PASHA BANK ANNUAL REPOT 2024

HUMAN RESOURCES PRACTICES Within the scope of these activities, various motivational events were organized for employees such as special day celebrations, conversations with special guests and outdoor events. There is the “Değerliyiz” (We are Valuable) application to assist our employees in coping with life events that may affect their performance and productivity in both work and personal lives, and to support them in maintaining their passion in their work lives and contributing more value to their companies as happy employees. Through this platform, employees can access online support from psychologists, dietitians, and fitness trainers, while also facilitating communication among colleagues. Additionally, to encourage employees to engage in physical activity, an agreement was made with a company to provide a sports package membership. Collaboration with Universities and Internship Programs Through collaboration with universities, all our employees have been provided with the opportunity to benefit from graduate and doctoral programs under advantageous conditions. Transparent Performance Evaluations and Career Planning Promotion and career planning of our employees are planned transparently by the Human Resources Export Group on a periodic basis. High performance and innovation are supported and encouraged by the Bank’s human resources policy. A career management system based on enriching career opportunities has been adopted by giving priority to employees with consideration for positions. In-house rotational and promotional practices are aimed to contribute to the career developments of employees, and to meet the human resources needs of the Bank in a rapid and effective manner. In promotions to senior positions, the Assessment Center Application is conducted together with a professional consulting firm in order to conduct a fair and objective evaluation. In 2024, 11% of the employees were promoted. In performance evaluations, it was determined that better results are aimed for both employees and the Bank by managing individual performance in line with bank targets and strategies. Performance evaluations of employees are performed with a transparent management perspective. Feedback culture was expanded across PASHA Bank through the “Open Performance Assessment System” implementation. The following criteria are taken into consideration in periodic performance evaluations: • Financial and Non-Financial Performance goals that support employee’s continuous development. • Commitment to corporate values and compliance with Bank policies/ procedures, • Contribution with respect to compliance with risk management and legislation, • Suitability for the Bank and for the competencies required by the task. • The results of performance evaluations are used in career, training and compensation planning. FEEDBACK CULTURE WAS EXPANDED ACROSS PASHA BANK THROUGH THE “OPEN PERFORMANCE ASSESSMENT SYSTEM” IMPLEMENTATION. feedback culture 76 PASHA Bank 2024 Annual Report