or periscope data.|
|Missing a description, a target, and periscope data.|
|The KPI is at an acceptable level compared to the threshold|
|This is a blip, or we’re going to watch it, or we just need to enact a proven intervention|
|We'll prioritize our efforts here|
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 url
health.leveltake a number between 0 and 3 (inclusive)
/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