VKF_FRAE_2017

117 VakıfBank Annual Report 2017 In the recruitment process carried out to meet the need for employee, candidates can start working for the Bank as Assistant Bank Examiner, Assistant Specialist, Assistant Controller, and Intern. The employee who will be working at the Bank are chosen from among the candidates, who are graduates of a 4-year department any university, with a bachelor’s degree in departments related banking, or other fields that will be determined by the Bank. Special attention is paid to make sure candidates have a postgraduate degree and knowledge of foreign language. On the other hand, the Bank employs IT Assistant Specialists in the Bank’s Information Technology departments, Lawyers in the Legal departments, and Engineers and Architects in the relevant business departments. Considering the lack of permanent staff in the Branches/Departments, and the need for authorized employee in the existing/ future Branches/Departments employee, and probable pensions, resignations and the like, promotion exams are made in accordance with the Bank Employee Directive’s relevant clauses that regulate promoting. The aim is to create a structure based on the specialization of the staff members in line with their competencies and thus to determine their career steps by taking their performance measurements and trainings into consideration. Making evaluations with an organizational approach that cultivates its managers/executives, and monitoring the employee members who have the competencies necessary for the job, and making sure that they are cultivated for executive positions. To this end, efforts are made to increase the corporate (employee) loyalty, and to create an organization where activities are carried out adopting the corporate culture. The performance process is continuously reviewed and improved as the performance measurements of branches, regional directorates and sales employee are made; performances are fairly and objectively evaluated; bonuses are paid to staff members depending on their performances. Training programs inside and outside the Bank are carried out to improve the competencies of the staff and to ensure that the employees are specialized in their jobs in line with their career plans through the approach targeting continuous learning, innovation and perfection. Furthermore, there are special orientation trainings for novice Assistant Auditors, Assistant Associates, and Officers to build up the corporate culture, and to make sure they adapt themselves to the Bank. Employees are informed about their job descriptions and distribution as well as performance and awarding principles via documents in the Bank’s information systems and via notifications/ announcements. The Bank’s staff works in accordance with the provisions of private law, and is recruited in conformity with the provisions of the Labor Law numbered 4857 currently in effect. Bank employees are “Turkish Bank, Finance and Insurance Company Employees Union” (BASS) members, and thus working conditions of the employees are determined with the collective bargaining agreements between the Bank and the union. Currently, CBA for the 23 rd Period between 01.05.2017 and 30.04.2019 is in effect. Relations between the employees and employers are carried out by the directors and representatives of the abovementioned unions. The union representatives forward the requests and complaints of the employees of the Bank about working conditions, personal rights, duties and responsibilities to the employers and monitor the process. Furthermore, there are union representatives, elected among the staff working in the Bank’s Branches/ Departments, (i) who should monitor whether or not the Collective Bargaining Agreement and the laws in force about the union members are practiced in line with their purposes and, (ii) who should verbally or in writing inform the director of that workplace about the insufficiency and discrepancy they detected on these issues. To date, there has not been any complaint from the employees about any discrimination issues. The names, surnames and duties of the directors of the abovementioned unions are given below. NAME-SURNAME POSITION Turgut YILMAZ President Mustafa EREN Secretary General Nefiye ARSLAN Secretary General-Finance 4.4 Ethical Rules and Social Responsibility Pursuant to its objectives of protecting stability and reliability in the banking sector by preventing unfair competition, improving service quality and maintaining the reputation of the banking profession before the public, the Bank, with Board of Directors’ resolution numbered 74205, dated February 16, 2006, adopted the Bank’s Banking Ethical Rules, issued by the Banks Association of Turkey and has undertaken to comply with these rules. This resolution was approved by the General Assembly held on March 31, 2006. Business Ethics in Banking (Code of Ethics) is available in Turkish and English on the Bank’s website. Assuring to comply with the Business Ethics in Banking, VakıfBank has adopted the principle of contributing to social life at the maximum level. Within the year, our Bank updated its corporate communication strategies and shifted to a new concept in communication. Subsequently, with the vision of being the leader bank of Strong Turkey, VakıfBank adopted the image “strength by your side” as the basis of its corporate culture, and updated its corporate social responsibility in 2017 while also carrying out important activities in areas such as sponsorship and social responsibility. Aiming to support special children’s education in the new period, and to take part in projects within this scope, VakıfBank will continue to support traditional Turkish arts in the field of art and culture. Moreover, our Bank also assembled a special department to carry out internal communication activities during the year, and took an important step to develop its corporate culture and assemble an employee brand. Giving continuous support to Turkish volleyball since 1986, VakıfBank has taken this support one step further with the VakıfBank Sports Palace, which was opened