@@ -37,7 +37,7 @@ The following items are internal:
1. Discussions that involve decisions related to country of residence are not public due to privacy and employment considerations. The output of such decisions, such as [country hiring guidelines](/handbook/people-group/employment-solutions/#country-hiring-guidelines), will be public.
1. If public information compromises the physical safety of one or more team members, it will be made not public because creating a safe, inclusive environment for team members is important to how we work. Information that might compromise the physical safety of a team member includes doxxing or threats made against a team member.
1. Information related to a press embargo, or related to an upcoming publication where the response will be managed by our external communications team.
1. Information that relies on someone else's copyrighted IP. Our [compensation calculator](/handbook/total-rewards/compensation/compensation-calculator/), for example, relies on private sources of information and can't be made completely public.
1. Information that relies on someone else's copyrighted IP.
1. Information related to early exploratory initiatives in which premature sharing of information could slow down purchases.
1. When there is a product offering being developed that is expected to generate very high demand that cannot be quickly met, it should be kept internal in order to give the team the time to create the right solution.
1. Changes to GitLab.com free tier limits such as storage, data transfer, user limits or compute minutes are not public, as they are similar to Pricing and Packaging as discussed below in limited access.
@@ -56,7 +56,7 @@ The items below are not shared with all team members. Limited access is a more s
1. Planned pricing changes. Much like reorganizations, plans around pricing changes are subject to modifications before being finalized. Thus, pricing changes are limited access while in development. Applicable team members will be consulted before any pricing changes are rolled out.
1. Certain discussions that relate to company policy or process changes. Some organizational policies are sensitive in nature and require thoughtful consideration before any communications are made. Relevant team members and leaders will be informed whenever possible.
1. Legal discussions are restricted to the purpose of Attorney-Client Privilege and some may be limited access instead of internal.
1. Some information is kept confidential by the People Group to protect the privacy, safety, and security of team members and applicants, including: job applications, background check reports, reference checks, compensation, terminations details, demographic information (age and date of birth, family or marital status, national identification such as passport details or tax ID, required accommodations), and home address. Whistleblower identity is likewise confidential. Performance improvement plans, disciplinary actions, and individual feedback are restricted, as they may contain negative feedback and [negative feedback is 1-1](/handbook/values/#collaboration) between you and your manager. However, People Group policies and processes are public (for example, [Job families](/handbook/hiring/job-description-library/) and our [Compensation Calculator](/handbook/total-rewards/compensation/compensation-calculator/calculator/)), along with limited information that team members choose to share on the [Team](/handbook/company/team/) page.
1. Some information is kept confidential by the People Group to protect the privacy, safety, and security of team members and applicants, including: job applications, background check reports, reference checks, compensation, terminations details, demographic information (age and date of birth, family or marital status, national identification such as passport details or tax ID, required accommodations), and home address. Whistleblower identity is likewise confidential. Performance improvement plans, disciplinary actions, and individual feedback are restricted, as they may contain negative feedback and [negative feedback is 1-1](/handbook/values/#collaboration) between you and your manager. However, People Group policies and processes are public (for example, [Job Description Library](/handbook/hiring/job-description-library/), along with limited information that team members choose to share on the [Team](/handbook/company/team/) page.
1. Acquisition offers by or of GitLab.
1. Compensation Changes: GitLab will communicate and train team members on the output of iterations to the Total Rewards offerings (Compensation, Equity, Benefits), but team members will not have visibility into the inputs and decision making of compensation changes.
1. Security Incident Investigation: In order to avoid exposing team members to MNPI, the Security Incident Response Team (SIRT) will restrict access to only those necessary to assess the materiality of incidents. Once an incident is determined to not have MNPI the access may be changed to [internal](/handbook/communication/confidentiality-levels/#internal).
@@ -95,7 +95,7 @@ Not only does this create a less [inclusive](/handbook/company/culture/inclusion
1. Employees are [more productive with fewer distractions](https://about.gitlab.com/blog/2018/05/11/day-in-life-of-remote-sdr/), so long as leadership is supportive in equipping teams with the requisite tools, structure, and culture to thrive.
- For example, GitLab has a KPI of [65 tickets closed per support staff per month](/handbook/support/performance-indicators#average-daily-tickets-closed-per-support-team-member).
1.[Increased savings on office costs](https://globalworkplaceanalytics.com/wp-content/The%20Remote%20Work%20ROI%20Calculator%20V0.97/The%20Remote%20Work%20ROI%20Calculator%20V0.97.htm) and [compensation](https://about.gitlab.com/blog/2019/02/28/why-we-pay-local-rates/)(due to hiring in lower-cost regions).
- GitLab **maintains a more balanced payroll** than other San Francisco Bay Area colocated companies. Learn more in the [Compensation Calculator](/handbook/total-rewards/compensation/compensation-calculator) section of GitLab's handbook.
- GitLab **maintains a more balanced payroll** than other San Francisco Bay Area colocated companies.
- Each function has a new hire location factor target. As an example, [marketing](/handbook/company/kpis/#marketing-kpis) targets < 0.72 and [finance](/handbook/company/kpis/#finance-kpis) targets < 0.69. (For reference, San Francisco is 1.00)
- We have a [people group KPI](/handbook/company/kpis/#people-group-kpis) for our average overall location factor to be < 0.65.
@@ -68,7 +68,7 @@ The Executive Sponsorship Advocates are nominated senior leaders by the E-Group
**A sponsor at GitLab is:**
- A Senior Leader at a minimum [job grade 10+](/handbook/total-rewards/compensation/compensation-calculator/#job-grades)and is not the sponsees direct manager.
- A Senior Leader and is not the sponsees direct manager.
- The senior leader should be a People Manager or Manager of Managers
- Must have been at GitLab for 6+ months
- Be able to commit to the defined duration of the sponsorship program which will include
@@ -207,7 +207,7 @@ Once sign ups are complete, it is important to provide training to the Sponsors
Once sign up has closed for the Sponsees, matching can begin. You should utilize the answers in the sign up form to match sponsees and sponsors appropriately. Other considerations include:
- The sponsor should be two job grade above the sponsee
- The sponsor should be two job level above the sponsee
- The sponsor should not be in the direct hierarchy of the sponsor
- Utilize the sign up form to match similar goals and experiences for the sponsee sponsor pairing
