Overview

Team member guide for FY26 for dates, process and team member templates

**FY27 Team Member Guide for dates, process, and records.**

  1. Goal Setting: January-February
  2. Quarterly Performance Reviews
    1. Q1: April
    2. Q2: July
    3. Q3: October
  3. December: 360 Degree Feedback
  4. December-January: 1:1 Annual Performance Review
  5. February 1: Total Rewards statements and salary changes in effect.

Individual Goal Setting

  1. Each GitLab Foundation team member should draft goals for the fiscal year using the GTLF template. Each goal should be SMART (specific, measurable, attainable, relevant, and time-bound). You will have goals in 3 categories:
    1. Strategic (3 goals): Review the foundation’s Organizational Goals and figure out where you and your current role fit. Ask yourself, what can I do in my role to move the mission forward and help the foundation reach its goals? Each strategic goal will be tied to an annual goal and key result.
      1. Each team member will need to align their strategic goals to key results as defined in the organization’s Organizational Goals.
    2. Career & Development (1 goal): Be honest and thoughtful about your career path. What will help you grow in your current role and what can you do in your role at the foundation that furthers those career plans?
    3. Values (1 goal): Think about your work that you perform and our organizational values. How can you make sure that you are focusing on one or more values in your work throughout the year?
  2. Once drafted, share your annual goals with your manager and set aside some time to discuss
  3. After you speak with your supervisor, revise your goals as needed, send a link to the Chief Operating Officer, and inform them if you wish to Opt-In to share your goals with all team members.
    1. Opt-In: Team member's goals will be viewable by their manager, the Chief Operating Officer, and the President & CEO. Team members may keep their goals confidential or share with other team members.

Quarterly Performance Reviews

  1. Team members will discuss their individual performance at a Quarterly Review 1:1 with their manager. Your manager will be responsible for scheduling this call.
    1. Please ensure you share your self-review at least three business days in advance of the scheduled call.
  2. Team members will meet with their manager to address the areas below. These quarterly reviews are to discuss your performance over the last three months (from the date of the scheduled 1:1 call).
    1. What were your performance highlights over the past three months?
    2. In what ways could your performance have been better?
    3. Are you on track with your annual goals? Any concerns?
    4. What are areas that we can invest in your further development?
    5. What are some of your learnings from the last three months?
    6. Feedback for your manager on how s/he can best continue to support you and your work

High-Performing Team Feedback Sessions

Annually, at all-hands meetings

These sessions prove an opportunity for team members to share candid feedback to each other in pairs to improve overall team performance.

  1. Pre-work: Please consider in advance what feedback (positive and constructive) you’d like to share with each team member. Ideally your feedback will be specific and include examples. The prompts will be:
    1. “Here’s something you’re doing that’s helping us achieve our goals/helping us be a high-performing team”
    2. “Here’s something you’re doing that’s hindering us from achieving our goals/here’s how you could help us strengthen our team”
    3. “Here’s an offer I want to make OR a request that I have of you” (optional)
  2. In the session:
    1. Each pair will have 20 minutes to discuss (10 minutes of feedback per person)
    2. After all pairs have shared feedback with each other, the group reconvenes. To promote accountability, each team member shares back a summary of what they heard and what next steps they will take.