PASHA_BANK_ANNUAL REPORT 2022

66 PASHA Bank 2022 Annual Report Corporate Culture and Organizational Development PASHA Bank participates in Organizational Health Index (OHI) measurements which started in 2017 with group companies. This is a significant indicator of Group’s emphasis on organizational development and cultural integration. With this program, PASHA Bank comes forth as a bank that cares about and measures the satisfaction of its employees in business life. Within the framework of Organizational Health Index, PASHA Bank conducted various projects in 2022, listening to the needs of its employees in their business lives based on the results of this project. Regular conversations were held with all employees within the scope of our communication activities, “Tea’m Talks”, and actions were planned based on employees’ expectations and targets. Employee Loyalty and Work/Life Balance PASHA Bank aims to provide a good work and life balance for its employees and took the decision to transition to Hybrid working system independently of pandemic and similar processes. In this context, hybrid working model was launched which is optional for all employees of the Bank. Our Basketball team within the Social Activities Group participated the Corporate Basketball League and they were supported by all employees to reinforce the team spirit. Moreover, within the scope of these activities, various motivational events were organized for employees such as special day celebrations, conversations with special guests and talk shows. In order to listen to the voices of our employees, Employee Satisfaction Survey was conducted for HR practices, expectations and evaluations of employees were measured and HR applications and future plans were shaped based on the results. Within the scope of Employee Support Program, that was launched to help our employees, which are the most valuable assets of our Bank, with the challenging business and private life events that affect their performance and efficiency, thus supporting them to provide more added value by keeping their ambitions alive in their business lives. This program provides 24/7 advisory and informative services to employees and their family members to consult in all areas that may create personal stress or anything that needs to be inquired. Collaboration with Universities and Internship Programs Collaborations with universities were established to prepare university students for business life and to contribute to their development. In this context, numerous agreements were signed for different topics, primarily the Internship Program. This way, the Bank became a pioneer in attracting new talents to the organization. Seminars were held at Beykent University, İstinye University and İzmir Economics University for students. With the collaboration of Beykent University, the Bank provided the opportunity to its employees to benefit from advantageous terms in attending Master’s and PhD Programs. Transparent Performance Evaluations and Career Planning Promotion and career planning of our employees are planned transparently by the Human Resources Committee 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 2022, 23% 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; Human Resources Practices