Skip to content
Snippets Groups Projects
Commit 64832a18 authored by Cynthia "Arty" Ng's avatar Cynthia "Arty" Ng :speech_balloon: Committed by Jamie Allen
Browse files

Change ref links to regular links

parent c995bdb2
No related branches found
No related tags found
1 merge request!11512Change ref links to regular links
Showing
with 41 additions and 41 deletions
......@@ -35,5 +35,5 @@ As a manager, when you receive a notification of a team member on your team that
1. Make them aware of our flexible work policy and [PTO policy](/handbook/people-group/paid-time-off/#paid-time-off)
1. Point them to our Employee Assistance Program, [Modern Health](/handbook/total-rewards/benefits/modern-health/)
1. GitLab has established a [Team Member Relief Program]({{< ref "general-and-entity-benefits#team-member-relief-program" >}}) to assist with financial hardship from disasters or other emergencies. Please ask them to visit the [GitLab Cares Portal](https://gitlab.e4erelief.org/) to easily determine if they're eligible for program assistance and to apply for assistance.
1. If the team member wants to consider a permanent relocation as a result of being in an unsafe environment direct them to our process for [Dutch Work Permits]({{< ref "visas#dutch-work-permits" >}}). We have a [special consideration]({{< ref "visas#special-considerations-for-team-members-in-unsafe-environments" >}}) for team members in unsafe environments.
1. If the team member wants to consider a permanent relocation as a result of being in an unsafe environment direct them to our process for [Dutch Work Permits](/handbook/people-group/visas/#dutch-work-permits). We have a [special consideration](/handbook/people-group/visas/#special-considerations-for-team-members-in-unsafe-environments) for team members in unsafe environments.
1. Reference this Incident Response Page
......@@ -61,7 +61,7 @@ The Learning & Development team has a number of resources to help team members l
<div class="flex-row" markdown="0">
<div>
<a href="{{< ref "learning-initiatives" >}}" class="btn btn-primary" style="width:200px;margin:5px;">Learning Initiatives</a>
<a href="{{< ref "self-paced-learning" >}}" class="btn btn-primary" style="width:200px;margin:5px;">Self Paced Learning</a>
<a href="[self-paced-learning](/handbook/people-group/learning-and-development/self-paced-learning/)" class="btn btn-primary" style="width:200px;margin:5px;">Self Paced Learning</a>
<a href="{{< ref "level-up" >}}" class="btn btn-primary" style="width:200px;margin:5px;">Level Up</a>
</div>
......@@ -71,7 +71,7 @@ The Learning & Development team has a number of resources to help team members l
<div>
<a href="{{< ref "elevate-programs" >}}" class="btn btn-primary" style="width:200px;margin:5px;">Elevate Manager Training</a>
<a href="{{< ref "mentor" >}}" class="btn btn-primary" style="width:200px;margin:5px;">Mentorship</a>
<a href="{{< ref "coaching" >}}" class="btn btn-primary" style="width:200px;margin:5px;">Coaching</a>
<a href="[coaching](/handbook/leadership/coaching/)" class="btn btn-primary" style="width:200px;margin:5px;">Coaching</a>
</div>
</div>
......@@ -88,11 +88,11 @@ Multiple teams across the company contribute to learning and development of our
1. Slack: `#learninganddevelopment`
1. Email Us: `learning@gitlab.com`
1. [Request support/Collaborate on new learning content]({{< ref "work-with-us" >}})
1. [Request support/Collaborate on new learning content](/handbook/people-group/learning-and-development/work-with-us/)
### Work With Us
The [work with us]({{< ref "work-with-us" >}}) page outlines issue templates and processes that are managed on our [Learning and Development issue board](https://gitlab.com/gitlab-com/people-group/learning-and-development/-/issues). We review and classify requests based on the scalability and possible organizational impact. Learning solutions that can be applied and used company-wide take priority. Our process includes:
The [work with us](/handbook/people-group/learning-and-development/work-with-us/) page outlines issue templates and processes that are managed on our [Learning and Development issue board](https://gitlab.com/gitlab-com/people-group/learning-and-development/-/issues). We review and classify requests based on the scalability and possible organizational impact. Learning solutions that can be applied and used company-wide take priority. Our process includes:
- Evaluate the strategic impact of the learning session
- Determine the level of work associated with the learning requirement
......@@ -104,7 +104,7 @@ The [work with us]({{< ref "work-with-us" >}}) page outlines issue templates and
### Handbook First Training Content
All material in the handbook is considered training and we build [handbook first learning content]({{< ref "interactive-learning" >}}). One of L&D's primary responsibilities is to ensure that content lives in the appropriate section in the handbook. In the below video, Sid, explains how the content of courses is not separated from the handbook to the L&D team.
All material in the handbook is considered training and we build [handbook first learning content](/handbook/people-group/learning-and-development/interactive-learning/). One of L&D's primary responsibilities is to ensure that content lives in the appropriate section in the handbook. In the below video, Sid, explains how the content of courses is not separated from the handbook to the L&D team.
{{< youtube "G57Wtt7M_no" >}}
......
......@@ -32,11 +32,11 @@ Navigate to career development resources located throughout the GitLab handbook:
<a href="{{< ref "mentor" >}}" class="btn btn-primary" style="margin:5px;">Mentorship</a>
<a href="/handbook/people-group/learning-and-development/internship-for-learning/" class="btn btn-primary" style="margin:5px;">Internship for Learning</a>
<a href="https://docs.google.com/presentation/d/1yY0ofMGgzN07ylTAnRP5geFnWcgUYkiVlcIyR54tpD0/edit#slide=id.g29a70c6c35_0_68" class="btn btn-primary" style="margin:5px;">Career Development Workshop</a>
<a href="{{< ref "coaching" >}}" class="btn btn-primary" style="margin:5px;">Work with a Coach</a>
<a href="[coaching](/handbook/leadership/coaching/)" class="btn btn-primary" style="margin:5px;">Work with a Coach</a>
<a href="{{< ref "elevate-programs" >}}" class="btn btn-primary" style="margin:5px;">Elevate Manager Training</a>
<a href="{{< ref "self-paced-learning#linux-foundation-courses" >}}" class="btn btn-primary" style="margin:5px;">Linux Foundation Courses</a>
<a href="{{< ref "self-paced-learning#oreilly-learning" >}}" class="btn btn-primary" style="margin:5px;">O'Reilly Learning</a>
<a href="{{< ref "self-paced-learning#gcp-learning" >}}" class="btn btn-primary" style="margin:5px;">GCP Learning</a>
<a href="[self-paced-learning](/handbook/people-group/learning-and-development/self-paced-learning/#linux-foundation-courses)" class="btn btn-primary" style="margin:5px;">Linux Foundation Courses</a>
<a href="[self-paced-learning](/handbook/people-group/learning-and-development/self-paced-learning/#oreilly-learning)" class="btn btn-primary" style="margin:5px;">O'Reilly Learning</a>
<a href="[self-paced-learning](/handbook/people-group/learning-and-development/self-paced-learning/#gcp-learning)" class="btn btn-primary" style="margin:5px;">GCP Learning</a>
<a href="/handbook/people-group/learning-and-development/growth-and-development/#professional-developmentcertificationscourses" class="btn btn-primary" style="margin:5px;">Professional Certifications</a>
<a href="/handbook/people-group/learning-and-development/growth-and-development/#conferences-and-live-workshops" class="btn btn-primary" style="margin:5px;">Attend a Workshop/Conference</a>
<a href="/handbook/people-group/learning-and-development/growth-and-development/#academic-study" class="btn btn-primary" style="margin:5px;">Academic Study</a>
......@@ -134,7 +134,7 @@ Looking for a step-by-step guide on filling out the IGP? Use the resources below
<div class="flex-row" markdown="0">
<div>
<a href="https://levelup.gitlab.com/access/saml/login/internal-team-members?returnTo=https://levelup.gitlab.com/learn/course/how-to-use-the-gitlab-individual-growth-plan-igp" class="btn btn-primary" style="margin:5px;">Short Course: How to use the IGP</a>
<a href="{{< ref "igp-guide" >}}" class="btn btn-primary" style="margin:5px;"> Handbook: The GitLab IGP Guide </a>
<a href="[igp-guide](/handbook/people-group/learning-and-development/career-development/igp-guide/)" class="btn btn-primary" style="margin:5px;"> Handbook: The GitLab IGP Guide </a>
<a href="https://docs.google.com/document/d/1qEqTHx_G1uIPQi8rIIbrHjJ6S0NYhKDoHeBOLXsjkNw/edit#" class="btn btn-primary" style="margin:5px;">Workday User Guide: Individual Growth Plans</a>
</div>
</div>
......
......@@ -90,7 +90,7 @@ The IGP is a dynamic tool to help support your growth and development. Workday w
1. Select a format to track your progress. Consider [these examples](/handbook/people-group/learning-and-development/career-development/#tracking-your-progress).
1. Have at least one quarterly [career conversation](/handbook/people-group/learning-and-development/career-development/#having-career-conversations) with your manager during a 1:1.
1. Review your IGP before completing the [Engagement Survey](/handbook/people-group/engagement#cultureamp-engagement-survey-overview) to incorporate in your feedback on career growth.
1. Review before engaging in the [360 feedback program]({{< ref "360-feedback" >}}). Ask for feedback on your specific development areas.
1. Review before engaging in the [360 feedback program](/handbook/people-group/360-feedback/). Ask for feedback on your specific development areas.
1. Include your lessons learned and growth opportunities in your [Talent Assessments](/handbook/people-group/talent-assessment).
Below is a sample timeline that you may want to follow when it comes to tracking, reflecting and iterating on your IGP, aligning with each half of the fiscal year.
......
......@@ -113,7 +113,7 @@ To open a GitLab issue:
1. In the Description add any relevant information
1. Click the "preview" button at the top of the issue box to preview your issue and make sure you have formatted everything correctly
1. Decide whether the issue needs to be confidential or not
1. **How do you know if your issue should be confidential or not?** [Transparency](/handbook/values/#transparency) is one of our values so we try to be open about as many things as possible. Only use confidential issues, if the issue must contain [non-public information]({{< ref "confidentiality-levels#not-public" >}}).
1. **How do you know if your issue should be confidential or not?** [Transparency](/handbook/values/#transparency) is one of our values so we try to be open about as many things as possible. Only use confidential issues, if the issue must contain [non-public information](/handbook/communication/confidentiality-levels/#not-public).
1. Assign the issue to the relevant person (that might be you!)
1. If relevant: assign a milestone
1. If relevant: add a label (or multiple)
......
......@@ -212,7 +212,7 @@ Please note, using G&D for coaching is only available for managers and leaders g
#### Coaching Right Now
**Description:** Professional coaching is available for managers and leaders job grade 8+ to support development in their professional area of interest. Team members job grade 4-7 can receive external coaching from [Modern Health](/handbook/total-rewards/benefits/modern-health/) and internal coaching from our [internal resources]({{< ref "coaching" >}}). Team members are expected to know their confidentiality obligations and are responsible for keeping coaching conversations [SAFE](/handbook/legal/safe-framework/).
**Description:** Professional coaching is available for managers and leaders job grade 8+ to support development in their professional area of interest. Team members job grade 4-7 can receive external coaching from [Modern Health](/handbook/total-rewards/benefits/modern-health/) and internal coaching from our [internal resources](/handbook/leadership/coaching/). Team members are expected to know their confidentiality obligations and are responsible for keeping coaching conversations [SAFE](/handbook/legal/safe-framework/).
Our partnership with [Coaching Right Now](https://docs.google.com/document/d/188H3iuIY9JwE4kmAeoLobNz-e6j-rKie/edit?usp=sharing&ouid=113211236094818760555&rtpof=true&sd=true) connects team members with GitLab-vetted coaches - [read their coaching bios here](https://drive.google.com/file/d/1_5q7aq4diWsXq0O9csQF40skZV4f_L_L/view?usp=drive_link). Team members can book 4, 6, or 8hrs of coaching. Availability is first come, first served. Pairing with a coach via Coaching Right Now saves time and energy looking for a coach that is aligned to GitLab values and way of working.
......@@ -306,7 +306,7 @@ If your G&D opportunity is across more than 1 year, you can distribute the costs
## Tax Implications
In some countries, the Growth and Development Fund may be considered as taxable income and can be (partially) exempted from personal income taxes or subject to employer withholding taxes. Check [the tax table]({{< ref "tax" >}}) for any tax implications in your country.
In some countries, the Growth and Development Fund may be considered as taxable income and can be (partially) exempted from personal income taxes or subject to employer withholding taxes. Check [the tax table](/handbook/people-group/learning-and-development/growth-and-development/tax/) for any tax implications in your country.
For example, in the United States 2021 tax year, if GitLab pays over [$5,250 for educational benefits for you during the year, you must generally pay tax on the amount over $5,250](https://www.irs.gov/newsroom/tax-benefits-for-education-information-center). GitLab should include in your wages (Form W-2, box 1) the amount over $5,250 in income.
......
......@@ -33,7 +33,7 @@ First, please open an issue in the [lxp-contributions project](https://gitlab.co
If you want to build the content into the platform yourself, please complete the Level Up [Learning Evangelist training](https://levelup.gitlab.com/access/saml/login/internal-team-members?returnTo=https://levelup.gitlab.com/learn/course/learning-evangelist-training). This training course uses instructional videos to teach learners the basics of content creation in Level Up, and includes some best practice to think about when designing learning content and gathering materials. Once you have completed the training, the Learning and Development team will uplift your permissions in Level Up to give you access to course authoring tools.
You can also use the [Learning Evangelist handbook page]({{< ref "course-author-training" >}}) to review any of the content in the course, directly from the handbook.
You can also use the [Learning Evangelist handbook page](/handbook/people-group/learning-and-development/level-up/course-author-training/) to review any of the content in the course, directly from the handbook.
## Support
......
......@@ -4,7 +4,7 @@ title: Learning Evangelist Training
This training is designed for team members who would like to create their own learning content in Level Up. Once you've completed the course, let the Learning & Development team know and we'll uplift your permissions and allocate you a number of content items to give you access to the system.
This handbook page is used to document the Level Up Learning Evangelist Training. The Learning & Development team use a [handbook first]({{< ref "interactive-learning" >}}) approach to interactive learning, so the content in this page can also be found in the Level Up course, but is preserved here as a Single Source of Truth (SSOT).
This handbook page is used to document the Level Up Learning Evangelist Training. The Learning & Development team use a [handbook first](/handbook/people-group/learning-and-development/interactive-learning/) approach to interactive learning, so the content in this page can also be found in the Level Up course, but is preserved here as a Single Source of Truth (SSOT).
[You can access this course in Level Up here.](https://levelup.gitlab.com/access/saml/login/internal-team-members?returnTo=https://levelup.gitlab.com/learn/course/learning-evangelist-training)
......
......@@ -189,7 +189,7 @@ The document is intended to be a starting point for managers to document where t
1. **Is the content in the slides in the Handbook?**
- Yes! All of the content will be in the Handbook. We are creating Google Slides to visualize the content for the challenges but all of it will live in the handbook.
1. **What if I can't attend a Live Learning session or complete a challenge?**
- If you miss a challenge or live learning session you can go back and complete the challenge anytime. Each SSOT page for material covered will be linked on this page. The live learning recordings will be on the respective SSOT page (ex. the recording for the Week 3 Coaching live learning will be on the [Coaching page]({{< ref "coaching" >}})).
- If you miss a challenge or live learning session you can go back and complete the challenge anytime. Each SSOT page for material covered will be linked on this page. The live learning recordings will be on the respective SSOT page (ex. the recording for the Week 3 Coaching live learning will be on the [Coaching page](/handbook/leadership/coaching/)).
1. **What if I am out of the office for part of the program?**
- As long as you complete the challenge and let the Learning and Development know when you have completed them, it is okay to be out of the office during the program.
1. **I'm not a Manager, can I still participate?**
......
......@@ -22,7 +22,7 @@ L&D also has courses on [Level Up](https://levelup.gitlab.com/learn/dashboard) t
### Professional Coaching
As a team member, you have access to multiple avenues for professional coaching to enhance leadership skills. A coach can help a leader identify skills to be developed, key strengths, and strategies for improvement. [Coaching]({{< ref "coaching" >}}) can focus on achieving goals within a leader's current job or move in new direction.
As a team member, you have access to multiple avenues for professional coaching to enhance leadership skills. A coach can help a leader identify skills to be developed, key strengths, and strategies for improvement. [Coaching](/handbook/leadership/coaching/) can focus on achieving goals within a leader's current job or move in new direction.
GitLab offers the following benefits for team members to receive coaching:
......
......@@ -51,7 +51,7 @@ An important task is to create a retrospective thread within the Becoming a GitL
### Coaching remote work practices
Do not assume that team members understand good remote work practices. GitLab managers are [expected](/handbook/company/structure/#management-group) to [coach]({{< ref "coaching" >}}) their reports to utilize [asyncronous communication](/handbook/company/culture/all-remote/management/#asynchronous), be [handbook-first](/handbook/about/handbook-usage/#why-handbook-first), design an [optimal workspace](/handbook/company/culture/all-remote/workspace/), and understand the importance of [self-learning and self-service](/handbook/company/culture/all-remote/self-service/).
Do not assume that team members understand good remote work practices. GitLab managers are [expected](/handbook/company/structure/#management-group) to [coach](/handbook/leadership/coaching/) their reports to utilize [asyncronous communication](/handbook/company/culture/all-remote/management/#asynchronous), be [handbook-first](/handbook/about/handbook-usage/#why-handbook-first), design an [optimal workspace](/handbook/company/culture/all-remote/workspace/), and understand the importance of [self-learning and self-service](/handbook/company/culture/all-remote/self-service/).
Leaders should ensure that new remote hires read a [getting started guide](/handbook/company/culture/all-remote/getting-started/), and make themselves available to answer questions throughout one's journey with the company.
......
......@@ -40,7 +40,7 @@ In FY23 Q1, 17% of mentees in current organized mentorship programs completed a
### Benefits for the mentor
1. Serve as a [leader in the organization](/handbook/leadership/) by enabling growth for other team members
1. Practice leadership, [effective communication](/handbook/communication/), and [coaching]({{< ref "coaching" >}}) skills
1. Practice leadership, [effective communication](/handbook/communication/), and [coaching](/handbook/leadership/coaching/) skills
1. Establish yourself as an expert in a field or speciality
1. [Build trust](/handbook/leadership/building-trust/) with team members
......@@ -236,7 +236,7 @@ Is this your first mentorship at GitLab? Maybe it's your first time as a mentor.
## How to organize an all-remote mentorship program
Consider the following practices and lessons learned by the GitLab team when organizing your own all-remote mentorship program. [Open a Merge Request](/handbook/handbook-usage) to contribute your own learning to list!
Consider the following practices and lessons learned by the GitLab team when organizing your own all-remote mentorship program. [Open a Merge Request](/handbook/about/handbook-usage/) to contribute your own learning to list!
1. Share call for applications across multiple channels and do direct outreach to great mentors for the best engagement. Lean on People Business Partners for suggestions of team members who would make great mentors and mentees.
1. In applications, ask for role, location, and mentorship focus area, along with ideal goals. Use multiple choice questions to easily sort and pair responses.
......
......@@ -46,11 +46,11 @@ As a manager you are now responsible for hiring team members to fill open vacanc
### Harassment
You are responsible as a manager to create and sustain a work environment in which all GitLab team members understand and know the ethical and legal behaivor that is required of them. As a manager you need to familiarize yourself with the [Code of Business Conduct & Ethics](https://ir.gitlab.com/static-files/7d8c7eb3-cb17-4d68-a607-1b7a1fa1c95d). One issue managers may face is harassment. GitLab's [Anti-Harassment]({{< ref "anti-harassment" >}}) policy makes it clear that team members have a right to a harassment-free work environment. For further details regarding harassment please read the [Anti-Harassment Policy]({{< ref "anti-harassment" >}}). As a manager if are made aware of or witness any form of harassment you must reach out to your aligned people business parter immediately to discuss the issue. You can find your aligned people business partner on the [People Business Partner Alignment](/handbook/people-group#people-business-partner-alignment-to-division) section of the handbook. Take a moment and review both the [People Group](/handbook/people-group#how-to-report-violations)'s reporting section, as well as the [Questions, Reporting and Effect of Violations](https://ir.gitlab.com/static-files/7d8c7eb3-cb17-4d68-a607-1b7a1fa1c95d) section of the Code of Ethics to familiarize yourself with the reporting and investigation process.
You are responsible as a manager to create and sustain a work environment in which all GitLab team members understand and know the ethical and legal behaivor that is required of them. As a manager you need to familiarize yourself with the [Code of Business Conduct & Ethics](https://ir.gitlab.com/static-files/7d8c7eb3-cb17-4d68-a607-1b7a1fa1c95d). One issue managers may face is harassment. GitLab's [Anti-Harassment](/handbook/people-group/anti-harassment/) policy makes it clear that team members have a right to a harassment-free work environment. For further details regarding harassment please read the [Anti-Harassment Policy](/handbook/people-group/anti-harassment/). As a manager if are made aware of or witness any form of harassment you must reach out to your aligned people business parter immediately to discuss the issue. You can find your aligned people business partner on the [People Business Partner Alignment](/handbook/people-group#people-business-partner-alignment-to-division) section of the handbook. Take a moment and review both the [People Group](/handbook/people-group#how-to-report-violations)'s reporting section, as well as the [Questions, Reporting and Effect of Violations](https://ir.gitlab.com/static-files/7d8c7eb3-cb17-4d68-a607-1b7a1fa1c95d) section of the Code of Ethics to familiarize yourself with the reporting and investigation process.
### Discrimination
You are responsible as a manager in ensuring that all team members are treated consistently. Please familiarize yourself with the [Discrimination]({{< ref "anti-harassment#discrimination" >}}) section of the Anti-Harassment policy. Like harassment a manager is required to immediately reach out to their aligned People Business Partner if they believe any discrimination has occurred. As a hiring manager here a few questions you can ask yourself to ensure all team members are treated consistently:
You are responsible as a manager in ensuring that all team members are treated consistently. Please familiarize yourself with the [Discrimination](/handbook/people-group/anti-harassment/#discrimination) section of the Anti-Harassment policy. Like harassment a manager is required to immediately reach out to their aligned People Business Partner if they believe any discrimination has occurred. As a hiring manager here a few questions you can ask yourself to ensure all team members are treated consistently:
- Am I holding this team member to stricter or different performance and behavioral standards than their peers?
- Am I treating this team member differently than I am treating team members with similar skills, abilities and accomplishments?
......
......@@ -47,7 +47,7 @@ Anyone team at GitLab is encouraged to build new courses. Some scenarios where y
Before you start the process to build content for a learning pathway, it's important that you ensure an existing pathway with the same content or style does not exist. Below are some strategies you can use to search existing content and check for duplication **before** you start building content.
1. All learning at GitLab is [handbook first]({{< ref "interactive-learning" >}}). Search the handbook for existing content pages and material. The [leadership handbook pages](/handbook/leadership/) and [all-remote guide](/handbook/company/culture/all-remote/guide/) are often a great place to start, especially when creating material for team members. Add relevant content to these handbook pages before creating a brand new page, and use the handbook as a SSoT for your pathway.
1. All learning at GitLab is [handbook first](/handbook/people-group/learning-and-development/interactive-learning/). Search the handbook for existing content pages and material. The [leadership handbook pages](/handbook/leadership/) and [all-remote guide](/handbook/company/culture/all-remote/guide/) are often a great place to start, especially when creating material for team members. Add relevant content to these handbook pages before creating a brand new page, and use the handbook as a SSoT for your pathway.
After you've done a complete search of existing material that you can integrate into your pathway creation, you should start building the remainder of the content your pathway needs. When your content is built, open an issue on the [lxp-contributions project](https://gitlab.com/gitlab-com/people-group/learning-development/lxp-contributions) using the `lxp_contribution` issue template.
......
......@@ -63,7 +63,7 @@ Team Members located in Singapore who are resigning and are **not** Singapore ci
### Offboarding
1. **People Connect:** On the Last Day of Work as indicated in the Workday Termination Report at the [pre-determined time]({{< ref "offboarding_standards#notice-of-offboarding" >}}) the offboarding issue will be [created](/handbook/people-group/engineering/offboarding#scheduled-offboarding-issue-creation) - this will signal to all system owners that team member access can be revoked. In the instance that the automation does not trigger the offboarding can be [initiated manually](https://internal.gitlab.com/handbook/people-group/people-operations/engineering/employment-automation/pops-commands/offboarding/) once this has happened all other back-end offboarding processes facilitated by People Connect can get underway.
1. **People Connect:** On the Last Day of Work as indicated in the Workday Termination Report at the [pre-determined time](/handbook/people-group/offboarding/offboarding_standards/#notice-of-offboarding) the offboarding issue will be [created](/handbook/people-group/engineering/offboarding#scheduled-offboarding-issue-creation) - this will signal to all system owners that team member access can be revoked. In the instance that the automation does not trigger the offboarding can be [initiated manually](https://internal.gitlab.com/handbook/people-group/people-operations/engineering/employment-automation/pops-commands/offboarding/) once this has happened all other back-end offboarding processes facilitated by People Connect can get underway.
1. **Deprovisioners (Systems):** You will be tagged in the departing team members offboarding issue and required to indicate that the team members access has been revoked kindly note that access to SOX Systems must be attended to with urgency and all other tasks within the offboarding issue must be closed out within five days.
## Involuntary Terminations
......@@ -260,7 +260,7 @@ I want to share that [team member's name] ([group] [role]) will be leaving GitLa
There will be situations in which team members prefer to share their offboarding message, and situations in which managers prefer to do so. Either is ok, **so long as team member and manager have reviewed the messaging together prior to posting**.
If someone is let go involuntarily, this generally cannot be shared since it affects the individual's privacy and job performance is intentionally kept [between an individual and their manager]({{< ref "confidentiality-levels#not-public" >}}).
If someone is let go involuntarily, this generally cannot be shared since it affects the individual's privacy and job performance is intentionally kept [between an individual and their manager](/handbook/communication/confidentiality-levels/#not-public).
If you are not close to an employee's offboarding, it may seem unnecessarily swift.
Please remember that these decisions are never made without following the above process to come to a positive resolution first - we need to protect the interests of the individual as well as the company, and offboarding is a last resort.
......@@ -299,7 +299,7 @@ GitLab's [turnover data](https://10az.online.tableau.com/#/site/gitlab/workbooks
### Offboarding Issue
To track all tool deprovisioning, please open an offboarding issue following the [offboarding standards]({{< ref "offboarding_standards" >}}).
To track all tool deprovisioning, please open an offboarding issue following the [offboarding standards](/handbook/people-group/offboarding/offboarding_standards/).
### Returning Property to GitLab
......
......@@ -188,7 +188,7 @@ Transgender is an umbrella term to refer to and capture all non-traditional gend
No, being transgender is not a mental illness.
Transgender people can experience a mental illness known as [gender dysphoria]({{< ref "orientation-identity#gender-dysphoria" >}}), however not all trans people have this experience, so being trans in and of itself is not a mental illness.
Transgender people can experience a mental illness known as [gender dysphoria](/handbook/people-group/orientation-identity/#gender-dysphoria), however not all trans people have this experience, so being trans in and of itself is not a mental illness.
This [Vox article on transgender mental health](https://www.vox.com/identities/2016/5/13/17938120/transgender-people-mental-illness-health-care) says it well,
......@@ -210,7 +210,7 @@ Asking for someone's pronouns is the same as asking for their name. In the same
In English, there are [many common pronouns](https://uwm.edu/lgbtrc/support-resources/gender-pronouns/) such as the singular they/them and ze/hir/hirs. To learn more see this [Time article on pronouns](https://time.com/4327915/gender-neutral-pronouns/).
For more information on pronouns, check out [Pronoun Guidance and Information]({{< ref "pronouns" >}}).
For more information on pronouns, check out [Pronoun Guidance and Information](/handbook/people-group/pronouns/).
### What if I accidentally use the wrong pronouns?
......@@ -222,4 +222,4 @@ At GitLab, you will not get fired for any of the following reasons, no matter wh
Race, color, religion, national origin, sex (including pregnancy), age, disability, HIV status, sexual orientation, gender identity, marital status, past or present military service, or any other status protected by the laws or regulations in the locations where we operate.
Please review our [anti-discrimination guidelines]({{< ref "anti-harassment#discrimination" >}}) for more information on what is not tolerated at GitLab.
Please review our [anti-discrimination guidelines](/handbook/people-group/anti-harassment/#discrimination) for more information on what is not tolerated at GitLab.
......@@ -59,10 +59,10 @@ Please see the [README.md](https://gitlab.com/gitlab-com/people-group/compliance
- [Privacy](/handbook/legal/privacy/) and [Privacy Laws and GitLab](/handbook/legal/privacy/privacy-laws/) - More information on GitLab's privacy practices.
- [Employee Privacy Policy](/handbook/legal/privacy/employee-privacy-policy/) - GitLab's policy for how we handle the personal information of our team members.
- [Records Retention Policy](/handbook/legal/record-retention-policy/) - GitLab's policy on the implementation of procedures, best practices, and tools to promote consistent life cycle management of GitLab records.
- [Data Classification Policy]({{< ref "data-classification-standard" >}}) - GitLab's Security Compliance policies related to data retention and disposal.
- [Data Classification Policy](/handbook/security/data-classification-standard/) - GitLab's Security Compliance policies related to data retention and disposal.
- [Data Protection Impact Assessment (DPIA) Policy](/handbook/legal/privacy/dpia-policy) - GitLab's policies related to Data Protection.
- [GitLab Audit Committee](/handbook/board-meetings/committees/audit/) - Information regarding GitLab's Audit Committee of the Board of Directors of GitLab Inc.
- [Total Rewards Audits]({{< ref "total-rewards-processes" >}}) - Information on some of our People Group audits.
- [Total Rewards Audits](/handbook/total-rewards/benefits/general-and-entity-benefits/inc-benefits-us/total-rewards-processes/) - Information on some of our People Group audits.
## Performance Indicators
......
......@@ -9,15 +9,15 @@ This handbook page is meant to cover who we are and why we exist at GitLab. On t
## People Analytics Team Members
- [Adrian Perez](/handbook/company/team/#aperez349): [Sr. Manager, People Analytics]({{< ref "people-systems-and-analytics#senior-manager-people-analytics" >}})
- [Shane McCormack](/handbook/company/team/#mccormack514): [Sr. Analyst, People Analytics]({{< ref "people-systems-and-analytics#senior-analyst-people-analytics" >}})
- [Adrian Perez](/handbook/company/team/#aperez349): [Sr. Manager, People Analytics](/job-families/people-group/people-systems-and-analytics/#senior-manager-people-analytics)
- [Shane McCormack](/handbook/company/team/#mccormack514): [Sr. Analyst, People Analytics](/job-families/people-group/people-systems-and-analytics/#senior-analyst-people-analytics)
## People Analytics Handbook Contents
- [People Analytics Data Guide](data-guide.md) - If you are an analyst trying to use People data sets, this guide will help you get started with our data models.
- [People Data Governance]({{< ref "data-governance" >}}) - This is an overview of how we ensure quality of our People data.
- [People Analytics Tableau Dashboard Overview]({{< ref "people-tableau" >}}) - This page covers how we use Tableau to share data and insights at GitLab. It includes some of our commonly used dashboards.
- [People Analytics Survey Support]({{< ref "survey-support" >}}) - We help build employee surveys in Culture Amp. This page covers some of the details we need to help administer a survey and the additional support the People Analytics team can provide.
- [People Data Governance](/handbook/people-group/people-ops-tech-analytics/people-analytics/data-governance/) - This is an overview of how we ensure quality of our People data.
- [People Analytics Tableau Dashboard Overview](/handbook/people-group/people-ops-tech-analytics/people-analytics/people-tableau/) - This page covers how we use Tableau to share data and insights at GitLab. It includes some of our commonly used dashboards.
- [People Analytics Survey Support](/handbook/people-group/people-ops-tech-analytics/people-analytics/survey-support/) - We help build employee surveys in Culture Amp. This page covers some of the details we need to help administer a survey and the additional support the People Analytics team can provide.
## What is People Analytics?
......
......@@ -11,7 +11,7 @@ This handbook page provides an overview of data definitions and data models used
- [DBT Docs](https://dbt.gitlabdata.com/#!/overview) - This resource contains comprehensive documentation on all available dbt models. This is a great starting point to understanding our models. For specific People Models, please reference the **Commonly Used Data Models** section below for a starting point.
- [Definitive guides to data subject areas](/handbook/enterprise-data/data-catalog/) managed by the Data team.
- [Documentation on data pipelines](/handbook/enterprise-data/platform/pipelines/) for the technically curious analyst. This page goes into each data source and extraction details.
- [People Group Tech Stack Guide]({{< ref "tech-stack-guide-workday" >}}) for overview of all the integrations that go into and out of our HR systems and all the tools we use.
- [People Group Tech Stack Guide](/handbook/people-group/tech-stack-guide-workday/) for overview of all the integrations that go into and out of our HR systems and all the tools we use.
## People Group Data Dictionary
......
......@@ -69,7 +69,7 @@ Our promotion philosophy is also aligned with our [values](/handbook/values/):
- **Collaboration**: Cross-functional lens for feedback and calibration
- **Results**: Business justification, scope, and team member results are demonstrated and documented to support promotions
- **Efficiency**: Consistency and scalability in our promotion processes by twice per year planning and calibration. The planning and calibration timing considers existing programs and cycles for the business and aims to embed promotions into cadences where they best align for efficiency.
- **Diversity, Inclusion, and Belonging**: Fairness and equity reflected through a consistent approach and documentation to promotions at all levels in the organization and supported by our [job frameworks](/handbook/company/structure/) and Total Rewards [URG]({{< ref "review-cycle-inputs#underrepresented-group-audit" >}}) audit
- **Diversity, Inclusion, and Belonging**: Fairness and equity reflected through a consistent approach and documentation to promotions at all levels in the organization and supported by our [job frameworks](/handbook/company/structure/) and Total Rewards [URG](/handbook/total-rewards/compensation/compensation-review-cycle/review-cycle-inputs/#underrepresented-group-audit) audit
- **Iteration**: Process is improved each cycle. In FY24, we moved to a twice per year. We continue to look at ways we can iterate on our process for efficiency and scalability.
- **Transparency**: Clarity and efficacy of promotion metrics, budget, and guidelines, in addition to transparency in promotion justification through internally public promotion documents.
......@@ -800,7 +800,7 @@ The [People Connect Specialist](/job-families/people-group/people-connect) in th
The People Connect Leads will pull a monthly report to check that any qualifying team members did get their Career Mobility issue is opened.
The [Career Mobility Issue](https://gitlab.com/gitlab-com/people-group/people-operations/employment-templates/-/blob/main/.gitlab/issue_templates/career_mobility.md) will then be created by the People Connect Team member assigned by using the [automated Slack command]({{< ref "employment-issues#career-mobility-issues" >}}) three days prior to the effective date to allow for the managers to start preparing for the team member's transition.
The [Career Mobility Issue](https://gitlab.com/gitlab-com/people-group/people-operations/employment-templates/-/blob/main/.gitlab/issue_templates/career_mobility.md) will then be created by the People Connect Team member assigned by using the [automated Slack command](/handbook/people-group/engineering/employment-issues/#career-mobility-issues) three days prior to the effective date to allow for the managers to start preparing for the team member's transition.
Important things to ensure:
......
0% Loading or .
You are about to add 0 people to the discussion. Proceed with caution.
Finish editing this message first!
Please register or to comment