 Hi everyone, it looks like it's right on the dot of the hour for me. So I'll go ahead and get started First I want to introduce myself. I'm Brittany Rody the people operations specialist here at GitLab And this is the people ops functional group update on October 4th Let me grab over here so our accomplishments over the last five weeks have been Barbie graver started as our chief culture officer We're very excited to welcome Barbie to the team and get her input on all the different things We've been working on and see you know where people ops is going to go in the future So we're very excited if you haven't met or welcome Barbie, please feel free to do so in Slack or send an email In addition, we've been focused on summit planning and visas for Greece which is coming up in two weeks Which is crazy that it's so quick. So if there's anything you need have any questions regarding the summit Any visas or travel arrangements any questions for those? Please feel free to reach out in the fall 17 summit Slack channel Send an email to Kirsten amma or to people ops and we can assist you with that We started career mapping in our last functional group update We presented this but I wanted to also present that we have continued doing this and iterating for different departments so development has been added to the career mapping and The next silo that we'll focus on is sales to make sure that there are all the different positions and different transfer and promotion options Listed out there. We'll continue to iterate on this. This isn't done by any stretch of the imagination But we want to at least have something out there for managers and individual contributors to look at as they are developing their career paths We also completed our performance review process The cycle has closed There was about a month for everybody to complete the reviews and then a couple weeks just to wrap up any last reviews That were coming in so if you haven't met with your manager yet, or you haven't received your review Please reach out to your manager or to people ops to make sure that those meetings happen And also that you can see your feedback and lattice if you have any questions or technical difficulties Please reach out on slack or open an issue Send an email to people ops and we can assist you with that the performance review process Completion is an accomplishment but we are constantly iterating as well on this item and there is an open issue for What we're going to do for the next iteration of these for the next cycle So if you're interested in or have any feedback for the performance reviews, please make a comment in that issue people ops Also collaborated and Barbie implemented our Q4 okay ours. We're very excited to get started On those items, but if you're curious what we'll be working on in the next Quarter and for our next update you can go ahead and take a look there We also established our German entity So we will be Starting the process to transfer all of our contractors to employees that are based out of Germany There's an open issue. If you have any questions on how that will work You can please post in the issue or send up, you know, it's a personal question You can always send that information to people ops if you don't want it be able to everyone but we want to specifically thank Paul and Jamie for You know rolling out this entity and helping us There's also a contract listed already on the contracts page So if you have any questions on the contract language or what the different terms mean Please feel free to reach out to any of us to walk through that Yesterday we actually released our experience factor training. So we are asking managers to take a look at the employees and how they're Fitting within their job descriptions how what their experience factor is for different requirements And then taking the aggregate of that after it's all waited and adding an experience factor to each of their employees to make sure We have accurate data How to do that and why we're doing it is all listed out in the handbook So you can take a look and read through there if you have any questions. We have Q&A sessions There'll be another one today at 4 p.m. Pacific time and one next Tuesday at 5 30 a.m. Pacific time So if or if you can't make one of those two training sessions You can also reach out to people ops with any questions open an issue etc We encourage managers and individual contributors to attend these sessions as it helps us, you know iterate and Work through the different guidelines that we have set up and after each meeting We commit whatever changes or questions that were asked into the handbook itself so that it's always alive and up to date one of our Okay ours for Q3 was to develop and document benefit plans for each entity. So we went ahead and did that we Added in each of the entities we currently have and what the current benefits are The next step in this will be to kind of develop what our guiding principles are when it comes to benefits and How we're going to continue to roll out benefits in the future so the development hasn't stopped It'll keep iterating. We'll put those guidelines out in Q4 But for now all of the benefits that we have for each entity are outlined on the handbook page From the hiring perspective We implemented lever and that's completely been rolled out. So all of our hiring managers and candidates are in that system now Sasha and Chloe put together a great merge request for new user setup and what the implementation means for each person So please take a look at that. It's been merged. So it's already in the handbook as well But if you have any updates or any questions on the instructions or how to use lever This would be a great place to add those in Q3 was a great quarter for hiring. We had 23 new hires in Q3 and There's more coming in. There'll be a lot of new people at the summit So we're very excited to welcome and meet everyone at that time So our plans for the next next five weeks in the next quarter We are continuing our market data iteration of the compensation calculator This was hoped to be done by the end of Q3 But we're now changing that and adjusting it to the end of Q4 just based on different Needs within people ops, but this is still a very high priority item We want to make sure that what we edit what we release is the best version of the comp calculator thus far So if you want to have any updates on where we're at, please feel free to take a look at the issue and to also ask any questions For the UK all of our employees in the UK. We are rolling out a pension scheme for those employees There is an open issue Abby will be working on this She's a posting updates as they come in So please feel free to take a look at the issue as well as ask any questions You have on what that means for an employee in the UK, etc in addition, we are going to be Finalizing our policies around different currencies for compensation. So there's some Items or you know currencies that we can't pay out of due to bank regulations or restrictions And so how we're going to handle those and what our policy is Will be outlined in this issue and the subsequent work your question there We're hoping to have this wrapped up pretty soon. So that way there are no more Questions about you know, when we should how we handle currencies, etc But if you have any questions or you are affected by this, please feel free to reach out to people ops If you don't hear anything from us within the next month or two As I mentioned, we will be iterating on performance reviews And so there's the link again as it is, you know a top plane of ours And so we want any feedback that you haven't already submitted any thoughts that you might have and our hope is to make two changes Each iteration so we'll make two more changes from the last iteration to this new iteration And continuously improve the performance review process that way Grovo also has a new platform. So we'll be migrating to their Delta version This should happen with by the end of Q4 and then we can reassess You know Grovo and different items within Grovo the trainings But if you have any questions, please feel free to reach out to Abby as she is leading that migration as well as the rest of people ops team From the hiring perspective, we're looking to bring on a recruiting director So we've posted a job requisition for that as well as additional recruiters our Pipeline is absolutely amazing with how many candidates are coming in and so we we would love to have any Recommendations you have a referrals of people, you know in these roles that would be great Lastly, we're also going to begin developing a diversity internship program So bringing on interns within get lab and this is something that the people ops team is looking to Get a start on in Q4 and then also to roll out and really build out in 2018 So I would love to open it up to questions. I will Go ahead and stop sharing my screen so I can see the chat box But please feel free to shout out any questions too as I'm going through chat. So Kim Oh, I think Barbara already answered your question. Perfect for 401k in the US. That is something that we'll continuously look at But if you have any questions, it's it's not on our plans currently, but it might be one day So it's just something that's a pending benefit that could happen. Oh, and yes, we are also looking. Thank you, Barbie We're also looking for business partners. So if you know anyone, please send us those referrals as well Interns can't get coffee for you, but they can do coffee breaks with you So we encourage everybody to continue having coffee breaks as well Hey, Brittany in the Career mapping that was in the slinked in the slides It talks about marketing but not sales. Is that right that it should be marketing that's included and sales is going to be next Yes So there's marketing and development that's listed out and then sales is kind of next on our on our list Excuse me of silos to go through so that we can make sure that we are hitting each entity or each Division through the company as we go. Oh, and yes, Clement the UK pension scheme This is a statutory requirement So it is a little bit out of our hands to release this but we are excited to release it when it comes to Different benefits though. This is decided by leadership And so we can open an issue and talk about any benefits that you would like but we're going to first develop our guiding principles to see what We would like to how our benefits are going to be created And then it'll you'll there'll be a little bit more clarification from there based on which entity has each benefit I should say this is an auto-enrollment scheme in the UK. It's a government-led Initiative as of 2012 so every employer in the UK has to provide a pension by law There has to be a contribution and which can be split between the employer and the employee and The contribution it's not really matched. That's not really it's not a fair Comparison to make between a 401k in the US and what we have to do in the UK So I just wanted to make that a bit clearer for everyone when we talk about matching It's not quite the same thing, but I will update the issue I have been sent just now a PDF with some more information about auto-enrollment what it means how it works So I will add that and then you can all take a look at that if you're interested Thank you, Abby and please keep the questions coming because any questions you have we want to resolve either here or within the issue track or via email Okay, so I'll do crickets one crickets two You elaborate more on the internship who is the target audience um yeah, JC or Barbie Do you want to elaborate a little bit more on the internship? I can and this is a really beginning stages folks And I don't think that it will roll out this year We're gonna begin development on it but internship programs are the kind of thing that you have to get pretty far in front of if You want to get the best candidates The big companies who've been doing this for a long time are making their offers for summer interns in January March of the latest So we want to start getting some development on it If we want to have interns in for next summer Then we need to actually start working on developing something now to position ourselves to do that the focus really will be on Helping to build our pipeline for diversity So we want people from lots of different places backgrounds Underrepresented minorities, you know We really want to have this be a great funnel for for diversity one of things I think it's great about get lab being a distributed cut company We don't have to just hire from specific areas with specific types of people We can be much broader than that and so I want to use this program to do that and I want to also use it to energize the whole company around the idea of diversity and What this talent can do for us there, but I think that my bias is a little bit towards Engineering and development. I don't know we'll have to talk to each of the group leaders of whether or not sales and marketing would also benefit from this I I I'm sure they would but let's start small and The groups that are super passionate and super interested in bringing on interns should let us know and we'll create an issue on this As we actually start to get to creating something we have not even begun Thinking about this in any kind of detail yet. So what I'm talking about right now is off the top of my head really So I think that as we do develop this will open up the issue We'll get the feedback from from all of you and and more and then we'll try to start putting some little things in place that Enable us to start putting our toes in the water for interns this summer Yeah, Grace Hopper is wonderful I do love Grace Hopper and that's the kind of thing Cindy that I want us to really focus on like what are those events? What are those schools that have the really great talent and are really investing in Diversity on their campuses are there some historically black universities in colleges that we can go to in the US Is there something like that outside of the US for? People not here. I don't want it to be completely US focused I'm more familiar with the universities in the US But we'll be looking to all of you to tell us what the great ones are outside the US and and help us help us build this Thank you, Barbie There's no other questions. I'll give it another five ten seconds All right. Well, thank you all for attending the people ops functional group update and we'll see you in five weeks