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Impact Reviews Explained

We create a high-performance culture at Sourcegraph by providing continuous, actionable, and direct feedback, both informally and formally. While we expect our Managers to provide ongoing feedback with Teammates year-round in 1:1 meetings and informally, we also provide formal feedback via our annual “impact review” process, which takes place in February.

The purpose of this handbook page is to outline our formal annual feedback review process, known as “impact reviews.” We refer to our annual review process as “impact reviews” because they reveal the impact that you are making here at Sourcegraph.

To read more about how we provide continuous feedback and our performance improvement plan (PIP) process, please see our Teammate Development page.

What is an impact review?

Our impact review process follows the 360-degree feedback model, which is a performance evaluation method where feedback is gathered from multiple sources, including self-review, peers, and supervisors, and direct reports (if applicable). The benefit of this model is that it provides a more well-rounded and comprehensive view of a teammate's performance and behavior. It takes into account multiple perspectives and can provide insights into areas for improvement that the teammate may not be aware of. Additionally, it can help to increase self-awareness and provide a more accurate assessment of a teammate's strengths and weaknesses. By including feedback from different levels and areas of the organization, the 360-degree feedback model can provide a more accurate and objective evaluation of a teammate's performance and help foster a culture of continuous improvement and development.

Who is eligible for a review/compensation increase?

• If you received a 1 or a 2 rating, you are eligible for a merit increase (or spot bonus if in sales) regardless of your start date.
• If you received a 3 rating, you are eligible for a merit increase once a year. Because of this, those who started on or after Feb 1 2023 are not eligible for a merit increase in 2H FY24 impact review cycle. They will be eligible in the 1H FY25 review cycle instead.
  • Note: to be eligible to participate in a review cycle, a Teammate must have worked at least 4-months in that given review period and have received a performance rating of a “3” or higher.
• On average, Teammates can expect to have their compensation increased for merit purposes once a year if they are meeting expectations.
• Teammates can receive compensation increases 2x per year for exceptional performance (Rating score: "Distinguished" or "Superior" performance with a 1 or 2 rating), but the expectation is that Teammates receive a comp review 1x per year
• Teammates who receive a 4 or 5 rating are not eligible for a compensation increase.
• Teammates can also receive a compensation increase due to updates to compensation bands and recalibration of the 75th percentile. This is not inclusive of any FX changes for PEO teammates and only applicable when the respective compensation band is updated.

When do impact reviews take place?

Formal performance reviews take place once a year aligning with our promotion and compensation review cycles.

1H FY25

• Launches at the end of January (corresponding promotion and/or pay increase goes into effect Feb 1st).
• This review period reviews a teammate's performance between August 1st to January 31st.
• Who is eligible: To be eligible for an impact review, teammates must be in their role for a full 4 months. Therefore, teammates who started on or after October 1st are not eligible for the FY25 impact review cycle or corresponding merit increase.