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Engineering Function Performance Indicators

Executive Summary

KPI Health Reason(s)
Engineering Hiring Actual vs Plan Okay
  • Engineering is on plan. But we are lending some of our recruiters to sales for this quarter. And we just put in place a new "one star minimum" rule that might decrease offer volume.
  • Health: Monitor health closely
  • Non-headcount budget vs plan Unknown
  • Currently finance tells me when there is a problem, I’m not self-service.
  • Get the budget captured in a system
  • Chart budget vs. actual over time in periscope
  • Engineering Average Location Factor Attention
  • We are at our target of 0.58 exactly overall, but trending upward.
  • We need to get the target location factors in the charts.
  • It will probably be cleaner if we get this in periscope.
  • We need to set the target location factors on our vacancies and make sure recruiting is targeting the right areas of the globe on a per role basis.
  • Handbook Update Frequency Unknown
  • Unknown. But my sense is we are not doing enough. For instance, we have not been able to fully update the handbook after the development department re-org (dev backend, and ops backend are still present. Although many of the new teams do have their own pages already)
  • We’d like to query the API for merge requests that have files matching /source/handbook/engineering/** over time
  • Also facet by Department
  • Visualize in Periscope
  • Key Performance Indicators

    Engineering Hiring Actual vs Plan

    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

    URL(s)

    Health: Okay

    Maturity: Level 2 of 3

    Non-headcount budget vs plan

    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

    Engineering Average Location Factor

    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

    URL(s)

    Health: Attention

    Maturity: Level 2 of 3

    Handbook Update Frequency

    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

    URL(s)

    Health: Unknown

    Maturity: Level 2 of 3

    Regular Performance Indicators

    Engineering Pulse Survey

    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

    Health: Unknown

    Maturity: Level 2 of 3

    Diversity

    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

    Team Member Retention

    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

    Other PI Pages

    Legends

    Maturity

    Level Meaning
    Level 3 of 3 Has a description, target, and periscope data.
    Level 2 of 3 Missing one of: description, target, or periscope data.
    Level 1 of 3 Missing two of: description, target, or periscope data.
    Level 0 of 3 Missing a description, a target, and periscope data.

    Health

    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

    How to work with pages like this

    Data

    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:

    Pages

    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.