Limatos here senior support engineering manager, america's east, with an update about performance, factor, reviews and next steps. So, let's get into it. So as of 1215 performance, factors have been finalized by people, ops and now support engineering managers have those final versions, and you might be saying why does people apps need to finalize them? They actually are a great partner in the process and they act as a counterbalance to check for bias. So if you're interested in that, you can click a link here and understand what they do and it's really helpful at first.

It can feel a little bit weird, but I think it is actually really helpful going into this next performance review. I think it's really important that we are trying, as a company to decouple performance review and compensation review now. They're really close together and they're happening around the same time this year, and we talked about this at a manager level trying to understand. Well. How do we want to address that traditionally?

You'd get your performance factor and comp information in the same conversation, and we think it's a little bit awkward, but people ops is suggesting that we separate them now and we have those performance conversations and then give you the compensation information when we have it so be ready for your manager in the next few weeks, between now and the end of january, to talk to you about your performance factor if they haven't yet you can ask them when they plan on it, and they should be ready to answer that and going forward.

You should expect compensation information by late january or the beginning of february no later than february 1st. So that's important to note, and the last thing that I want to take a second here to talk about is next year. It should be less awkward. We will have a performance review in may or june and we'll use the worksheets that we did this year. Then we'll have a performance review in december january, somewhere around there and we'll use the performance worksheets, and at that point we'll be pretty comfortable.

We should be confident and then we do a compensation review and you might have seen something about a catch-up compensation review and that exists, but it really only applies to people that were hired at a date where they wouldn't be reviewed for more than a year their compensation. So if that happens, that applies to them. But it's separate to this, so I just want to let you know that if you hear about it, it's not a core part of this process.

It's meant to help people to make sure that they get a review at some point before at least once a year. So from there. My last ask for you is, if you're interested, we need feedback on the worksheets that we built this year. Those worksheets were translated from the old compa group information that we used. Some of that information might be outdated. I've had some great feedback from cynthia from vg and weiming. Thank you all and I'm looking forward if you're interested.

Please comment on those issues and we want to wrap those up by january 15th so going into our may june performance review, and if you hear that that is a very fat cat sneezing.

So it goes remote work hey by june. 15. Excuse me by january 15th. We want to have that locked in, so that we can then go ahead and do that in may june. Thanks all have a great one, and I hope you got a laugh out of a fat cat, sneezing bye.