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From YouTube: Collaborate on potential team member promotion process using GitLab issues, boards, and labels
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A
So
when
I
had
growth,
fulfillment
and
model
ops,
which
is
different
slightly
different
groups
today,
the
groups
created
this.
They
didn't
want
to
coordinate
on
promotions
between
the
engineering
managers
and
senior
engineering
manager
and
me
in
slack
and
google
docs.
So
we
still
use
the
google
docs
in
the
template,
but
we
decided
to
use
a
private
project
with
it
with
an
issue
template
to
coordinate
the
process.
A
Things
like
you
know
the
engineering
management
who
wants
to
be
promoted
the
engineering
manager
is
this,
their
their
manager
as
this
etc
includes
peer
review
and
like
common
things
that
would
be
caught
in
review
like
having
names
of
people
in
the
thanks
section
or
the
kudos
section.
We
try
not
to
have
to
do
that
and
also
the
length
of
the
document.
A
We
try
to
make
it
about
six
pages,
so
that
kind
of
helped
to
do
a
little
quality
control
and
just
manage
the
overall
process
and
it
worked
well
now
I
have
different
teams
now
I
it's
still
growth
in
model,
ops
and
now
I'm
sick.
So
I
don't
know
if
jerome's
going
to
continue
this
for
fulfillment,
they
seem
to
like
it,
but
not
sure-
and
I
haven't
brought
this
in
front
of
sec
yet
to
see
their
thoughts.
A
So
I
brought
this
up
to
christopher
and
he
said
hey.
Maybe
other
teams
want
to
do
this?
Maybe
we
can
standardize
the
overall
promotion
process
inside
each
team
and
then
when
it
rolls
up
to
him
and
juliana
for
their
reviews.
Was
this
calibration
the
the
the
the
meetings
where
we
go
through
the
promotions?
A
They're
they're,
pretty
painful,
I'm
not
sure
a
process
like
this
will
help
it
that
much,
but
it
might
help
with
a
little
painful
and
just
a
we
have
lots
to
discuss
and
it
takes
a
long
time
so
christopher
said,
run
up
by
some
people
like
darva
and
juliana
and
see
what
they
think.
So
what
do
you
think.
B
B
How
you
built
it
out
to
see
where
there
were
overlaps
or
differences,
and
so
it's
kind
of
cleansing
your
palette,
so
that
you
know
you
can
query
so
I
wanted
to
kind
of
walk
you
through.
As
you
go
to
one
I
wanted
to
one
a.
We
have
two
ones:
sorry
about
that,
yep,
it's
two
two,
a
two
a
and
how
to
a
and
how
I
created
a
small
prototype
and
now
I'll
do
it.
So
I
can
share
my
screen
and
this
is
not
taking
away
from
what
you
do.
B
B
B
The
only
way
to
move
out
of
the
spreadsheet
is
create
boards
or
views
where
you
can
filter
and
sort,
because
that's
what
we
tend
to
do
a
lot
like
sort
by
art
we're
going
to
do
all
intermediates
or
we
want
to
know
everybody
who's.
Let's,
let's
talk
about
all
tim's
people
or
things
like
that,
and
then
I
have
a
workflow
status
so
that
you
know
where
you
are
kind
of
like
in
the
workflow
and
going
back
to
this.
B
So
I
had
a
department
view
board
and
I
yell
is
such
a
bad
color.
I
should
have
never
done
that,
but
this
would
be.
I
don't
have
anything
to
tell
you,
but
otherwise
so
for
the
development
department.
You
could
see
where
everything
is
so
awaiting
performance.
Whatever
I
have
there,
I
can't
remember
what
I'll
use
for.
A
B
Waiting
peer
review
in
peer
review
so
just
like
our
normal
workflow
statuses.
So
if
christopher
was
interested
in
like
saying
where
we
were
or
juliana
because
she's
checking
for
them,
who
could
have
the
sub
department
view
so
that
tim
could
kind
of
see
where
all
of
his
were?
And
I
would
I
would
want
to
be
for
my
stage
and
so
on.
B
A
I,
like
it
it's
it's,
got
a
lot
of
benefits
over
what
I
was.
I
had
one
big
issue
per
quarter
for
the
entire
team
and
then
comments
on
each
and
I
like,
but
the
questions
are
very
similar.
You
know
where's
the
promotion
doc.
Has
it
been
who's
done,
the
peer
review,
you
know,
etc,
etc,
and
I
also
conflated
the
process
of
managers
determining
who
they
want
to
promote
with
the
promotion
process
once
they
decide
and
I
like
actually
just
make
that
can
be
handled
separately,
the
who
they
want
to
promote.
A
I
would
like
a
name
like
make
sure
you
tell
me
by
this
date,
because
if
you
don't,
then
they're
not
going
to
be
considered,
but
that's
that's
kind
of
two
different
processes.
I
really
like
the
labels,
too,
and
and
having
the
issue
boards.
The
one
thing
that
came
up
is
with
both
is
so
would
each
so
we
could
have
one
project
that
includes
all
engineering
managers,
senior
injury
managers
and
directors
and
christopher
and
juliana,
and
that
would
be
really
efficient,
but
it
doesn't
have.
It
might
not
have
the
right
confidentiality
we
want.
Like.
A
Let's
say
I
want
to
somebody
on:
one
of
my
teams
wants
to
promote
somebody,
and
I
don't
agree
like
should
my
peers
like,
should
you
know
about
that
right
or
should
that
be
kept
inside
the
team?
Some
might
want
to
keep
that
inside
the
team
like
internal
debate
on
a
team
at
the
senior
manager,
level
or
director
level
before
it
gets
to
everybody
who's,
a
leader,
okay
for
each
group
and
then
merge
them
over
like
copy
the
issues
over.
A
B
I
think
you're
right.
I
think
that,
whether
you
capture
that
process
in
another
project
or
in
a
google
doc
or
on
a
slack
channel
because
of
confidentiality,
you
can't
be
together
so
today
I
always
ask:
what
are
we
doing
today?
We're
doing
google
doc
and
slack?
So
if
we,
you
know,
create
a
project
by
stage
or
project
by
sub
department,
that's
still
a
step
better
than
using
slack
and
google
docs.
B
It's
not
ideal,
like
ideally
gitlab
would
allow
you
to,
like
you
know,
have
a
path
from
private
projects
to
another
project,
but
we
don't
have
that
functionality,
but
I
think
it's
an
iteration
that's
better
than
what
we're
currently
doing,
but
I
do
like
the
idea
of
catching
katherine
was
happening
before
in
a
like
a
sub
department,
private
project
or
a
stage
private
project.
I
like
that,
but
I
agree
I
shouldn't
see
who
didn't
make
it.
I
shouldn't
see
what
I
would
normally
see
today.
B
I
really
wanted
juliana
to
get
feedback
on
this,
because
this
is
really
her
process,
because
what
I'm
suggesting
is
saying
juliana
is
tearing
away
from
your
spreadsheet,
you
know,
and
you
will
use
issues
list
and
and
labels
and
also
from
the
engineers
engineer,
managers,
directors,
et
cetera
or
engineering
managers,
and
they
have
to
use
those
labels.
We
have
to
have
excellent
label
hygiene,
for
this
won't
work.
Things
won't
show
up
and
then
juliana
show
up
in
surprise.
B
So
it
could
be
that
in
the
development
staff
meeting
juliana
says
this
is
my
board.
This
is
what
I
see
if
you're
not
on
this
board,
it's
not
making
it,
whereas
today
she
probably
gives
us
a
list.
Maybe
in
our
wonder
woman's
or
I
don't
know
how
she
does
today,
but
it's
probably
using
some
kind
of
googlebot,
but
she
would
you
know
she
would
have
to
sign
off
and
make
sure
that
we
have
all
the
labels.
We
need
all
the
workflow
statuses
that
we
need.
A
A
A
I
wouldn't
want
to
force
it
on
the
other
teams,
necessarily
until
we
try
it,
but
maybe
we
try
it
for
one
quarter
like
make
it
optional
for
everybody
for
one
quarter,
except
for
you
and
I
and,
and
you
know
so
and
then
we'll
see
how
it
goes
and
then,
if
it
goes
well,
then
make
it
you
know
iteratively
improve
it,
make
it
required
for
everybody
else.
The
next
quarter
that.
B
B
A
B
A
Well,
thanks
jordan,
so
let
me
know
how
it
goes
with
juliana
and
then
I'll
do
unless
you
want
to
I'll.
Do
the
first
draft
vmr
and
then
tag
you
for
for
your
review
before
we
and
and
mine
will
also
be.
This
is
a
draft
process,
not
the
process
and
then
get
your
feedback
on
juliana's.
If
gilan
is
good
with
us
going
forward
with
this
and
then
go
from
there.