Performance Reviews

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Performance Review Changes in 2018

The People Ops team is looking to add 360 reviews to include:

Performance Review Process

Q: What will performance reviews be based on?

A: Reviews will include six questions related to our values which will be rated by both the individual and their manager. There will also be two questions focused on recognizing strengths and development opportunities.

Individual Contributor (IC) and Manager Self Reviews include the following questions:

  1. How well did this person collaborate with people inside and outside the team?
  2. What results did this person get in achieving the team's OKRs?
  3. How well has this person been able to achieve boring solutions while maintaining velocity?
  4. How has this person worked to support, promote, and/or embody diversity in their role?
  5. How well did this person iterate on each project?
  6. How well did this person maintain transparency according to the GitLab workflow?
  7. In what areas did you demonstrate the most growth in the first half of 2017?
  8. Looking forward, in what areas would you most like to develop your knowledge, skills and abilities?

Q: How long should the response to each question be?

A: Comments should be to the point and include specific examples. Each performance review should be unique, therefore People Ops cannot link an example of a great manager to direct report performance review, as it could be used as a template to copy and paste. Instead we encourage managers to reach out to People Ops to discuss any questions or work through the performance cycle.

Managers: In cases where you’ve identified your top performer, we should learn from what makes that person successful to share with others. In cases where below average performance is identified, you should plan to deliver a PIP to clearly identify performance gaps and expected changes.

Performance Review Feedback Meeting