Fair and Equitable Compensation

Ziraat Katilim supports employee motivation, corporate commitment and sustainable success through its fair and transparent compensation approach. The Fair Compensation Policy established within this framework is determined in line with the Bank's strategies, long-term objectives and risk management principles and is implemented to cover all employees, including executive management.

In determining and updating the compensation policy, the Bank's strategy, market data, internal pay balance and regulatory requirements are taken into consideration, while alignment with short- and long-term objectives and risk management principles is ensured.

Salary increases and salary determinations are established by taking into account the provisions of the Collective Bargaining Agreement signed with the authorized union and within the authority granted by the Board of Directors. While the Board of Directors determines the general framework and basic principles of the compensation policy, the Head Office is responsible for establishing and implementing structures in line with these principles. The Compensation Policy is secured through regulations implemented within the scope of the Collective Bargaining Agreement and the Equal Treatment Principle of the Labor Law.

Objective criteria such as title, job position, scope of responsibility, competency level and seniority are taken into account in salary determination. The salary structure is determined in accordance with the title and job position groups and title waiting periods specified in the Human Resources Regulation. In addition, additional salary evaluations are made depending on the employee's place of duty. Factors such as gender, age, language, religion and race have no impact on compensation. Through this structure, a fair and transparent compensation approach is supported in line with the principle of equal pay for equal work.

The compensation structure consists of fixed and variable components. The fixed salary is determined based on the employee's title and is applied independently of job changes. Payments related to job position are added to the fixed salary based on the actual duties performed and the place of duty. Performance bonuses, insurance premiums and other fringe benefits also constitute part of the compensation package. In determining compensation for roles, factors such as risk level, authority level, scope of duty and the employee's knowledge and experience are taken into consideration.

The Bank closely follows market practices as well as requests submitted by the authorized union regarding the development and diversification of fringe benefits. The fringe benefits and supportive practices provided are structured in line with the Bank's short- and long-term objectives and are reviewed regularly.

In line with its people-oriented management approach, Ziraat Katilim adopts continuous development in the areas of compensation, fringe benefits and performance management. The Bank continues to implement practices that strengthen employee motivation, engagement and corporate belonging.