The position description will be used both for the Vacancy Creation Process, as well as serving as the requirements that team members and managers alike use in conversations around career development and performance management.
New Role Creation
If a hiring manager is creating a new role within the organization, the hiring manager will need to create the role. If this is a role that already exists (for example, Gitaly Developer would use the Developer position description), update the current position description to stay DRY. If the compensation for the role is the same as one already in roles.yml, you should just update the specialty, do not create a new role.
Create the relevant page in /job-families/[department]/[name-of-role], being sure to use only lower case in naming your directory if it doesn't already exist, and add it to the correct department subdirectory.
The file type should be index.html.md.
Add each paragraph to the position description, for an example see the developer role
Assign the Merge Request to your manager, executive leadership, and finally the CEO to merge. Also, cc @gl-peopleops for a compensation review.
Once the merge request has been merged, the People Ops Analyst will reach out to the HR Business Partner who supports the function to understand the job description and role requirements in determining the appropriate compensation benchmark.
Compensation Benchmark data will be sourced from Comptryx, AdvancedHR, LinkedIn, Glassdoor, Paysa, Payscale and when applicable Cybercoders to determine the 50th percentile for the role. For benchmarking we are only looking at the intermediate level in San Francisco.
In Comptrxy, look at each position description by hovering over the title to make sure it aligns to our position description. For a history of mapping, take a look at the "comptryx Benchmarks SF" tab in the "Comp Data Analysis and Modeling "google sheet.
The level in Comptryx that aligns with intermediate is "proficiency,"except for in special cases (see the history of mapping for those cases).
Create a google document that includes the compensation data and determine the median for the benchmark, share the document with the CEO, CCO and CFO. Document should be titled Job title Comp Benchmark.
Create a merge request to add the benchmarks to the roles file in GitLab and assign it to the CEO. In the merge request refer to the role title in the Google document that shows the compensation data sources and the proposed benchmark add the CCO, CFO and CEO to the MR for benchmark approval. Slack the CEO the MR for the new benchmark for review and approval. The CEO will review the document and approvals in the MR and then will make the final decison to merge the new benchmark. Once the CEO approves the MR will add the benchmark to the roles.yml file which will automatically cause the Compensation Calculator to show at the bottom of the position description page.
Also add the benchmark to the "SF Benchmark" tab in the "Comp Data Analysis and Modeling" Google sheet, and document how you mapped this data in "Comptryx Benchmarks SF" tab if Comptryx was used.