The People Group pulls metrics reports each month, quarter, and year, as well as routinely for the People Team Group Conversation.
The monthly metrics reports can be found in the Google Drive and is only accessible to those who contribute to and review the reports, as they contain confidential information about team members and candidates. The reports contain several tabs: "Summary", "Recruiting", "SAT", "Diversity", "Low Location Factor", and "Turnover". The team is responsible for the the Low Location Factor and Turnover tabs, as well as summarizing their findings on the Summary tab. The reports are done in the month following the month that we are analyzing so that we are able to have the full picture (e.g. January's metrics report is done in February).
The average location factor of all team members per department or division. The location factor directly correlates to geographical area in the Compensation Calculator. The company wide average location factor target is < 0.65. Each division and department also has their own average location factor target.
During the Location Factor reporting, People Operations Analysts will also analyze against how many team members in a division or department are compensated above the bands specific by our Global Compensation policy. To determine this, use the "In Range? (Metrics)" column from the Low Location Factor Reporting and generate a pivot table using a count of "FALSE" per department and division. Add this information to the "Location Factor Graphs/Summary" tab to generate a percentage based on total headcount per department and division as well as the raw number. The number can help explain the percentage if a department or division is small, for example.
The percent over compensation band target is = 0%.
TODO: Weight the percentage based on how far out of range a team member is. The Compensation and Benefits Manager will synch with the Finance Business Partner to present to the CFO. Note: The percentages may fluctuate based on the results of our Compensation Review through Radford. If we change the compensation bands, we are also adjusting whether someone falls in or out of range.
New team member feedback of the onboarding experience in a given month. The Onboarding SAT target is > 4.
There are two parts to the turnover reporting: Turnover and Tenure.
For calculating KPIs we define Team Members on the date measured as the number of full time equivalent employees or contractors who are providing services to GitLab and are listed on our Team page. Excluded from this category are board members, board observers, core team members, and advisors. The canonical source of truth of the number of team members comes from BambooHR.
Number of Team Members terminated/Average Total Team Member Count for the period measured.
Voluntary turnover is any instance in which a team member actively chooses to leave GitLab. GitLab measures voluntary turnover over a rolling 12 month period, as well as over a calendar month. (The default period is over a rolling 12 month period.) The rolling 12 month voluntary team member turnover target is < 10%. In order to achieve the rolling 12 month voluntary team member turnover target, the monthly voluntary team member turnover target is < 0.83% (10/12). The data is housed in BambooHR.
Rolling Voluntary Team Member Turnover = (Number of Team Members actively choosing to leave GitLab/Average Total Team Members Count) x 100
Total Turnover = Voluntary Turnover + Involuntary Turnover
GitLab measures team members turnover over a rolling 12 month period, as well as over a calendar month. (The default period is over a rolling 12 month period.) The 12 month team member turnover target is < 16%. In order to achieve the rolling 12 month team member turnover target, the monthly team member turnover target is < 1.3% (16/12). The data is housed in BambooHR.
The cost per team member metric is intended to track variances across the company in compensation, discretionary bonuses, promotions, and involuntary attrition. This metric does not have an associated goal as the purpose is not to reduce costs, but instead understand the early indicators of something going wrong or what may be going well. Consistency should be the key evaluator of the KPI.
TODO (Comp/Ben): Develop a reporting mechanism in BambooHR to track variances of: