People Success Performance Indicators
Key Review
The metrics on this page are currently being re-organized according to what the People Group reports out every Key Review meeting and Group Conversation. Below is a link to the most recent Group Conversation deck for Team Members to access in the interim.
People Group Conversation Deck
Tableau People KPI Dashboard
The People Analytics team has a People KPI Dashboard as a SSOT for these metrics. The views from this dashboard will be replacing the current views on this page in the future, but for now they are only viewable to those with a Tableau License here at GitLab. For a more detailed list of People Dashboards please visit the People Analytics Tableau Dashboard Overview page.
Executive Summary
| KPI | Health | Status |
|---|---|---|
| Diversity - Women at GitLab | Okay |
|
| Diversity - Women in Management | Okay |
|
| Diversity - Women in Leadership Roles | Okay |
|
| Diversity - URG Ethnicity | Attention |
|
| Diversity - URG Ethnicity in Management | Attention |
|
| Diversity - URG Ethnicity in Leadership Roles | Attention |
|
| Percent of Population in NORAM | Okay |
|
| Discretionary Bonuses - Average 3 Month Rate | Okay |
|
| Onboarding Satisfaction (OSAT) - Average 3 Month Score | Okay |
|
| Team Member Turnover (Rolling 12 Months) | Confidential | |
| Turnover - Regrettable (Rolling 12 Months) | Confidential | |
| Pay Equality | Confidential | |
| Percent of team members outside compensation band | Confidential |
Key Performance Indicators
Diversity - Women at GitLab
This is calculated as the percent of team members that identify as women in Workday as of the last day of the calendar month.
Target: Health:Okay
- Above Aspiration Goal
Chart (Tableau↗)
Diversity - Women in Management
This is calculated as the percent of women who are people managers at GitLab, at all levels of our org structure, on the last day of the calendar month. In Workday, Manager is categorized as a Team Member with a Job Grade of 8+ and have at least one direct report.
Target: Health:Okay
- Above Aspiration Goal
Chart (Tableau↗)
Diversity - Women in Leadership Roles
This is calculated as the percent of women in Senior Leadership roles (Directors, VPs, and Executives) at GitLab, on the last day of the calendar month. In Workday, Senior Leader is categorized as a Team Member with a Job Grade of 10+ or CXO who are not on leave and have at least one direct report.
Target: Health:Okay
- Above Aspirational Goal
Chart (Tableau↗)
Diversity - URG Ethnicity
This is calculated as the number of underrepresented team members (based on ethnicity) at GitLab, as defined by underrepresented groups at GitLab as defined in Diversity, Inclusion & Belonging.
Target: Health:Attention
- Below Aspirational Goal
Chart (Tableau↗)
Diversity - URG Ethnicity in Management
This is calculated as the number of underrepresented team members (based on ethnicity) who are people managers at GitLab, as defined by underrepresented groups at GitLab as defined in Diversity, Inclusion & Belonging.
Target: Health:Attention
- Below Aspirational Goal
Chart (Tableau↗)
Diversity - URG Ethnicity in Leadership Roles
This is calculated as the number of underrepresented team members (based on ethnicity) in Senior Leadership roles (Directors, VPs, and Executives) at GitLab, as defined by underrepresented groups at GitLab as defined in Diversity, Inclusion & Belonging.
Target: Health:Attention
- Below Aspirational Goal
Chart (Tableau↗)
Percent of Population in NORAM
The percentage of team members in the NORAM region compared to other regions.
Target: Health:Okay
- Below Target Limit
Chart (Tableau↗)
Discretionary Bonuses - Average 3 Month Rate
The number of discretionary bonuses given divided by the total number of team members, in a given period as defined.
Target: Health:Okay
- Above Target
Chart (Tableau↗)
Onboarding Satisfaction (OSAT) - Average 3 Month Score
The Onboarding Satisfaction (OSAT) Survey allows new team members to provide feedback around their Onboarding experience shortly after joining GitLab. The OSAT target is currently > 4.5 and is measured against month of hire as opposed to month of survey completion. Read more about how we measure satisfaction at GitLab.
Target: 4.5 Health:Okay
- Above Target
Chart (Tableau↗)
Team Member Turnover (Rolling 12 Months)
Team Member Turnover = (Number of Team Members leaving GitLab/Average of the 12 month Total Team Member Headcount) x 100. GitLab measures team member turnover on a rolling 12 month period, as well as by quarter and month (the default period is over a rolling 12 month period).
Target: This KPI cannot be public Health:Confidential
URL(s):
Turnover - Regrettable (Rolling 12 Months)
This is calculated as the percent of team members that identify as women in Workday as of the last day of the calendar month.
Target: This KPI cannot be public Health:Confidential
URL(s):
Pay Equality
Pay Equality is measured by percentage “compa ratio” (+/- 2 points within 100%) for underrepresented groups at GitLab as defined in Diversity, Inclusion & Belonging. It is tracked quarterly as a KPI for gender and reviewed internally by the Compensation team for other URGs within the same analysis. When conducting the analysis, the average and median compa ratio of the URG is compared to the overall company using a percent differential.
Target: This KPI cannot be public Health:Confidential
Percent of team members outside compensation band
This metric is manually calculated by the Total Rewards Team, and will be moved over once we start using Compass. The Total Rewards Analysts will analyze against how many team members in a division or department are compensated outside the bands specific by our Global Compensation policy. The weights being used are 0.25 for % outside top end of comp band between 0.01% to 4.9%; 0.5 for band between 5% to 9.9%; 0.75 for band 10% to 14.9%; 1 for anything 15%+. The purpose of weighting how far over someone is from compensation band is to ensure if there are those outside of comp band slightly, they are not held at the same level as those hired well over rang
Target: This KPI cannot be public Health:Confidential
Legends
Health
| 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 |
How pages like this work
Data
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. |
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