Human Resources Policy

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Employment

As Darüşşafaka Society, we evaluate applications from both internal and external sources in order to select candidates for our open positions.
With the selected candidates, we conduct interviews, with the participation of the recruitment specialists and the relevant manager of the position.
We try to fill open positions with candidates, who would apprehend our values and who would meet the competencies required and even make a difference with their performance.

Performance

We do believe that we can achieve success with our most important asset, our employees, in order to support our company's future-oriented strategies.
We make a record of the performance assessment on a regular basis (at least once a year), taking into account the business objectives and competence objectives.
We consider the process of Performance Evaluation as a tool to communicate effectively, to give feedback, and to develop ourselves.

Training and Development

The core principle in training and development activities is to help employees add knowledge, skills, and competence to their business goals and personal development.

It is after the training and development studies, that the need for further development can be determined. We do expect our employees both to develop himself/herself and to help others’ development via sharing their knowledge and experience.

What the Society truly finds essential is that our employees, internalizing the responsibility of the work they do, find the opportunity to develop their professional and personal competencies, and to create a visible difference in the outcome of the work.

Annual Leave

Article 53 of Turkish Labor Law no 4857 states that “Employees who have completed a minimum of one year of service in the establishment since their recruitment, including the trial period, shall be allowed to take annual leave with pay.”
The length of the employee’s annual leave with pay shall not be less than;

a) fourteen days if his length of service is between one and five years, (five included),

b) twenty days if it is more than five and less than fifteen years,

c) twenty-six days if it is fifteen years and more (fifteen included).

Human Resources Policy
Recruitment

We, as Darüşşafaka Society, evaluate applications from both internal and external sources in order to select candidates for our open positions.
With the selected candidates, we conduct interviews, with participation of recruitment specialists and the relevant manager or immediate superior of the position.
We try to fill open positions with candidates who would apprehend our values and meet the competencies required and even make a difference with their performance.

Performance

We do believe that we can achieve success with our most important asset, our employees, in order to support our Society’s future-oriented strategies.
We make a record of performance assessments on a regular basis (at least once a year), taking into account the business objectives and competence goals .
We consider the process of Performance Assessment as a tool to communicate effectively, give feedback, and develop ourselves.

Training and Development

The core principle in training and development activities is to help employees add knowledge, skills and competence to their business goals and personal development.

It is after the training and development studies that the need of employees for further development can be determined. We do expect our employees both to develop themselves and to help others’ development via sharing their knowledge and experience.

What the Society truly finds essential is that our employees, internalizing the responsibility of the work they do, should find the opportunity to develop their professional and personal competencies, and create a visible difference in the outcome of the work.

Annual Leave

Article 53 of Turkish Labor Act no. 4857 states that “Employees who have completed a minimum of one year of service in the workplace since their recruitment, including the trial period, shall be allowed to take an annual leave with pay.”
Length of the employee’s annual leave with pay shall not be less than:

a) fourteen days if his length of service is between one and five years (five included),

b) twenty days if it is more than five and less than fifteen years,

c) twenty-six days if it is fifteen years and more (fifteen included).