PASHA BANK ENG 20

Advices on books and movies were given to our employees alongside links they can use for online concerts, museums, theater, dancing, operas, exhibitions, e-books, documentary movie festivals and various courses and activities for supporting them also in their social lives during a year in which time is spent mostly at home. Our project which was initiated within the scope of social responsibility projects and with the objective of becoming an array of hope to the orthopedically disabled individuals, currently continues and support was given to sufferers of the earthquake in İzmir through our donation to AKUT for contributing to the society. 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 prioritizing staff with consideration for positions. In-house rotational and promotional practices are designed 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 2020, job rotation and backup project was initiated within the Group with the aim of offering more career possibilities to our employees together with the PASHA Holding Group Companies. Activities within this context will continue also in the coming years. In promotions to senior positions, the Assessment Center Application service is obtained from a professional consulting firm in order to conduct a fair and objective evaluation. In 2020, 17% of the employees were promoted. In performance assessments, it was determined that better results are achieved for both employees and the Bank by managing individual performance in line with bank targets and strategies. Performance assessments of employees are performed with a transparent management perspective. Our Bank implements an “Open Performance Assessment System.” The following criteria are taken into consideration in periodic performance assessments: · 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, · Fitness for the Bank and for the competencies required by the task. The results of performance evaluations are used in career, training and compensation planning. PASHA Bank’s Remuneration Policy is supported by a fair, internal compensation strategy based on industry research. Practices in the industry related to remuneration and fringe benefits have been monitored, and necessary arrangements have been made regarding annual wage increases and other fringe benefits under existing practices. A gross wage policy is implemented at our Bank, and our employees are provided with fringe benefits such as health and life insurance, meal cards, transportation, and mobile phones and vehicles in accordance with the requirements of their position. Employees and senior executives may receive fixed and performance-based compensation in accordance with the Bank’s Remuneration Policy and Bonus Policy. The criteria for performance-based compensation are determined by the Remuneration Policy and the Bonus Policy. Total amount of financial benefits provided to the members of the Board of Directors and senior management as of 31 December 2020, including salaries, allowances and bonuses was TL 5,951 thousand. In this context, total amount paid to members of the Board of Directors and senior management in accordance with the Bank’s remuneration policy and bonus policy is disclosed in the notes to unconsolidated financial statements as of 31 December 2020, and independent audit report Section 5 Note 7 under the ‘Information on benefits provided to senior management’ article of ‘Disclosures related with the risk group of the Bank’. The payments made to senior management by the Bank are Annual Report 2020 PASHA Bank Information on Management and Corporate Governance Practices 59