recover Playbooks/2023-Lead-Evaluation-Guide.md

Signed-off-by: Jakub Sokołowski <jakub@status.im>

Jenkinsfile

@@ -1,3 +1,6 @@
+#!/usr/bin/env groovy
+library 'status-jenkins-lib@v1.8.8'
+
 pipeline {
   agent { label 'linux' }
 
@@ -11,41 +14,33 @@ pipeline {
   }
 
   environment {
-    CNAME = 'contributors.status.im'
     GIT_COMMITTER_NAME = 'status-im-auto'
     GIT_COMMITTER_EMAIL = 'auto@status.im'
-    /* dev page settings */
-    DEV_SITE = 'dev-contributors.status.im'
-    DEV_HOST = 'jenkins@node-01.do-ams3.sites.misc.statusim.net'
-    SCP_OPTS = 'StrictHostKeyChecking=no'
   }
 
   stages {
     stage('Build') {
-      steps {
+      steps { script {
         sh 'mdbook build'
-      }
+        jenkins.genBuildMetaJSON('book/build.json')
+      } }
     }
 
-    stage('Publish Prod') {
-      when { expression { env.GIT_BRANCH ==~ /.*master/ } }
+    stage('Publish') {
       steps {
         sshagent(credentials: ['status-im-auto-ssh']) {
-          sh "ghp-import -p book"
-        }
-      }
-    }
-
-    stage('Publish Devel') {
-      when { expression { env.GIT_BRANCH ==~ /.*develop/ } }
-      steps {
-        sshagent(credentials: ['jenkins-ssh']) {
           sh """
-            rsync -e 'ssh -o ${SCP_OPTS}' -r --delete book/. \
-              ${env.DEV_HOST}:/var/www/${env.DEV_SITE}/
+            ghp-import \
+              -b ${deployBranch()} \
+              -c ${deployDomain()} \
+              -p book
           """
         }
       }
     }
   }
 }
+
+def isMasterBranch() { GIT_BRANCH ==~ /.*master/ }
+def deployBranch() { isMasterBranch() ? 'deploy-master' : 'deploy-develop' }
+def deployDomain() { isMasterBranch() ? 'contributors.status.im' : 'dev-contributors.status.im' }

README.md

@@ -29,9 +29,11 @@ Will expose the built page under http://localhost:3000/.
 
 # Continuous Integration
 
-Two branches are built by [our Jenkins instance](https://ci.infra.status.im/):
-
-* `master` branch is deployed to https://contributors.status.im/ by [CI](https://ci.infra.status.im/job/website/job/contributors.status.im/).
-* `develop` branch is deployed to https://dev-contributors.status.im/ by [CI](https://ci.infra.status.im/job/website/job/dev-contributors.status.im/).
-
 PRs should be made for `develop` branch and `master` should be [rebased](https://git-scm.com/book/en/v2/Git-Branching-Rebasing) on `develop` once changes are verified.
+
+- [CI builds](https://ci.infra.status.im/job/website/job/contributors.status.im/) `master` and pushes to `deploy-master` branch, which is hosted at <https://contributors.status.im/>.
+- [CI builds](https://ci.infra.status.im/job/website/job/dev-contributors.status.im/) `develop` and pushes to `deploy-develop` branch, which is hosted at <https://dev-contributors.status.im/>.
+
+The hosting is done using [Caddy server with Git plugin for handling GitHub webhooks](https://github.com/status-im/infra-misc/blob/master/ansible/roles/caddy-git).
+
+Information about deployed build can be also found in `/build.json` available on the website.

custom.css

@@ -1 +1,8 @@
-/* Placeholder for custom page-wide CSS. */
+/* Hack to hide the last sub-element under "License" link in SUMMARY.md.
+ * Currently that's only "2023 Lead evaluation guide".
+ * Necessary due to lack of support for hidden chapters:
+ * https://github.com/rust-lang/mdBook/issues/1821
+ * https://github.com/rust-lang/mdBook/issues/2176 */
+ol.chapter > li:not(.chapter-item):last-child {
+    visibility: hidden;
+}

src/Playbooks/How-to-request-goods-or-services.md

@@ -10,6 +10,7 @@ Please carefully read the following instructions to ensure a smooth and timely p
 - **Software & Licenses**: (new tools, apps, subscriptions, etc.)
 - **Consulting fees**: (consultants, freelancers)
 - **Other fees**: (bounties)
+- **Events**: (rent, insurance, sponsorship, entertainment, etc.)
 
 > For instructions on how to raise a request, please refer to this [guide](https://www.notion.so/Request-Goods-or-Services-9891dc90f4424a0ebd3407db1991c203?pvs=4#3ef6bd6141f84ff496cfea785a514a5a).
 
@@ -17,7 +18,7 @@ If you are unsure about the categories or how to proceed with your specific case
 
 2. Your request will be reviewed by a Budget Owner (usually the Project Lead) and, where required, by the relevant Service Units. The approval process will be handled automatically. Please ensure that you provide all necessary details regarding your request, as these are crucial for the Project Leads and Service Units to review and make the necessary arrangements.
 
-> Note: The [Approval strategy](https://www.notion.so/Approval-strategy-9c15269bbb184ec9909dfd900bcf0b91?pvs=21) for each request may vary based on several variables:
+> Note: The [Approval strategy](https://www.notion.so/769ae660ac2240e9b1daf7b3ba4bb49c?v=ed50eb29a825492eab8623f9973d7886&pvs=4) for each request may vary based on several variables:
 > - **Category/sub-category**: Different sets of approvers may be required based on the category/sub-category of the request. For example, PeopleOps partners need to review requests for learning & development but not for consulting fees or software & licenses.
 > - **Amount**: In some cases, a simplified approval strategy may be triggered if the amount is below a certain threshold.
 > - **Project**: The Budget Owner is determined based on the selected project in the request. If the Budget Owner is the one raising the request, the L2 Budget Owner will be required to provide approval.
@@ -34,4 +35,4 @@ If you are unsure about the categories or how to proceed with your specific case
 6. When Finance processes your payment requests or third-party invoices, they will check for approved requests in SpiffWorkflow. If there are no approved requests or if the amounts differ, they may request additional approval from the Budget Owner and Service Units.
 
 
-If you are a Budget Owner or a member of the Service Units team, you may find the [report](https://superset.infra.status.im/superset/dashboard/p/W351qlbzmdj/) useful.
+If you are a Budget Owner or a member of the Service Units team, you may find the [report](https://superset.bi.status.im/superset/dashboard/p/BzMqY16qXGd/) useful.

src/Playbooks/Superset.md

@@ -5,7 +5,7 @@ Superset is an open-source data exploration and visualization platform powered b
 
 Step 1: Accessing Superset
 
-- Open your web browser and enter the URL Superset is hosted. https://superset.infra.status.im/superset/welcome/
+- Open your web browser and enter the URL Superset is hosted. https://superset.bi.status.im/superset/welcome/
 - Enter your Github username and password to log in to Superset. If this is your first time using Superset it will create a brand new user for you
 - If this is your first time, you'll need access to dashboards you need. You can contact laloanaya through discord or at lalo@status.im to get access to these resources.
 

src/SUMMARY.md

@@ -17,6 +17,7 @@
      - [Journey to your first contribution](./contributing-to-status/journey-to-your-first-contribution.md)
      - [Value-creating Behaviours](./contributing-to-status/value-creating-behaviours.md)
      - [Laptops and devices](./contributing-to-status/laptops-and-devices.md)
+     - [Collaboration](./contributing-to-status/collaboration.md)
      - [Coworking allowance](./contributing-to-status/coworking-allowance.md)
      - [Location independence](./contributing-to-status/location-independence.md)   
      - [Events and meetups](./contributing-to-status/events-and-meetups.md)
@@ -25,11 +26,12 @@
      - [Referrals](./contributing-to-status/referrals.md)
      - [Headspace](./contributing-to-status/headspace.md)
 - [Fundamentals](./fundamentals/index.md)
-     - [Security guidelines](./fundamentals/security-guidelines.md)
      - [Recommended reading](./fundamentals/essential-reading.md)
+     - [Security guidelines](./fundamentals/security-guidelines.md)
+     - [In case of a dispute](./fundamentals/In-case-of-a-dispute.md)
+     - [In case of emergency](./fundamentals/emergencies.md)
      - [Code of Conduct](./fundamentals/code-of-conduct.md)
      - [Contributor Privacy Policy](./fundamentals/contributor-privacy-policy.md)
-     - [In case of emergency](./fundamentals/emergencies.md)
 - [Finance](./finance/index.md)
      - [Getting paid](./finance/getting-paid.md)
      - [Third-party invoices format](./finance/third-party-invoices-format.md)
@@ -37,11 +39,18 @@
 - [Offboarding](./offboarding/index.md)
      - [Device Logistics](./offboarding/device-logistics.md)
 - [Playbooks](./Playbooks/index.md)
+     - [2023 self-evaluation guide](./Playbooks/2023-Self-Evaluation-Guide.md)
      - [How to request goods and services](./Playbooks/How-to-request-goods-or-services.md)
      - [Spiffworkflow](./Playbooks/Spiffworkflow.md)
      - [Superset](./Playbooks/Superset.md)
+- [Team Lead Manual]()
+     - [Candidate Tasks](./Team-lead-manual/Candidate-Tasks.md)
+     - [Evaluation Guide](./Team-lead-manual/2023-Self-Evaluation-Guide.md)
+
 
 *****
 
 - [Contributing to the Contributors Guide](./contributing-to-this-guide.md)
 - [License](./LICENSE.md)
+    <!-- # This is hidden using custom.css file. -->
+    - [2023 Lead evaluation guide](./Playbooks/2023-Lead-Evaluation-Guide.md)

src/Team-lead-manual/2023-Lead-Evaluation-Guide.md

@@ -0,0 +1,48 @@
+## ✨ Lead Evaluation Guide
+
+_This document is intended to be a supporting document to help Core Contributors complete the 2023 Lightweight Evaluation Process._
+
+This guide has been created to assist you in providing constructive and meaningful feedback to Core Contributors regarding their impact on Status. The  evaluation will be structured in two parts. The first section will have specific questions about the Core Contributor’s contribution, collaboration and autonomy. Following that, there will be a short answer section that will give you an opportunity to provide more detailed feedback about the Core Contributors in the team you lead. 
+
+**Writing Meaningful Feedback**
+
+There are two questions in the evaluation process designed to be more freeform qualitative questions to give you the opportunity to provide specific feedback to the core contributors in your team - these are: 
+
+1. What is (at least) one thing the contributor does well?
+2. What is (at least) the one thing the contributor could improve on? 
+
+With these questions, we suggest. 
+
+1. Provide clear and specific examples to support your feedback.
+2. Focus on addressing behaviors, not personality traits, for objective and action-oriented feedback
+3. Maintain a respectful and empathetic tone to ensure your contributors feel supported
+
+There are a variety of frameworks and guides that are useful in helping write and deliver feedback. For more on giving feedback, please see [here](https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/12/02/how-to-give-feedback-to-freelancers-contractors-and-remote-workers/?sh=d753b074d5b4).
+
+Additionally, here are examples of effective and ineffective feedback for the Core Contributors in your team:
+
+> 😃 _Effective:_
+“Over the past year, the contributor has shown exceptional collaboration skills within our team. One particular instance to highlight was their collaboration skills during our recent project with Team X and Team Y. In this project, the contributor took the initiative to organize and lead discussions among the teams and consistently encouraged participation from others. The contributor helped to facilitate open conversations and create safe spaces for such collaboration which made a really positive impact on the project’s success. We were able to make better and more informed decisions as a result of this (for example, as a result, we decided to prioritise feature z) - the contributor played a significant role in making this happen.”
+
+> 😔 _Ineffective:_
+“Excellent collaboration skills”. 
+
+**Quantitative Assessment**
+
+It’s important to approach the quantitative section of this process with fairness and objectivity. The expectation is that not all of your Core Contributors in your team will receive an “Outstanding” rating. Instead, the aim is to offer honest and well-balanced feedback that reflects each Core Contributor’s actual performance. Keep in mind that most Core Contributors will likely receive a “Meets Expectations” rating. This will ensure that our evaluations are realistic and meaningful.
+
+**Rating Guide**
+
+The evaluation process requires you to provide a rating of the Core Contributors in your team - please use the guidance below:
+
+* **Does Not Meet Expectations:** Core Contributor consistently fails to meet role expectations. 
+* **Partially Meets Expectations:** Core Contributor sometimes meets role expectations but has room for improvement
+* **Meets Expectations:** Core Contributor consistently meets expectations for their role - likely the majority of Core Contributors will fall into this category (it’s a good rating that demonstrates they are meeting our high expectations). 
+* **Exceeds Expectations:** Core Contributor consistently goes above and beyond what is expected in their role
+* **Outstanding:** Core Contributor consistently has exceptional performance and contributions. Would expect this to be awarded to only a very small group of Core Contributors. 
+
+**Distribution of ratings** 
+
+Whilst there’s no forced distribution of ratings, it’s natural to expect (with 200+ core contributors) we’ll use the full scale of ratings. It is likely that most CCs will fall into the “meets expectations” category, but that we will also have some (a smaller amount) that are distributed in the higher, and lower, categories. 
+
+Please reach out to your People Ops Partner if you have any questions.

src/Team-lead-manual/2023-Self-Evaluation-Guide.md

@@ -0,0 +1,57 @@
+## 💥 Self Evaluation Guide
+
+_This document is intended to be a supporting document to help you complete the 2023 lightweight Self Evaluation Process._
+
+
+### Writing a self-evaluation
+
+Think of a self-evaluation as an opportunity to reflect and deep dive into your contributions and impact on Status’ projects.  It’s your moment to share **_WHAT_** you do and **_HOW_** you do it. 
+
+The **_WHAT_** = contribution/impact 
+
+The **_HOW_** = behaviours 
+
+Try to be honest about your contributions and impact on Status’ projects, especially in relation to how your contributions align with Status’ values and mission. It is also important to acknowledge areas where you may need further development or support, and that’s okay. 
+
+Aim to provide a balanced evaluation of yourself based on the following attributes and questions.  
+
+
+### Question Specific Guidance
+
+**<span style="text-decoration:underline;">Contribution</span>**
+
+* Think about specific projects, tasks or initiatives you have worked on, highlighting your contributions, accomplishments, and the outcomes of your efforts. 
+* Be specific and provide measurable results whenever possible, such as deadlines met, efficiency improvements, and projects delivered. 
+
+**<span style="text-decoration:underline;">Collaboration</span>**
+
+* Assess your ability to work collaboratively with Core Contributor both within your team and other projects. 
+* Describe instances where you effectively collaborated or supported others in achieving common goals. 
+* Acknowledge any areas where you faced challenges in collaboration and how you dealt with it. 
+
+**<span style="text-decoration:underline;">Autonomy</span>**
+
+* Discuss your level of autonomy as a Core Contributor and how you've taken initiative. 
+* Share examples of times when you proactively identified opportunities for improvement or took on additional responsibilities. 
+* Highlight your ability to work independently and make decisions when needed.
+
+**<span style="text-decoration:underline;">What is (at least) one thing you do well?</span>**
+
+* Be specific, highlighting your impact on your team/project. 
+* Identify your strengths, skills or qualities that you excel at in your role.
+* Discuss a time when / if you exceeded expectations or made a significant positive impact on your team or project.
+* Highlight any skills or areas where you’ve shown improvement and growth over time.
+* ​​Take time to look back on your 1:1’s and retros to help you identify past accomplishments
+
+**<span style="text-decoration:underline;">What is (at least) one thing you could improve upon?</span>**
+
+* Be self-aware. Acknowledge areas where you may have room for improvement.
+* Focus on something specific and prioritise a meaningful commitment to improvements. 
+* Offer context for the areas you want to improve. Explain why these aspects are important and how they impact your role.
+
+**Next steps:**
+
+Please log into Lattice, and complete your self-evaluation. 
+
+Reach out to your People Ops Partner if you have any questions. 
+

src/Team-lead-manual/Candidate-Tasks.md

@@ -0,0 +1,101 @@
+# Candidate Tasks in Recruitment
+
+![skills-assessment](../images/skills-assessment.png)
+
+## 1. What is a task: 
+It is a practical assessment to evaluate candidate skills. 
+
+## 2. Why do we use tasks in the hiring process? 
+We use them to:
+- Get a better assessment beyond CVs, portfolios, github repos and interviews.
+- Gain a deeper understanding of someone's abilities (technical & non-technical) for the role at hand.
+- Give candidates a chance to showcase their working style & communication, it’s common to set up a Discord chat so the candidate & task reviewers can chat, ask/answer questions and also provide updates.
+
+## 3. How to design a task
+Step 1: Understand the role's requirements.
+
+Step 2: Design a task that aligns with the expected output of the role.
+
+Step 3: Clearly communicate task instructions, expectations, and deadline.
+
+What does a good task look like:
+- Has clear instructions & expectations
+- Has a deadline that’s realistic (usually 1 week is enough)
+- Has a recommended timeframe in which to complete the task i.e 2-4hrs (this keeps all candidates 'fair' in terms of time dedicated to the task)
+- Is aligned with the day-to-day responsibilities of the role
+- It is tackling a real problem the team face, some teams use a bounties approach
+
+Examples:
+- UX/UI Designer: Create a mobile app prototype/feature based on the target audience.
+- Sales: Create a presentation on selling a complex product to a potential client.
+- Engineer: Assess problem-solving skills by tasking them with debugging code.
+- Customer Support: A simulated chat interaction to assess their communication skills.
+- Financial Analyst: Analyze an investment portfolio to gauge forecasting abilities.
+- Content Writer: Create a blog post on a specified topic.
+
+## 4. Time restrictions & compensation: 
+We want to see a glimpse of what they can do within the allocated time, this shouldn’t be seen as their full potential since they are not integrated into the working styles of the team or the full context of the team.
+
+A simple and effective approach is:	
+- A flat rate for completion of the task; ie. $200
+- A set time allowing completing the task; ie. 2-4hrs (some teams have longer, rule of thumb is allow enough time for the task to be completed)
+… The longer the task, the more time you/your team have to spend reviewing it
+
+## 5. Materials for Candidates: 
+Ensure candidates have all the reference materials needed to perform and succeed on the task.
+
+Examples:
+- A digital marketer may need access to Google Analytics data.
+- A data scientist may need to be provided a dataset and access to statistical software.
+- A content creator may need a brand style guide and existing content for reference.
+- A Mobile UI Engineer will need access to Figma
+
+## 6. Evaluating Tasks: 
+Setting clear evaluation standards is important so everyone is assessed fairly and we don’t let personal biases get in the way of hiring people who perform well during tasks. We should determine the criteria for task evaluation prior to seeing the first task submitted by a candidate.
+
+Examples:
+- Evaluate a coding task based on criteria like code quality, efficiency, and adherence to project requirements.
+- Assess customer service interactions based on responsiveness, problem-solving, and professionalism.
+- Evaluate a design task considering creativity, usability, and alignment with brand guidelines.
+
+
+## 7. Effective Communication: 
+Maintain transparent and professional candidate communication.
+
+- Clearly inform candidates of the evaluation timeline and when they can expect feedback.
+- Use the Discord chat to interact with the candidate throughout their task
+
+## 8. Feedback and Improvement: 
+Use candidate feedback to refine task instructions and evaluation criteria.
+
+## 9. Sample Tasks:
+
+- Engineering: [Vac Pair Programming Task](https://notes.status.im/Jvd03lPKSMiDI_eo9Dq9xw)
+- Communications: [Activist Event Manager](https://drive.google.com/file/d/1TsIbMduelr_TjbwfEcT-AnXnVco1GejC/view?usp=sharing)  
+- Recruitment: [Sourcing Task](https://docs.google.com/document/d/1ICiYpsvT6sh6akyM6RxQX1tu_D3tq3bVgLWEIpj1aOM/edit?usp=sharing)
+- Pops: [People Ops Partner](https://docs.google.com/document/d/1nLFu6sQvfqCqfdlWP8kVTBzBDLTIZknNRc8FMCw9vrA/edit?usp=sharing)
+
+## FAQs
+
+Q: How long should candidates typically spend on the task?
+A: We recommend 2-4 hours to avoid impacting the candidate's current job and any family commitments. 
+
+Q: How long should the task take to complete?
+A: 1-week max (unless the candidate has let us know they have something that won’t allow them to complete the task, ie. health conditions, family, personal, ect.)
+
+Q: What happens if a candidate encounters issues during the task?
+A: You can communicate with them via the discord chat created by the recruiter.
+
+Q: Is there room for negotiation on compensation for exceptionally well-performed tasks?
+A: No.
+
+Q: What if I can’t think of any tasks?
+A: Then check out the tasks templates above as inspiration or/and think of a daily task someone in your team does that you would expect this candidate to be competent with, for example, in recruitment we would expect someone to show their competency & creativity sourcing candidates, so that is what the task is based around.
+
+Q: My team doesn't have time to review every task, what do we do?
+
+A: The number of tasks to review should be minimal as you don’t need to send a task to every candidate, only the good ones that stand out as potential hires.
+
+
+_If that is still too much, revert to a technical discussion, so long as you’re confident you can accurately assess a candidate's suitability this way._
+

src/contributing-to-status/travelling-for-status.md

@@ -59,7 +59,7 @@ Usually, the earlier you plan your trip, the cheaper and better it's going to be
 ### Commuting rates and guidelines
 
 * Sometimes it's more convenient to travel by train or bus within Europe. So keep that in mind as an option when you're looking at routes.
-* We travel in economy class with carry-on luggage included. You can add one checked luggage for trips longer than 5 days or when you're carrying additional baggage for Status.
+* We travel in economy class with carry-on luggage included. You can add one checked luggage for trips longer than 5 days or when you're carrying additional baggage for Status. For flights that are 12+ hours, premium economy is permitted but please ensure that the overall cost is still reasonable (if the price is more than 2x the economy price please do consider alternate options). 
 * For moving around, choose the most affordable ground transportation option. In some places, traffic is unpredictable, and public transport is more reliable. In others, car rental, and ride-sharing, such as Uber or local equivalents, are better to move from/to the airport and share the ride with others travelling with you.
 
 > 💡 Pro-tip: in-flight entertainment might be limited. You might want to bring a book or download media, music, or documents offline beforehand. For some people, commutes are a great way to disconnect or do some reading or focus work.
@@ -97,3 +97,4 @@ International prepaid SIM cards:
 * [Holafly](https://holafly.com)
 * [Airalo](https://www.airalo.com/)
 
+If you are a Budget Owner or a member of the Service Units team, you may find this [Travel report](https://superset.bi.status.im/superset/dashboard/p/Mgvrd5R3Z4Q/) useful.

src/finance/getting-paid.md

@@ -29,7 +29,7 @@ Your invoice should include:
 You can create an invoice by downloading/copying [this template](https://docs.google.com/spreadsheets/d/1FbH0CxLqar0ZyjhiMEA5ceToL2ikv5C-Rv-qCwBNeRA/). Please remember to download the finished invoice as a PDF before sending it and that the exported PDF is on a single page.
 
 Address the invoice to the Status legal entity with which you have your agreement. The primary Status legal entities are:
-   * Status Holdings Pte. Ltd., 160 Robinson Road, #24-09, Singapore 068914
+   * IFT Studio Pte Ltd, 160 Robinson Road, #24-09, Singapore 068914
    * Status Research & Development GmbH, Baarerstrasse 10, 6302 Zug, Switzerland
    * Status Research & Development Deutschland GmbH, ℅ Cormoran GmbH, Am Zirkus 2, 10117 Berlin, Germany
 
@@ -98,18 +98,18 @@ Please use the working days shown below for your calculations:
 
 | Month | Working days |
 |:---:|:---:|
-| January | 22 |
-| February | 20 |
-| March | 23 |
-| April | 20 |
+| January | 23 |
+| February | 21 |
+| March | 21 |
+| April | 22 |
 | May | 23 |
-| June | 22 |
-| July | 21 |
-| August | 23 |
+| June | 20 |
+| July | 23 |
+| August | 22 |
 | September | 21 |
-| October | 22 |
-| November | 22 |
-| December | 21 |
+| October | 23 |
+| November | 21 |
+| December | 22 |
 
 ### Expense Reimbursements
 

src/fundamentals/In-case-of-a-dispute.md

@@ -1,4 +1,4 @@
-# In case of a disputes
+# In case of a dispute
 
 ## Background
 

src/offboarding/index.md

@@ -70,12 +70,7 @@ There's a lot to do before you leave so please follow the steps assigned to you
 
 * ### Letter of reference 
 
-  We’ll be happy to provide a letter of reference confirming your contributions to Status. Should you ever need a reference letter, please email people-ops@status.im     at any time, and we’ll get a letter to you within 5 - 10 working days.
-
-* ### Holiday (For core contributors only only) 
-
-  You are entitled to be paid out for any accrued but not taken holidays. Your People Partner will calculate the payout amount and pay this out to you with your final   payment. You can choose to take any accrued holiday as time off during your notice period - if you want to do so, please book the time in BambooHR.
-
+  We’ll be happy to provide a specific (i.e addresses to a specific person or organisation) letter of reference confirming your contributions to Status. Should you ever need a reference letter, please email people-ops@status.im     at any time, and we’ll get a letter to you within 5 - 10 working days.
 
 ## "Offboarding" chats
 

src/our-principles.md

@@ -21,7 +21,7 @@ We strive for complete openness and symmetry of information within the organisat
 ### VI. Openness
 The software we create is a public good. It is made available via a free and open source licence, for anyone to share, modify and benefit from. We believe in permission-less participation.
 
-### VII. decentralisation
+### VII. Decentralization
 We minimise centralization across both the software and the organisation itself. In other words, we maximise the number of physical computers composing the network, and maximise the number of individuals who have control over the system(s) we are building.
 
 ### VIII. Inclusivity

src/settling-in/afk-faqs.md

@@ -20,11 +20,55 @@ Your People Partner won't tell other core contributors the specifics of your sit
 
 ### 🐣 Are you or your partner / spouse expecting a new baby?
 
-First of all, congratulations! 🎊 We're happy about the new addition(s) to your family!
+#### Introduction
+
+First of all, congratulations! 🎊 We're happy about the new addition(s) to your family! At Status, we understand the importance of family during this exciting time in your lives. We believe all parents should have the necessary time to care for their newborn or newly adopted child. As such, this may result in a period of time when you will be unavailable to provide your services to Status. In this regard, Status has developed the following arrangement:   
+
+#### Eligibility
+
+All core contributors who have passed their trial period at Status and are performing well are eligible to participate in this arrangement. If a core contributor is still in their trial period, they will **not** be eligible to participate in this arrangement. 
+
+Furthermore, the core contributor’s service agreement must still be in effect prior to and for the duration of their unavailability. 
+
+#### Duration
+
+Core contributors who become new parents, either through birth or adoption, are able to make use of the following periods of unavailability and this arrangement:   
+
+* Primary caregiver - A period of up to sixteen (16) weeks
+* Secondary caregiver - A period of up to three (3) weeks 
+
+The primary caregiver is typically the person who takes on the main responsibility for looking after a child. This role is often most commonly associated with the mother.  The primary caregiver is typically the one who spends the most time with the child, providing daily care, nurturing, and meeting their needs. They will have given up work to carry out their duties. 
+
+The secondary caregiver is the person who takes on a supporting role in caregiving responsibilities. The secondary caregiver provides assistance and support to the primary caregiver, sharing the responsibilities of caring for the child.
+
+#### Standby compensation
+
+While traditional parental leave policies are not available to independent contractors, Status nonetheless wishes to ensure that core contributors are able to immediately resume the provision of their services for Status following this period of unavailability at full capacity and without delay. 
+
+Status recognises however that the core contributor will incur certain costs and expenses during their unavailability to maintain a certain level of readiness and wishes to compensate them to remain on standby. In this regard, Status will pay the core contributor a monthly ‘standby’ payment for the period of eligible unavailability.
+
+Status will make such payments in accordance with section 8 of this Status Contributor Guide.  As indicated above, Status’ payment of standby compensation is subject to the core contributor’s services agreement being in effect during their unavailability. If such agreement terminates during their unavailability, Status is not obliged to make any standby compensation payments to the core contributor. 
+
+#### Flexible work arrangements
+
+We understand that a core contributor resuming their services to Status after this period of unavailability given their parental duties can be challenging. Therefore, we also have flexible arrangements available to new parents who intend to resume providing their services. 
+
+This may include a reduced schedule or a staggered return. In addition, the core contributor may further extend their period of unavailability as follows: 
+
+* Primary caregiver - a period of up to eight (8) weeks 
+* Secondary caregiver - up to three (3) weeks 
+
+For this extended period of unavailability, Status will not provide any additional standby compensation. 
+
+#### How do I make use of this arrangement?
 
 As soon as you're comfortable sharing the news, please ping your People Partner to chat about your plans. It'd be great if you could give as much notice as you can.
 
-We'll do our best to accommodate you and we'll discuss with you each request on a case by case basis, involving your project lead, taking into account your needs, your planned unavailability and deliverables.
+We’ll further discuss the above arrangement with you, your period of unavailability and also share with you some additional paperwork to formalise this arrangement. 
+
+#### Conclusion
+
+At Status, we are committed to supporting our core contributors who become new parents. We believe that creating this arrangement  is essential to promoting work-life balance and creating a supportive environment for contributors to thrive as well as the confidence that they can resume the provision of their services to Status with the necessary readiness and capacity.
 
 ### 📒 What happens to any SNT distributions? 
 

src/settling-in/people-operations.md

@@ -17,7 +17,7 @@ We’ll keep asking you how we can improve, and we welcome your feedback at any
 ## Who we are...
 
 - Head of People Operations: Jonathan Barker (aka JB)
-- People Partners: Terry Tobin & Riccardo Caselli
+- People Partners: Terry Tobin & Melanie Davis
 - Talent Partners: Pepper Lea, Maya Krumova, Catia Sousa & Angel Gutierrez
 
 ### People Partners

src/welcome-to-status.md

@@ -6,8 +6,6 @@ The Status app was created to:
 * Help anyone, anywhere, interact with Ethereum, requiring no more than a phone.
 * Foster links with the wider Ethereum DApp community and showcase what the ecosystem has to offer.
 
-Check out Jarrad & Carl’s [State of Us podcast](https://our.status.im/state-of-us/), and catch up on our awesome [blog posts](https://blog.status.im/we-are-the-state-of-us-2f0fc20b26d3).
-
 ## 🔭 Vision
 
 Today, when you are first exposed to the Status app, you might see an instant messenger and wonder, "What's the big deal? After all, it’s just another instant messenger, right? What makes the Status app different and more importantly why should I bother working on it?"