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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, informally, and quarterly check-ins via Lattice, 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?
Impact Reviews are our structured way to reflect on performance, impact, and growth over the past review period. They focus on self-reflection and manager feedback, and may include optional peer input to add perspective where helpful.
The goal is to provide clear, fair feedback, recognize impact, and support development and growth.
Who is eligible for a review/compensation increase?
Who is eligible for a review:
- All teammates who have 3+ months of tenure and started on or before October 31st are eligible to participate in our annual impact review, meaning anyone who started on or after November 1st are not eligible for a review or a merit-based compensation increase.
- On average, Teammates can expect to have their performance reviewed and their compensation increased for merit purposes once a year if they are meeting expectations.
Who is eligible for a compensation increase:
- To receive a full merit increase:
- If you 1) started before April 30th 2025 and 2) received a 3, you are eligible for a full merit increase (non-OTE positions only)
- If you received a 1 (distinguished) or a 2 (superior) rating, you are eligible for a merit increase (or spot bonus if in commission based role) regardless of your start date.
- To receive a pro-rated increase:
- If you 1) started on or before April 30th 2025 through October 31st 2025 (3-6 months tenure as of January 31st 2025), you are eligible for a prorated increase
- Example: If the standard merit increase is 4%, a teammate with 5 months of tenure will receive 5/12 of that, or 1.67%.
- If you received a off-cycle promotion at any point in 2024 that did not exceed 10% or more total increase, you are eligible for a prorated increase. Increases can never exceed 10% in one year unless there is a justifiable market adjustment situation that warrants more.
- Example: If teammate is being promoted and the entry point of the band to the new level to the level is greater than >10% then this would qualify as an exception for receiving more than 10%
- To receive no increase:
- Teammates who receive a 4 or 5 rating are not eligible for a compensation increase or market adjustment.
- Market adjustments
- All teammates, regardless of start date, are eligible to receive a compensation increase if their compensation falls below the 75th percentile of the compensation band. 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.