Purpose, Domains, Accountabilities defined by parent circle.
Accountabilities:
- Merging the Async pull request if there are no objections in the given period. (See Policy: Async governance process)
Purpose: Organization that can scale while keeping it’s agility.
Accountabilities:
- Keeping 'Onboarding' Asana project up-to-date https://app.asana.com/0/45872219775035/list
- Organizing team retreats
Purpose: Introduce great people to Lab.Coop
Accountabilities:
- Attracting partner candidates
Purpose: Hire great people
Accountabilities:
- Taking over HR leads from Partner Evangelist or any partner
- Introducing potential partners to the Lab
- Handling HR leads through the selection process
- Taking advice on hiring decisions
- Arranging recruitment process
- Building freelancer pool
- Matching freelancers and hires with potential clients through an advising process
Domain:
- Selection process
- Hiring decision
- Cassus (focus: Cultural fit)
- Tojas (focus: Dev skills)
- David (focus: Dev skills as backup)
- Juli (focus: Design skills)
Purpose: Hire the right people
Purpose: Useful employee handbook
Accountabilities:
- Update 'Welcome to the Lab (employee onboarding handbook)' https://docs.google.com/document/d/1-MZNLsxHXaOlziC_skAsBJCFVnMcms3URl7xqrsdiZ0/edit?usp=sharing
Domain: Employee handbook
Purpose: Professional and expert developers
Accountabilities:
- Facilitating weekly Dev learning workshop
Purpose: Lab practices NVC.
Accountabilities:
- Arranging NVC practices
- Helping newcommers learn it
Purpose: Lab understands Holocracy.
Purpose: Unspecified.
Accountabilities:
- Scheduling events, notifying and updating members, preparing meeting agenda and booking location (especially booking a meeting room if needed)
Purpose: Unspecified.
Accountabilities:
- Scheduling events, notifying and updating members, preparing meeting agenda and booking location (especially booking a meeting room if needed)
We use the same Async governance process as TLC
- Managed in Asana.
- When you start the selection process with someone in the Recruitment pipeline, copy the subtasks from
= template =to the person - Mark the subtasks done and comment about your results and impressions on the person-card as the person progresses through the hiring process.
- Bootcamp process template: https://app.asana.com/0/45872219775035/list
- Welcome to the lab informal document: https://docs.google.com/document/d/1-MZNLsxHXaOlziC_skAsBJCFVnMcms3URl7xqrsdiZ0/edit?usp=sharing
- Probation time is 3 months, when it comes to ownership there is a one year cliff.
- After probation time, each partner gains access to company credit cards.
- Peer review should happen at the end of each months of the probation time, which can impact seniorty and glue, so salary increase or decrease could happen as we learn more about a new partner.
Salary formula, levels, Glue levels and Glue multiplier: https://docs.google.com/spreadsheets/d/1voxCpH29Lr8OlSuG7JL51BQSAwQPfVzkdpkM7aR9GbU/edit#gid=118044564
- If you are an
x%part-time employee in the Lab, you getx%pay andx%ownership. - You can't go above 100%
If your commitment was x% part-time but you spent significantly more y% of your efforts on the Lab you can retroactively adjust your part-time ratio.
- With the explicit support of the two people you most worked with.
- You may only change your part-time ratio for periods after last divident pay.
- Update your part-time percent value in the slary sheet.
Assessments based on Level and Glue indicators.
- self assessment
- peer feedback with name (you'll only see your responses)
- no more edits/responses, results internally published
- display results + pitch + questions
- self-set levels and glue can be challenged by anyone until the next work day. Use the conflict resolution process.
Peer reviews are every 3 months after the divident payments.