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Corporate Governance
In principle, only employees fromwithin the institution are employed in İşbank’s managerial positions. When there is a need in areas that
require special expertise, including professional consulting, external human resources also may be utilized.
Performances of the employees are evaluated within the framework of personnel evaluation criteria suitable to their positions periodically
by face to face interviews with the employees; strengths and/or weaknesses of the employees are defined to increase their performances
and also to prepare them for a higher position, related development and education schemes are formed; activities are designed for the
purpose of realization of these plans and meeting the educational needs. In line with a career management philosophy based on constant
development, by taking into account their skills, staff is employed according to their skills at positions that they fit best, in terms of
satisfying the needs of the Bank and productivity.
İşbank employee candidates are informed about Human Resources practices and hirings through the Bank’s Human Resources website (ik.
isbank.com.tr).
An orientation program is applied for newly hired personnel for the purpose of accelerating adaptation period and increase efficiency.
Through İşbank’s Corporate Intranet Portal, which was formed in order to enhance information sharing within the Corporation and
to communicate with employees more effectively, all the employees are given the opportunity to have quick access to the Bank’s
regulations, activities of divisions, job descriptions and distributions, performance management practices, up-to-date announcements and
supplementary sources.
In İşbank there are labor union representatives who are assigned by BASİSEN (Labor Union of Bank-Finance and Insurance Companies)
under which İşbank employees are organized. Labor union representatives have a constructive and effective role in forming communication
between the Bank and the employees.
Every two years a Collective Bargaining Agreement is signed by the Bank and BASİSEN. The last Collective Bargaining Agreement that
covers the period between 01.01.2014 – 31.03.2016, was signed on 26.06.2014. Compensation principles for Bank employees are
determined by the Collective Bargaining Agreement and the Agreement is shared with employees through İşbank’s Corporate Intranet
Portal.
It is essential for İşbank that human rights are respected and that there is not any discrimination based on race, language, religion and sex.
4.4. Ethical Principles and Social Responsibility
Together with its equity participations, İşbank is one of the biggest economic players in Turkey with its contribution to economy, public
interest oriented vision, high level of employment creation and awareness of social responsibility which is among İşbank’s management
principles.
İşbank has adopted Code of Banking Ethics published by The Banks Association of Turkey. The code of ethics has been disclosed to the
public through the Bank’s corporate website.
Since its establishment, focusing seriously on the issues, which are the basic needs of the modern society and which are directly related to
the country’s future, İşbank supports, within the framework of the Regulation on Social Responsibility Practice formed in 2007, the social
responsibility projects in education, environment, culture and arts, which are qualified to be long-lasting, being able to advance the society,
far-reaching, sustainable and extendable.
Detailed information regarding these activities can be found on İşbank’s corporate website and annual reports.
