@@ -24,7 +24,7 @@ description: "Our talent assessment process is how we recognize and grow the peo
-[What is the 9-box?](/handbook/people-group/talent-assessment/#the-performancegrowth-potential-matrix)
-[What if I'm new here or just got promoted (Too New To Rate - TNTR)?](/handbook/people-group/talent-assessment/#too-new-to-rate)
-[What if I'm new here (Too New To Rate - TNTR)?](/handbook/people-group/talent-assessment/#too-new-to-rate)
### Your Role in the Process
@@ -357,13 +357,9 @@ Calibration can be done asynchronously or synchronously, and should be done by l
For newly onboarded team members, with a tenure up to 3 months, we have implemented a "Too New to Rate" (TNTR) assessment category. This designation will be applied to individuals with a start date within 3 months of the kick off of Talent Assessment as they have not yet had sufficient time to demonstrate their Performance/Growth Potential according to the defined pillars.
The introduction of a "Too New to Rate" category is a solution as feedback was raised that being rated "Developing" in many cases does not reflect the actual Performance/Growth Potential. Therefore a TNTR designation is to accurately reflect the time to get up and running of recently onboarded team members. This category acknowledges that new hires require a reasonable timeframe to familiarize themselves with the organization, their role, and the expectations before they can be accurately assessed using the Performance/Growth Potential Matrix.
A TNTR designation is to accurately reflect the time to get up and running of recently onboarded team members. This category acknowledges that new hires require a reasonable timeframe to familiarize themselves with the organization, their role, and the expectations before they can be accurately assessed using the Performance/Growth Potential Matrix.
While newly onboarded team members do not need to complete the Talent Assessment evaluation in Workday, it's still important for them to have a check-in conversation with their manager. We recommend that this conversation happens after the team member has completed 3 months with GitLab. We've created [this template](https://docs.google.com/document/d/1itxP_OOuNC2oRXYu3ep_ZQdutqcZUdUyXgzQomEpuKM/edit) for team members and managers to complete. The goal would be for the newly onboarded team member and their manager to come together to have a conversation reflecting on their first 3 months at GitLab, highlighting their strengths and opportunities, then aligning on any support needed for the team member moving forward.
Besides team members with a GitLab tenure up to 3 months (New hire TNTR), the "Too New to Rate" designation will also be available for team members that have just transferred or were promoted to a new role. Please see the [Promotions or Transfer During Assessment Cycle](/handbook/people-group/talent-assessment/#promotions-or-transfers-during-assessment-cycle) section for more details and guidance on how to evaluate and consider performance in these scenarios.
If any of the above cases arise it is recommended that you discuss with your People Business Partner to ensure the Too New to Rate designation is consistently applied.
While newly onboarded team members do not need to complete the Self Assessment evaluation in Workday, it's still important for them to have a check-in conversation with their manager. We recommend that this conversation happens after the team member has completed 3 months with GitLab. We've created [this template](https://docs.google.com/document/d/1itxP_OOuNC2oRXYu3ep_ZQdutqcZUdUyXgzQomEpuKM/edit) for team members and managers to complete. The goal would be for the newly onboarded team member and their manager to come together to have a conversation reflecting on their first 3 months at GitLab, highlighting their strengths and opportunities, then aligning on any support needed for the team member moving forward.
