Human Capital

Career and Performance Management

Development and Investment Bank of Türkiye prioritizes merit in all human resources processes. Management, core, and functional competencies are defined in this context for managerial and higher positions; core and functional competencies are determined for other positions. Employees’ performances are evaluated according to their competencies and targets.

For the procedure to be objective, employee evaluations are made by two managers of the employee, and this process is subject to employee approval. Managers have a meeting with the employee they review for feedback. Within the framework of the parameters of the Performance Management System implemented by the Bank, the efficiency of the personnel is supported, and an appropriate environment is provided for the feedback system to function.

The System identifies training needs and provides resources for career development to support employees’ development needs and technical know-how. In 2022, all employees were subjected to performance and career development evaluations.

Employee remuneration is determined in line with the Performance Management System and within the framework of the Remuneration Policy approved by the Board. While designing Remuneration Policies, fixed wage increases, economic conditions, budget, relevant legislation or contractual obligations, performance, and market practices are taken into consideration.
The principles for salary increases are based on the equivalent of the position in the sector, internal balances, promotions, changes in duties, level of competence and experience, scope, quality, quantity, and risks of the work performed, improvement in performance or professional efficiency, past and/or future inflation forecast and the Bank’s position in the sector.

In addition to implementing the “equal pay for equal work” remuneration policy, the Bank prioritizes the issue of higher salary increases for high-performing employees based on the performance-based remuneration approach. The ratio of the annual total compensation of the highest-paid employee to the average annual total compensation of all employees is set at approximately 5%. The bonus system, which is integrated with the performance management system of Development and Investment Bank of Türkiye, aims to differentiate bonuses for high-performance employees. The performance evaluation system aims to measure the performance of employees based on targets and their realization.

Systematic bonuses and performance models are supported by concrete, measurable criteria during evaluation. The Bank organizes vocational technical trainings and personal development trainings to ensure that its personnel have the necessary knowledge and equipment, and encourages personnel to participate in these trainings.

The Bank has a task-oriented and objective remuneration approach and ensures that employees performing similar tasks are included in the same pay scale. The Remuneration Committee and the Human Resources Department authorized by the Remuneration Committee are responsible for the review and proper execution of remuneration policies.
As defined in the remuneration policies of senior executives, the fixed monthly salary, and other payments to be paid to the members of the Board are determined by the General Assembly. Within the scope of compliance with the Communiqué on Principles Regarding the Determination and Implementation of Corporate Governance Principles, stock options or payment plans based on the company’s performance are not used in the remuneration of independent board members, and no discrimination is made for all employees.

Every employee within the Bank receives training with rich resources in terms of development opportunities, with outputs that increase the quality workforce and support personal development. In 2022, intensive online and classroom trainings were organized.

Mandatory trainings that all employees must complete are offered through the online training platform.

Total trainings have doubled 1.12 times since 2021, with 12399 hours of training provided to all employees by the end of 2022.

With a continuous learning and development perspective, the Bank has memberships to various online training platforms with high international validity and recognition according to the needs and demands of the units. The Bank actively participates in open class trainings offered by the Banks Association of Türkiye three times a year. Three-month foreign language training is provided to all employees who wish to improve their foreign language skills. Leadership Development Programs are organized for managerial staff. Designed in a modular structure, the program lasts approximately three months, starting with the inventory process and supported by one-on-one coaching interviews. Within the scope of the program, participants receive coaching and shed light on both them and their teams. To attract new graduates to the sector, a detailed training program consisting of technical and personal development trainings lasting approximately one month is offered to employees who start working as Assistant Specialists.

The Bank supports employee development continuously by meeting the certification processes required for the specific task with the opinion and approval of the manager. In addition, to support the employee development journey, postgraduate education discount agreements have been made with Türkiye’s leading universities for employees who wish to pursue master’s and doctorate degrees.

Announcements are made, and support is provided to employees who want to advance in their careers in an effective manner.

Necessary certification processes are processed after training needs analyses are conducted with senior executives. Technical and personal development trainings, which are determined to be necessary for the careers of the relevant employees, are planned by submitting them to the opinion and approval of the managers within the framework of annual plans and are covered by the Bank according to their suitability. Employee development is continuously supported, and unit-specific magazine and database subscriptions are made as needed. The Bank ensures the follow-up and effective completion of periodic trainings required by legal regulations. In accordance with Occupational Health and Safety (OHS) regulations, the OHS team provides the necessary coordination and follow-up in all processes, such as training programs, OHS Boards, near-miss incidents, occupational accidents, and corrective and preventive actions. Accordingly, 756 hours of OHS training were completed in 2022, an increase compared to the previous year.

As targeted in 2022, the Bank has prepared and implemented long-term training programs for its employees in the talent pool to retain and develop talent. In this context, the Bank obtained ISO 27001 Lead Auditor, CISA, Scrum, Process Management, First Assistant Certificates, as well as Integrated Management System Internal Auditor certificates, which are certificates that the Bank regularly obtained in 2022. The Micro MBA Certificate Program, which lasts approximately five months, was implemented in cooperation with the university for employees in the talent pool. In this context, 15 employees benefited from the program in the first phase and guided their career and development journey with this program consisting of both personal development and technical training. In addition, “Environmental Management System” training was defined as compulsory training for all employees in 2022, and a total of 323 hours of training was provided.