• At the beginning of each year, our senior management sets our corporate goals for that year.                         
• We share these goals with our employees.                         
• In this direction, we set out the goals that are expected from them during the year.                         
• We are evaluating how much the employees reach the targets on a monthly, quarterly, 6-month and annual basis.                         
• Based on the results of the evaluation, the relevant department managers are conducting performance evaluation interviews with their employees.                         
• We provide the corrective actions necessary for the performance improvements of our employees.                         
• We record all the evaluations and results in electronic form for our transparency principle.

Performance Management System Application Causes

• Encourage our employees to work at peak performance to achieve excellent performance within the company.                         
• Managing our employees' performance with objective criteria and measurable goals.                         
• To reward.

Career Planning Process

• After performance appraisal results and competency appraisal studies, we identify employees who have a high level of love, interest, performance and competence in the job.                         
• We provide these employees with the necessary professional knowledge, skills and development environment.                         
• We are preparing them for tasks with greater responsibility.

We attach importance to the practice of improving the quality of life of our employees. For this reason, we closely follow each stage of their career planning process.