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A
A
We
heard
some
feedback
from
the
culture
amp
survey
that
people
didn't
feel
like.
There
was
great
transparency
in
their
progression
here,
and
they
felt
that
the
current
cdf
was
subjective
and
how
they
were
being
evaluated
for
the
different
roles
in
the
latter
as
a
product
manager.
So
we
established
this
working
group
and
the
ultimate
goal
was
to
deliver
a
revised
cdf
plan
with
different
tracks
that
were
focused
on
delivering
results
as
a
product
management
professional
here
at
gitlab.
A
A
After
that
we've
delivered,
I
think
three
different
iterations
of
the
cdf,
and
then
we
ran
a
pilot
for
a
full
quarter
where
people
were
able
to
conduct
two
cdf
reviews
with
that
pilot.
After
that,
we
incorporated
that
initial
pilot
feedback
into
our
now
current
cdf
revised
template
which
lives
on
this
career
development
framework
pilot
page.
So
this
page
is
been
updated
throughout
the
the
different
phases
of
the
cdf
iterations
that
we've
made,
and
it's
really
been
what
we
would
call
the
single
source
of
truth
of
the
new
cdf
so
going
forward.
A
Once
we
revamp
this
working
group,
we
will
be
using
this
page
in
addition
to
the
existing
cdf
page,
to
help
support
people's
transition
over
to
the
new
cdf,
and
then
we
would
promote
this
page
to
the
formal
cdf
review.
Once
we
formally
roll
out
the
the
new
template
to
everyone,
we
still
need
to
figure
out
exactly
how
the
rollout
mechanics
will
look
and
that's
what
our
first
meeting,
I
think,
with
the
working
group
team,
will
be
what
what
do
we
think
the
roll-up
plan
should
be
how
many
people
should
be
in
the
pilot.
A
B
Iterations,
okay,
so
it
sounds
like
sorry.
It
sounds
like
the.
It
sounds
like
the
updates
or
the
changes
that
we
want
to
make
to.
It
are
fairly
well
baked,
and
it's
now
just
testing
it
basically
and
then
iterating
it
when
you
do
right
exactly
that's
exactly
okay,
great
and
then
for
for
the
original,
when
folks
were
expressing
that
they
felt
that
the
cdf
was
subjective,
were
there
items?
B
A
That's
a
really
great
question
so
the
way
that
the
current
cdf
is
aligned
to
different
functions
of
our
jobs.
So,
like
the
validation
skills
versus
build
track
skills
versus
communication
skills,
the
pms
felt
that
they
weren't
delivering
against
each
of
those
tracks.
So
they
had
to
do
like
mental
gymnastics
on
how
their
job
relates.
Back
to
these
ways,
these
skills
were
being
evaluated
and
then
the
interpretation
of
the
skill
completion
was
not
transparent.
So,
even
though
we
have
a
description
of
what
validation
track
means,
what
does
it
mean
to
be
exceeding
or
performing
in?
A
B
A
B
A
A
The
biggest
net
net
of
it
is.
We
have
four
tracks
in
the
current
world,
we
have
four
tracks
in
the
new
world,
but
what
we're
evaluating
are
combinations
of
skills
based
off
of
measurable
outputs,
so,
instead
of
validation
track,
we
have
added
like
different
ways
of
measuring
that
somebody
is
producing
high
quality
validation
track
outputs
that
would
be
measured
inside
of
the
product
roadmap
and
product
led
growth.
A
Category,
for
example,
like
if
you're
conducting
good
customer
interviews,
you're
going
to
see
the
growth
in
your
mouth
you're,
going
to
see
adoption
of
your
product
you're,
going
to
see
engagement
from
the
field
thought
leadership
is
another
one.
That's
been
that's
replacing
like
communication
skills
and
business
skills,
so
there
isn't
like
a
one-to-one
mapping.
We've
completely
started
fresh
with
new
results,
focused
tracks
and
and
kind
of
combined
what
we
were
measuring
and
skills
into
each
of
these
different
tracks.
A
A
So
I
think
our
biggest
challenge
for
this
project
is
managing
the
the
team's
just
concerns
about
losing
work
that
they've
contributed
to
the
existing
cdf
mechanism.
So
we
need
to
figure
out
how
do
we
provide
high
quality
coaching
to
managers
to
have
these
conversations?
Because
change
is
going
to
be
really
hard
and
if
it
hits
people's
like
perception
of
their
growth
or
their
ability
to
obtain
more
money,
we
gotta
make
people
feel
prepared
to
have
those
conversations,
because
I
can
see
that
that's
probably
gonna
be
a
big
defensive
part.
B
Help
I
mean,
hopefully
it's
the
case-
that
this
is
capturing
kind
of
the
key
activities
that
the
pms
are
already
doing,
and
so
it's
not
as
though,
hopefully
it
doesn't
feel
like
the
goal.
Posts
are
changing,
but
rather
the
way
that
we're
rating
things
aligns
better
with
what
people
are
actually
doing
on
a
day-to-day
basis.
So
I.
A
A
The
important
change
here
is
that,
like
we
want
you
to
be
focusing
as
a
as
a
product
team,
we
want
you
to
be
focusing
on
the
things
that
are
going
to
drive
the
most
value
for
our
business
yeah.
And
if
we
have
these
processes
in
place
like
opportunity
campuses
like
weekly,
triage
reports
that
are
taking
up
a
significant
amount
of
your
time,
but
they're
not
moving
the
needle
for
a
business,
then
we
should
feel
empowered
to
challenge
those
processes.
A
B
Yeah,
I
think
that's
the
principle
of
that
is
a
great,
a
great
change.
I
think
so.
Okay
awesome
any
other
thoughts
or
questions.
I
don't
think
so.
I'm
sure,
as
I'm
reading
through
stuff
I'll
have
additional
things
that
I'm
wondering
about
I'll
show
you
those
but
but
I
appreciate
you
taking
the
time
to
summarize
it
for
me,
yeah.