Group Tenant Scale - Operating System - Performance Management
Overview
Our framework focuses on both results delivery and behavioral alignment with GitLab’s CREDIT values. Performance is measured through a combination of job family responsibilities (60%) and competencies (40%), including values alignment, remote working effectiveness, and leadership capabilities where applicable.
We emphasize continuous feedback, regular calibration for consistency, and transparent communication to support team member growth and organizational success. Performance conversations happen regularly in 1:1s, with formal assessments conducted annually (Q1) and mid-year check-ins to ensure ongoing alignment and development.
Expectations
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Performance Management at GTS aligns with Engineering Career Development | The GitLab Handbook and GitLab’s Talent Assessment Program, utilizing a Performance/Growth Potential Matrix (9-Box) approach to ensure consistent, fair evaluation of team members.
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Regular Performance Conversations - Managers conduct performance discussions in weekly 1:1s with documentation in shared agenda documents.
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Calibration Consistency - All managers participate in quarterly calibration sessions to ensure fair and consistent performance assessment across teams using GitLab’s calibration methodology to minimize bias and ensure consistency.
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Documentation Standards - Performance feedback, goal progress, and development conversations are documented with specific examples using the SBI (Situation-Behavior-Impact) model.
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Talent Assessment Participation - Complete annual Performance/Growth Potential assessments in Workday with supporting documentation and rationale.
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Mid-Year Check-ins - Conduct structured mid-year performance reviews using GitLab’s mid-year check-in template and process.
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Performance Improvement - Address underperformance promptly with clear action plans, coaching, and escalation procedures when needed.
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Values Alignment - Assess and coach team members on GitLab’s CREDIT values as part of overall performance evaluation.
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Growth Potential Assessment - Evaluate team members against the four pillars of growth potential: Adaptability, Expandability, Consistency, and Self-Awareness.
Inputs and Artifacts
Operating Cadences
Quarterly GTS Calibrations
Go through performance calibrations for the entire GTS Group.
Participants: All GTS Managers
When: Every Quarter
Resources: None
Yearly GTS Calibrations for the Annual Performance Review
Complete formal Performance/Growth Potential assessments in Workday, including manager evaluations, calibration sessions, and Key Talent identification.
Participants: All GTS Managers
When: Q1 annually (following GitLab’s formal talent assessment timeline from January-April)
Resources:
- Workday talent assessment system
- Job family competency frameworks
- Calibration session templates
Mid Year Check-in
Structured performance conversations using GitLab’s mid-year template, focusing on achievements, strengths, opportunities, and support needed.
Participants: Manager and Direct Report
When: Mid-year (Q2/Q3)
Resources: GitLab Mid-Year Check-in Guide
Team Member Impact Analysis
It is our responsibility to make sure that our teams are effective and we are working on a range of activities focused on delivering wider business value, so we want to consider the impact that individuals have in our teams.
Participants: All GTS Managers
When: Every 6 months to align with the mid-year checkins and annual talent assessment
Resources: Team Member Impact Analysis
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