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Commit 64832a18 authored by Cynthia "Arty" Ng's avatar Cynthia "Arty" Ng :speech_balloon: Committed by Jamie Allen
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......@@ -4,7 +4,7 @@ Top 10 Reasons to Work for GitLab:
1. [Results](/handbook/values/#results): [Fast growth](https://about.gitlab.com/why-gitlab), [ambitious vision](https://about.gitlab.com/direction/#vision)
1. [Flexible Work Hours](/handbook/company/culture/all-remote/people#those-who-value-flexibility-and-autonomy): Plan your day so you are there for other people & have time for personal interests
1. [Transparency](/handbook/values/#transparency): [Over 2,000 webpages in GitLab handbook](/handbook/about/#count-handbook-pages), [GitLab Unfiltered](https://www.youtube.com/gitlab-unfiltered) YouTube channel
1. [Iteration](/handbook/values/#iteration): [Empower people to be effective & have an impact](/handbook/values/#collaboration), [Merge Request rate](/handbook/product/groups/product-analysis/engineering/dashboards/#merge-request-rate), [We dogfood our own product]({{< ref "using-gitlab-at-gitlab#introverts-of-gitlab" >}}), [Directly responsible individuals](/handbook/people-group/directly-responsible-individuals/)
1. [Iteration](/handbook/values/#iteration): [Empower people to be effective & have an impact](/handbook/values/#collaboration), [Merge Request rate](/handbook/product/groups/product-analysis/engineering/dashboards/#merge-request-rate), [We dogfood our own product](/handbook/people-group/using-gitlab-at-gitlab/#introverts-of-gitlab), [Directly responsible individuals](/handbook/people-group/directly-responsible-individuals/)
1. [Diversity, Inclusion & Belonging](/handbook/values/#diversity-inclusion): [A focus on gender parity](/handbook/people-group/people-success-performance-indicators/#diversity---women-at-gitlab),
[Team Member Resource Groups](/handbook/company/culture/inclusion/erg-guide/#definition-of-the-tmg---team-member-groups), [other initiatives](/handbook/company/culture/inclusion#what-we-are-doing-with-diversity-inclusion--belonging)
1. [Collaboration](/handbook/values/#collaboration): [Kindness](/handbook/values/#kindness), [saying thanks](/handbook/values/#say-thanks), [intentionally organize informal communication](/handbook/company/culture/all-remote/informal-communication), [no ego](/handbook/values/#no-ego)
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......@@ -122,7 +122,7 @@ The CEO will review and delete the item once it's been assessed as completed.
### Prioritization
Since the team has limited capacity to lean into everything that it may want or be asked to, it is thoughtful about team and individual capacity. Members of the Office of the CEO will be expected to manage both directed and leadership (largely self-directed) work. You can find definitions and examples of directed and leadership work on the [CoS to the CEO handbook page]({{< ref "chief-of-staff#responsibilities" >}}).
Since the team has limited capacity to lean into everything that it may want or be asked to, it is thoughtful about team and individual capacity. Members of the Office of the CEO will be expected to manage both directed and leadership (largely self-directed) work. You can find definitions and examples of directed and leadership work on the [CoS to the CEO handbook page](/job-families/chief-executive-officer/chief-of-staff/#responsibilities).
When newly initiated, self-directed, leadership work entails a significant time commitment (>20% capacity for more than a week), the work being done should be flagged to the CEO in a 1:1 or team meeting. This work should stay on the 1:1 agenda between the CoS to the CEO and the team member for the duration of the activity. If needed, activities may be reprioritized based on top demands and priorities.
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......@@ -375,7 +375,7 @@ Team needs are as unique as their objectives and will experience asynchronous co
1. Percent reduction of minutes spent in synchronous meetings
1. Percent increase in GitLab issue/epic/merge request usage
1. Improved ratio of meeting minutes-to-[GitLab contributions](https://docs.gitlab.com/ee/user/group/contribution_analytics/)
1. Increase in [360 feedback]({{< ref "360-feedback" >}}) citing '[bias towards asynchronous communication](/handbook/values/#bias-towards-asynchronous-communication)' in the Diversity, Inclusion & Belonging field
1. Increase in [360 feedback](/handbook/people-group/360-feedback/) citing '[bias towards asynchronous communication](/handbook/values/#bias-towards-asynchronous-communication)' in the Diversity, Inclusion & Belonging field
### How to have an async 1:1 meeting
......@@ -534,7 +534,7 @@ Team members were asked: *Why would you choose synchronous communication over as
Responses are open to interpretation, though the data provide key insights that GitLab leaders may use to better understand the dynamics of their teams and iterate on solutions.
1. While only 1% noted that they were unaware of an operating principle related to asynchronous communication, leaders should not assume that all [operating principles](/handbook/values/) are acknowledged and well-understood. Reinforce and discuss values in [1:1 meetings]({{< ref "1-1" >}}) and day-to-day workflows.
1. GitLab is [public by default](/handbook/values/#public-by-default). If you believe a matter is confidential, check this in the [Not Public]({{< ref "confidentiality-levels#not-public" >}}) section of the Communication handbook.
1. GitLab is [public by default](/handbook/values/#public-by-default). If you believe a matter is confidential, check this in the [Not Public](/handbook/communication/confidentiality-levels/#not-public) section of the Communication handbook.
1. If you find it difficult to get someone's attention via asynchronous means, consider leveraging a synchronous engagement to discuss potential gaps in expectations. While GitLab is articulate about where work happens, some team members work exclusively from [GitLab's To-Do List](https://docs.gitlab.com/ee/user/todos.html) or Scoped Labels and have varying approaches to prioritization (*see Brand and Digital Design's [Working With Us](/handbook/marketing/digital-experience/#working-with-us) handbook for an example*). Assume positive intent, as delays in response may be attributable to putting [family and friends first](/handbook/values/#family-and-friends-first-work-second).
1. The majority of respondents indicated that they leverage synchronous engagements to build rapport and catalyze future async conversations. Having a meeting not because it's *easy*, but because it will create *future efficiencies and cohesion*, is a positive outcome.
1. It is encouraging that GitLab team members feel that they have the tools, support, and training to rely on asynchronous workflows. However, leaders should be mindful of new tools and practices that GitLab can pilot and surface these in the public `#values` Slack channel. [Iteration](/handbook/values/#iteration) also applies to our approach to asynchronous communication.
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......@@ -159,7 +159,7 @@ Whatever behavior you reward will become your values. New hires and promotions s
1. [Leadership](/handbook/leadership/) does.
1. We select for during [hiring](/handbook/hiring).
1. We emphasize during [onboarding](/handbook/people-group/general-onboarding/).
1. Behavior we give each-other [360 feedback]({{< ref "360-feedback" >}}) on.
1. Behavior we give each-other [360 feedback](/handbook/people-group/360-feedback/) on.
1. Behavior we [compliment](/handbook/communication/#say-thanks).
1. Criteria we use for [discretionary bonuses](/handbook/total-rewards/incentives/#discretionary-bonuses).
1. Criteria we use for our [annual compensation review](/handbook/total-rewards/compensation/compensation-review-cycle/).
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......@@ -9,7 +9,7 @@ twitter_creator: "@gitlab"
## What is a forcing function?
A [forcing function]({{< ref "remote-work-glossary#forcing-function" >}}) is any task, activity, or event that forces you to take action and produce a result. This term comes from interaction design, where it refers to a constraint that shapes behavior.
A [forcing function](/handbook/company/culture/all-remote/remote-work-glossary/#forcing-function) is any task, activity, or event that forces you to take action and produce a result. This term comes from interaction design, where it refers to a constraint that shapes behavior.
[Transitioning](transition/) to remote is challenging but worthwhile. For many leaders, the question of "How do we do it?" is a giant one. Whether it's entirely disconnecting from offices and going [all-remote](terminology/), or attempting to create a level playing field for in-office and remote team members in a [hybrid-remote](hybrid-remote/) arrangement, leaders should consider using some of key forcing functions outlined below to ensure a commitment to remote-first practices. At GitLab, we use [forcing functions](how-to-work-remote-first/) to empower and encourage team members to use best practices and to reinforce our [values](/handbook/values/).
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......@@ -52,7 +52,7 @@ If you determine that a meeting is needed to move a project forward, address a b
1. Follow the order of the questions instead of jumping around in the agenda; this prevents the proverbial loudest voice in the room from dominating a conversation.
1. Always ask if the name preceding the question would like to verbalize; if they wish not to, or are otherwise unavailable, the meeting host should verbalize on their behalf.
1. Reenact questions in the list by verbalizing them even if they were already asked and answered in the shared document. Hearing the question and answer allows everyone to think about it and respond to it. It might also happen that when verbalizing the question or answer more context is given since most people can talk faster and with less effort than they can type. Another advantage if you're recording the meeting is that the recording contains everything.
1. Unless the meeting contains [Not Public]({{< ref "confidentiality-levels#not-public" >}}) information, record the meeting to share with those who cannot attend live and consider livestreaming for maximum transparency and feedback potential.
1. Unless the meeting contains [Not Public](/handbook/communication/confidentiality-levels/#not-public) information, record the meeting to share with those who cannot attend live and consider livestreaming for maximum transparency and feedback potential.
1. If a portion of a meeting does not pertain to you, [it's OK to look away](meetings/#9-its-ok-to-look-away). You are the [manager of your own time and attention](/handbook/leadership#managers-of-one).
## Q: What are the benefits of live doc meetings?
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......@@ -34,7 +34,7 @@ All participants of GitLab events must abide by the following policy:
## Unacceptable behavior
**Harassment is not tolerated.** [Harassment]({{< ref "anti-harassment#types-of-harassment" >}}) includes, but is not limited to: verbal language that reinforces social structures of domination related to gender identity and expression, sexual orientation, disabilities, neurodiversity, physical appearance, body size, ethnicity, nationality, race, age, religion, or any other protected category; sexual imagery in public spaces; deliberate intimidation; stalking; following; harassing photography or recording; sustained intentional disruption of talks or other events; offensive verbal language; inappropriate physical contact; unwelcome sexual attention, and any other illegal activity not already covered above.
**Harassment is not tolerated.** [Harassment](/handbook/people-group/anti-harassment/#types-of-harassment) includes, but is not limited to: verbal language that reinforces social structures of domination related to gender identity and expression, sexual orientation, disabilities, neurodiversity, physical appearance, body size, ethnicity, nationality, race, age, religion, or any other protected category; sexual imagery in public spaces; deliberate intimidation; stalking; following; harassing photography or recording; sustained intentional disruption of talks or other events; offensive verbal language; inappropriate physical contact; unwelcome sexual attention, and any other illegal activity not already covered above.
Attendees may not possess illegal substances, a weapon, or any item that can be used as a weapon. Attendees may not engage in the destruction or vandalizing of property.
Booths should not display sexualized images, activities, language, or other similar materials. Booth staff (including volunteers) should not use sexualized clothing/uniforms/costumes, or otherwise create a sexualized environment. Exhibiting partners, vendors, or sponsors disobeying this policy will be notified by GitLab event organizers and are expected to stop any offending behavior resulting in a violation of this policy immediately.
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......@@ -15,7 +15,7 @@ Sponsorship is defined as using your influence and/or power to advocate and posi
- Giving advice on "presentation of self" to sponsee
- Giving timely, honest feedback on skills, capabilities or experience gaps
At GitLab a sponsorship program can be a way of rewarding and growing top performing GitLab team members. Alternatively, it can be used to increase representation or provide visibility to underrepresented groups at GitLab, which can be seen via the [Sales Sponsorship Pilot Program]({{< ref "dib-sponsorship-program" >}}).
At GitLab a sponsorship program can be a way of rewarding and growing top performing GitLab team members. Alternatively, it can be used to increase representation or provide visibility to underrepresented groups at GitLab, which can be seen via the [Sales Sponsorship Pilot Program](/handbook/company/culture/inclusion/dib-sponsorship/).
This page outlines what sponsorship is and the pathway to creating a successful sponsorship program
......
......@@ -45,7 +45,7 @@ You don't have to be specific about your diagnosis. An employer may ask for veri
#### Formal disclosure of your disability
If you believe you need to request reasonable accommodations to succeed at GitLab, please notify the [Team Member Relations team](/handbook/people-group/team-member-relations) at `teammemberrelations@gitlab.com`. The Job Accommodation Network (JAN) site has great resources, questions to consider, and examples of types of accommodations. For example, the [AD/HD](https://askjan.org/disabilities/Attention-Deficit-Hyperactivity-Disorder-AD-HD.cfm) page. The Company will work with each individual to define their job-related or application-related needs and to try to accommodate those needs according to [the GitLab Individuals with Disabilities Policy]({{< ref "inc-usa#individuals-with-disabilities-policy" >}}).
If you believe you need to request reasonable accommodations to succeed at GitLab, please notify the [Team Member Relations team](/handbook/people-group/team-member-relations) at `teammemberrelations@gitlab.com`. The Job Accommodation Network (JAN) site has great resources, questions to consider, and examples of types of accommodations. For example, the [AD/HD](https://askjan.org/disabilities/Attention-Deficit-Hyperactivity-Disorder-AD-HD.cfm) page. The Company will work with each individual to define their job-related or application-related needs and to try to accommodate those needs according to [the GitLab Individuals with Disabilities Policy](/handbook/people-policies/inc-usa/#individuals-with-disabilities-policy).
#### Informal disclosure of your disability, or simply notifying your team or manager
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......@@ -68,7 +68,7 @@ You can use this [template](https://gitlab.com/gitlab-com/people-group/dib-diver
## Reasonable Accommodations
We provide [reasonable accommodations]({{< ref "inc-usa#reasonable-accommodation" >}}) to individuals in order to remove any artificial barriers to success. Our [EAP program](/handbook/total-rewards/benefits/modern-health/) is also always available for team members to help them identify the best reasonable accommodations for them.
We provide [reasonable accommodations](/handbook/people-policies/inc-usa/#reasonable-accommodation) to individuals in order to remove any artificial barriers to success. Our [EAP program](/handbook/total-rewards/benefits/modern-health/) is also always available for team members to help them identify the best reasonable accommodations for them.
*Please note that all accommodations discussed below are potential accommodations that can be reviewed on a case-by-case basis, but are not guaranteed. Any accommodations and/or adjustments made are in line with the applicable laws/regulations of the jurisdiction in question.*
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......@@ -68,7 +68,7 @@ Links to interesting handbook pages, articles, books, and training
### Handbook
- [Speaking with TMAG members in the hiring process](/handbook/company/culture/inclusion/talent-acquisition-initiatives/#speaking-with-tmrg-members-in-the-hiring-process)
- [Team member identity data]({{< ref "identity-data#age-distribution" >}})
- [Team member identity data](/handbook/company/culture/inclusion/identity-data/)
- [Lack of dates on resume](/handbook/company/culture/inclusion/talent-acquisition-initiatives/#lack-of-dates-on-your-resume)
### Articles
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......@@ -88,6 +88,6 @@ Below, use the infographic and list to understand what resources are available t
| Coaching with [Modern Health](/handbook/total-rewards/benefits/modern-health/) or [Coaching Right Now (job grade 8+)](/handbook/people-group/learning-and-development/growth-and-development/#professional-coaching)**| Coaching (and therapy) sessions available. | **Activate your Feedback Squad |
| [CEO Shadow](/handbook/ceo/shadow) (and other shadow programs) | Did you know of all the others shadow programs at GitLab: [Security](/handbook/security/security-shadow/), [Engineering Fellow](/handbook/engineering/fellow/shadow/), [CFO](/handbook/finance/growth-and-development/cfo-shadow-program/), [CMO](/handbook/marketing/cmo-shadow/). | **Work as a Set of Projects** |
| [Internship for Learning](/handbook/people-group/learning-and-development/internship-for-learning/) | Spend time during your work week on a new team, exploring and contributing to a new project. | **A/B test your Career** |
| Self-Paced Learning | Use free licenses from resources like [O'Reilly Learning]({{< ref "self-paced-learning#oreilly-learning" >}}), and [the Linux Foundation]({{< ref "self-paced-learning#linux-foundation-courses" >}}) | **Respond to Change** |
| Self-Paced Learning | Use free licenses from resources like [O'Reilly Learning](/handbook/people-group/learning-and-development/self-paced-learning/#oreilly-learning), and [the Linux Foundation](/handbook/people-group/learning-and-development/self-paced-learning/#linux-foundation-courses) | **Respond to Change** |
| [Attend Group Conversations](/handbook/company/group-conversations/) | Check the GitLab Team Meetings calendar for schedule. | **Idea Zone** |
| [Join a TMRG](/handbook/company/culture/inclusion/erg-guide/) | Review the handbook for active groups | **Activate your Feedback Squad** |
......@@ -15,7 +15,7 @@ Automations for the `gitlab-org` group and projects under it can be split into t
* Automation via API within a project: a [project access token](https://docs.gitlab.com/ee/user/project/settings/project_access_tokens/) is sufficient.
* Automation via API within a group: a [group access token](https://docs.gitlab.com/ee/user/group/settings/group_access_tokens.html) is sufficient.
These guidelines ensure consistency for Engineering automation using approved secure patterns aligned with [least privileged access principle](/handbook/security/security-and-technology-policies/access-management-policy/#least-privilege-reviews-for-access-requests).
These guidelines ensure consistency for Engineering automation using approved secure patterns aligned with [least privileged access principle](https://internal.gitlab.com/handbook/security/access-management-standard/#least-privilege-reviews-for-access-requests).
### Merge request automation guidelines
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......@@ -16,8 +16,8 @@ The process for Ops is a mix of the current [hiring manager (HM) tasks](/handboo
[Identify hiring need](/handbook/hiring/talent-acquisition-framework/hiring-manager/#step-1hm-identifying-hiring-need)
1. Work with Product Manager as they are [DRI of headcount planning](/handbook/engineering/#headcount-planning), Finance, and Talent Acquisition to [include vacancy in the hiring plan](/handbook/hiring/talent-acquisition-framework/req-creation/#adding-vacancies-to-the-hiring-plan-dri-hiring-manager).
1. [Create or Review the Job Family](/handbook/hiring/talent-acquisition-framework/req-creation/#create-or-review-the-job-family)
1. Work with Product Manager as they are [DRI of headcount planning](/handbook/engineering/#headcount-planning), Finance, and Talent Acquisition to [include vacancy in the hiring plan](/handbook/finance/financial-planning-and-analysis/#hiring-plan-process).
1. [Create or Review the Job Family](/handbook/hiring/talent-acquisition-framework/req-creation/#create-or-review-the-job-family-dri-hiring-manager)
### Step 2. Kickoff
......@@ -32,7 +32,7 @@ The process for Ops is a mix of the current [hiring manager (HM) tasks](/handboo
### Step 3. Setup job in Greenhouse
1. Work with TA to [open the vacancy in Greenhouse](/handbook/hiring/talent-acquisition-framework/req-creation/#opening-vacancies-in-greenhouse-dri-recruiter)
1. Work with TA to [open the vacancy in Greenhouse](/handbook/hiring/talent-acquisition-framework/req-creation/#open-requisition-in-greenhouse-dri-recruiter)
1. [Setup scoreboard](/handbook/hiring/talent-acquisition-framework/hiring-manager/#step-3hm-setup-scorecard-and-prepare-interview-team)
1. Publish job ad **internally**. External job ads will be posted from the corresponding Evergreen requisition.
1. [Optional] Add additional questions to the application, such as number of years of Rails experience, or qualities relevant to your role
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......@@ -21,14 +21,14 @@ If you're a GitLab team member looking for help with a security problem, please
- Because GitLab is an asynchronous workflow company, @mentions of On-Call individuals in Slack will be treated like normal messages, and no SLA for response will be associated with them.
- Provide support to the release managers in the release process.
- As noted in the [main handbook](/handbook/people-group/paid-time-off/), after being on-call, make sure that you take time off. Being available for issues and outages can be taxing, even if you had no pages. Resting after your on-call shift is critical for preventing burnout. Be sure to inform your team of the time you plan to take for time off.
- Team members in Australia should review the [Australia time in lieu policy]({{< ref "pty-benefits-australia" >}}).
- Team members in Australia should review the [Australia time in lieu policy](/handbook/total-rewards/benefits/general-and-entity-benefits/pty-benefits-australia/).
- During on-call duties, it is the team member's responsibility to act in compliance with local rules and regulations. If ever in doubt, please reach out to your manager and/or [aligned People Business Partner](/handbook/people-group#people-business-partner-alignment-to-division).
## Customer Emergency On-Call Rotation
- We do 7 days of 8-hour shifts in a follow-the-sun style, based on your location.
- After 10 minutes, if the alert has not been acknowledged, support management is alerted. After a further 5 minutes, *everyone* on the customer on-call rotation is alerted.
- All tickets that are raised as emergencies will receive [the emergency SLA](https://about.gitlab.com/support/#priority-support). The on-call engineer's first action will be to [determine if the situation qualifies as an emergency]({{< ref "customer_emergencies_workflows#determine-if-the-situation-qualifies-as-an-emergency" >}}) and work with the customer to find the best path forward.
- All tickets that are raised as emergencies will receive [the emergency SLA](https://about.gitlab.com/support/#priority-support). The on-call engineer's first action will be to [determine if the situation qualifies as an emergency](/handbook/support/workflows/customer_emergencies_workflows#determine-if-the-situation-qualifies-as-an-emergency) and work with the customer to find the best path forward.
- After 30 minutes, if the customer has not responded to our initial contact with them, let them know that the emergency ticket will be closed and that you are opening a normal priority ticket on their behalf. Also let them know that they are welcome to open a new emergency ticket if necessary.
- You can view the [schedule](https://gitlab.pagerduty.com/schedules#PIQ317K) and the [escalation policy](https://gitlab.pagerduty.com/escalation_policies#PKV6GCH) on PagerDuty. You can also opt to [subscribe to your on-call schedule](https://support.pagerduty.com/main/docs/schedules-in-apps#export-only-your-on-call-shifts), which is updated daily.
- After each shift, *if* there was an alert / incident, the on call person will send a hand off email to the next on call explaining what happened and what's ongoing, pointing at the right issues with the progress.
......@@ -88,7 +88,7 @@ For more details, see the [team page](/handbook/engineering/infrastructure-platf
- You can view the [Security Operations schedule](https://gitlab.pagerduty.com/schedules#PYZC2CG) on PagerDuty.
- When on-call, prioritize work that will make the on-call better (that includes building projects, systems, adding metrics, removing noisy alerts). Much like the Production team, we strive to have nothing to do when being on-call, and to have meaningful alerts and pages. The only way of achieving this is by investing time in trying to automate ourselves out of a job.
- The main expectation when on-call is triaging the urgency of a page - if the security of GitLab is at risk, do your best to understand the issue and coordinate an adequate response. If you don't know what to do, engage the Security manager on-call to help you out.
- More information is available in the [Security Operations On-Call Guide](/handbook/security/security-operations/secops-oncall/) and the [Security Incident Response Guide]({{< ref "sec-incident-response" >}}).
- More information is available in the [Security Operations On-Call Guide](/handbook/security/security-operations/secops-oncall/) and the [Security Incident Response Guide](/handbook/security/security-operations/sirt/sec-incident-response/).
### Security Managers
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......@@ -11,7 +11,7 @@ Data Management covers practices and policies around managing, securing, and gov
### Data Security Practices
The Enterprise Data Platform captures, processes, and stores [data collected from many systems](/handbook/enterprise-data/platform/#extract-and-load). Not all of this data is of the same importance and we use the [Critical System Tier](/handbook/security/security-assurance/security-risk/storm-program/critical-systems/) framework and [Data Classification Standard](/handbook/security/data-classification-standard/#security-and-privacy-controls) to help us determine what data is most important and how to best secure it.
The Enterprise Data Platform captures, processes, and stores [data collected from many systems](/handbook/enterprise-data/platform/#extract-and-load). Not all of this data is of the same importance and we use the [Critical System Tier](/handbook/security/security-assurance/security-risk/storm-program/critical-systems/) framework and [Data Classification Standard](/handbook/security/data-classification-standard/) to help us determine what data is most important and how to best secure it.
## Roles & Responsibilities
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......@@ -118,7 +118,7 @@ The data plaform along with the data it delivers is consitent in availability an
The Data Platform doesn't put people at risk
* Data is only accisible to those authorized by documented approvals
* The GitLab data team will stick with the [Principle of Least Privilege](/handbook/security/security-and-technology-policies/access-management-policy/#principle-of-least-privilege) regarding the authorization and authentication
* The GitLab data team will stick with the [Principle of Least Privilege](https://internal.gitlab.com/handbook/security/access-management-standard/#principle-of-least-privilege) regarding the authorization and authentication
### Is Maintainable
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......@@ -41,7 +41,7 @@ description: "Public Company Headcount Metrics and Processes"
- **Total Net New Starts**: <ins>Total Starts</ins> excluding <ins>Internal Hires</ins>.
- **Total Gross Starts**: <ins>Total Starts</ins> including <ins>Internal Hires</ins>.
<ins>Total Net New Starts</ins> is the largest variable component of the movement in the Ending Headcount forecast. In order to accurately forecast Ending Headcount, <ins>Total Net New Starts</ins> must be accurately estimated. At the beginning of the quarter, FP&A and TA work with business partners to set realistic expectations related to the number of <ins>Total Net New Starts</ins> in a quarter. Through the [Triad Process]({{< ref "triadprocess#the-triad-process" >}}) as well as the [Interlock Process]({{< ref "../financial-planning-and-analysis#finance-business-partners--talent-acquisition-managers-forecast-interlock" >}}) between FP&A and TA, GitLab tracks the movement of estimated <ins>Total Net New Starts</ins> throughout the quarter to ensure understanding and implementation of the most up-to-date view of forecasted headcount-related expenses.
<ins>Total Net New Starts</ins> is the largest variable component of the movement in the Ending Headcount forecast. In order to accurately forecast Ending Headcount, <ins>Total Net New Starts</ins> must be accurately estimated. At the beginning of the quarter, FP&A and TA work with business partners to set realistic expectations related to the number of <ins>Total Net New Starts</ins> in a quarter. Through the [Triad Process](/handbook/hiring/talent-acquisition-framework/triadprocess/) as well as the [Interlock Process]({{< ref "../financial-planning-and-analysis#finance-business-partners--talent-acquisition-managers-forecast-interlock" >}}) between FP&A and TA, GitLab tracks the movement of estimated <ins>Total Net New Starts</ins> throughout the quarter to ensure understanding and implementation of the most up-to-date view of forecasted headcount-related expenses.
1. **Actual Starts**: Team members who have begun their employment at GitLab within a specified period including Attrition Backfills. These team members are included in the Active Personnel sheet in Adaptive.
- **Net New Actual Starts**: Starts excluding Internal Hires.
......@@ -95,8 +95,8 @@ description: "Public Company Headcount Metrics and Processes"
### Appendix: Other Talent Acquisition Headcount Definitions
1. [**Greenhouse**]({{< ref "greenhouse" >}}): SSOT for recruiting metrics and pipeline development in various stages of recruiting.
1. [**Workday**]({{< ref "workday-guide" >}}): SSOT for Actual Starts and Start Dates.
1. [**Greenhouse**](/handbook/hiring/greenhouse/): SSOT for recruiting metrics and pipeline development in various stages of recruiting.
1. [**Workday**](/handbook/people-group/workday-guide/): SSOT for Actual Starts and Start Dates.
1. **Hires**: Team members who accept an employment offer within a specified period. The start date of the team members' employment is irrelevant. Hires includes Internal Hires.
1. **Recruiting Capacity**: The capacity of recruiters related to Hires within a specified period. Individual recruiter capacity does not relate to Starts; however, we can estimate the recruiting organization's broader capacity for Starts by looking at historical Hire to Start data.
1. **Offer Accept**: The date on which a candidate signs the Offer and is transferred into Workday. This process ideally happens within 24 business hours of signing the Offer, but may be backdated to the date of signature as needed.
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......@@ -21,5 +21,5 @@ Ellen Boyd, Director, FP&A @eboyd1
## Common Links
- [Financial Planning & Analysis (FP&A)]({{< ref "financial-planning-and-analysis" >}})
- [Financial Planning & Analysis (FP&A)](/handbook/finance/financial-planning-and-analysis/)
- [Finance Issue Tracker](https://gitlab.com/gitlab-com/finance/issues)
......@@ -54,7 +54,7 @@ All vendors must adhere to the [GitLab Partner Code of Ethics](/handbook/legal/p
Depending on the amount of spend, Procurement will assist or lead in negotiating the pricing and commercial terms of the contract.
Depending on the types of data shared with the vendor, Privacy and Security will need to complete a review of the vendor. Depending on nature of vendor's services and/or whether the vendor has been recommended to us, the Ethics and Compliance team will need to complete an anticorruption/antibribery review and, potentially, recommend additional measures to mitigate that risk.
Depending on the types of data shared with the vendor, Privacy and Security will need to complete a review of the vendor. Depending on nature of vendor's services and/or whether the vendor has been recommended to us, the Ethics and Compliance team will need to complete an anticorruption/antibribery review and, potentially, recommend additional measures to mitigate that risk.
For more information on these requirements and steps, see the [Review Steps, Timeline, and Considerations section](#review-steps-timeline-and-considerations)
......@@ -157,8 +157,8 @@ Each review's targeted approval time is outlined below, but as mentioned above,
#### 1. Sanctions Screening (Ethics & Compliance): 30 minutes - 3+ Days, if required
- Use the vendor’s complete name in your Zip request, as this will be the basis for sanctions screening which automatically happens in our sanctions screening tool, Risk Rate. Incomplete names (e.g., "EY Germany" rather than "Ernst and Young GmbH") may result in false positives and unnecessary delay.
- If Risk Rate detects no matches between the vendor and applicable sanctions lists AND the vendor is not located in a high-risk country, the vendor will be auto-approved. If Risk Rate detects a potential match or is located in a high risk country, the vendor may require escalation to and manual review by GitLab's Trade Compliance Counsel.
- Use the vendor’s complete name in your Zip request, as this will be the basis for sanctions screening which automatically happens in our sanctions screening tool, Risk Rate. Incomplete names (e.g., "EY Germany" rather than "Ernst and Young GmbH") may result in false positives and unnecessary delay.
- If Risk Rate detects no matches between the vendor and applicable sanctions lists AND the vendor is not located in a high-risk country, the vendor will be auto-approved. If Risk Rate detects a potential match or is located in a high risk country, the vendor may require escalation to and manual review by GitLab's Trade Compliance Counsel.
- Include the vendor’s website or LinkedIn page in the relevant Zip field, in advance, to help counsel evaluate the match more quickly.
#### 2.A. Buyer Review (Procurement): 2 days
......@@ -224,9 +224,9 @@ Each review's targeted approval time is outlined below, but as mentioned above,
#### 4.D. Compliance Review: 4-14 Days
- The first page of the Zip request includes anticorruption gating question (e.g., will the vendor interact with government agencies on our behalf, was this vendor recommended by a government official, etc.). If the answer to any of these questions is “yes,” the Ethics & Compliance team must consider whether the vendor presents unacceptably high compliance risk.
- To do this, the Ethics & Compliance team will conduct additional due diligence, which may, in part, consist of sending a questionnaire directly to the vendor. This questionnaire asks about the vendor’s ownership and history with applicable regulatory agencies, to better understand the risk, and asks whether the vendor has an anticorruption program in place, to understand whether the vendor has already taken measures to mitigate that risk. Turnaround time largely depends on the vendor's responsiveness.
- When risk is present, the Ethics & Compliance team will consider whether anything can be done to mitigate that risk. Risk mitigation could, for example, consist of additional provisions in the vendor agreement.
- The first page of the Zip request includes anticorruption gating question (e.g., will the vendor interact with government agencies on our behalf, was this vendor recommended by a government official, etc.). If the answer to any of these questions is “yes,” the Ethics & Compliance team must consider whether the vendor presents unacceptably high compliance risk.
- To do this, the Ethics & Compliance team will conduct additional due diligence, which may, in part, consist of sending a questionnaire directly to the vendor. This questionnaire asks about the vendor’s ownership and history with applicable regulatory agencies, to better understand the risk, and asks whether the vendor has an anticorruption program in place, to understand whether the vendor has already taken measures to mitigate that risk. Turnaround time largely depends on the vendor's responsiveness.
- When risk is present, the Ethics & Compliance team will consider whether anything can be done to mitigate that risk. Risk mitigation could, for example, consist of additional provisions in the vendor agreement.
#### 4.E. PeopleOps Review: 1-4 Days
......@@ -373,7 +373,7 @@ The planning stages for events of this size should be completed at least 18-24 m
- [Uploading Third Party Contracts to ContractWorks](/handbook/legal/vendor-contract-filing-process/)
- [Company Information](https://gitlab.com/gitlab-com/Finance-Division/finance/-/wikis/company-information) - general information about each legal entity of the company
- [Trademark](/handbook/marketing/brand-and-product-marketing/brand/brand-activation/trademark-guidelines) - information regarding the usage of GitLab's trademark
- [Authorization Matrix]({{< ref "authorization-matrix" >}}) - the authority matrix for spending and binding the company and the process for signing legal documents
- [Authorization Matrix](https://internal.gitlab.com/handbook/company/authorization-matrix/) - the authority matrix for spending and binding the company and the process for signing legal documents
#### Other Services
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