12. Participationof Stakeholders in theBankManagement
İşbank employees and pensioners participate in themanagement of the Bank through İşbank Members’ Supplementary Pension Fund,
which is a shareholder of the Bank. Other shareholders participate in the decisionmaking process relating to themanagement of İşbank
by voting in the General Shareholders’ Meeting in linewith the regulations of the Articles of Incorporation.
Furthermore, there is a proposal mechanismbywhich employeesmaymake suggestions regarding the activities of the Bank. İşbank
has an online communication platform throughwhich employeesmay submit their requests and complaints to the Senior Management
directly.
13. HumanResources Policy
Human Resources Policies of İşbank are based on the principles of equal opportunity, fairness, transparency and performance. The related
policies are implementedwith the aimof increasing themeans for employee progress adhering to basic rules of conduct and ethical
values. Human resources needs aremet in linewith İşbank’s vision andmission in respect of human resources, through recruiting people
who have the required qualifications for the job using convenient evaluationmethods and instruments. In this context, fundamental
recruitment criteria are defined inwritten format and the hiring processes are carried out according to these criteria.
In principle, only employees fromwithin the institution are employed in İşbank’smanagerial positions. When there is a need in areas that
require special expertise, including professional consulting, external human resources alsomay be utilized.
Performances of the employees are evaluatedwithin 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 andmeeting the educational needs. In linewith 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, whichwas formed in order to enhance information sharingwithin the Corporation and
to communicatewith employeesmore effectively, all the employees are given the opportunity to have quick access to the Bank’s
regulations, activities of divisions, job descriptions and distributions, performancemanagement practices, up-to-date announcements and
supplementary sources.
In İşbank there are labor union representatives who are assigned by BASİSEN (Labor Union of Banks 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 01.04.2012 – 31.03.2014, was signed on 22.03.2013. Compensation principles for Bank employees is
determined by the Collective Bargaining Agreement and the Agreement is sharedwith 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.
14. Ethical Principles andSocial Responsibility
Together with its equity participations, İşbank is one of the biggest economic players in Turkeywith its contribution to economy, public
interest oriented vision, high level of employment creation and awareness of social responsibilitywhich is among İşbank’smanagement
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 corporatewebsite.
Since its establishment, focusing seriously on the issues, which are the basic needs of themodern society andwhich 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 corporatewebsite and annual reports.
Corporate Governance
85
İşbank
Annual Report 2013
