Human Resources Policy
Turcas Human Resources management aims to develop, adopt and sustainably implement innovative and target oriented human resource practices that support the long term investment strategies of the Company and create value for all stakeholders.
Committed to valuing human capital and employee satisfaction as the key to success, Turcas aims to: i.) add manpower with appropriate knowhow and competency into its structure; ii.) support the personal and professional development of its staff in an ongoing manner; and iii.) develop a corporate culture based on high quality standards and efficiency where personnel who have different viewpoints cooperate and create value.
In order to achieve corporate targets, the Company embraces the core values that the business is based on, and which it will maintain, develop and pass on to future generations, while aware of its responsibility to society and in compliance with the Company’s code of conduct.
The Company pays attention to diversity among its workforce and potential candidates without discriminating on the basis of race, color, faith, ethnic or national origin, religion, gender, marital status, age or disability.
Turcas aims to create a rewarding environment that encourages proactive working at all levels of the organization, while building a high performance team. With target based management and performance assessment, the Company plans and conducts its employees’ career and competency development.
In addition to wages paid in conformity with applicable laws and regulations, the Company also provides the following side benefits:
- Paid leave
- Health insurance
- Marriage benefits
- Food and transportation
In addition, the Company complies with the criteria in Articles 3.3.3, 3.3.4, 3.3.5, 3.3.6, 3.3.7, 3.3.8, 3.3.9 of the Capital Markets Board’s Corporate Governance Principles Communiqué.
Human Resources Implementations
Employee Assistance Program
The Company offers services in the following areas as part of the “Employee Assistance Program:
- Psychological Counseling
- Legal Guidance
- Crisis/Critical Situation Management
- Social Life and General Information Services
The Company also organizes healthy lifestyle seminars for the employees, which we believe will benefit them in their professional as well as in their private lives.
Internal Communication Group
An Internal Communication Group, under the Synergistic Actions corporate identity, was set up to conduct activities that support the corporate culture, increase communication between staff members, boost employee motivation and loyalty to the Company, strengthen teamwork, and ensure productivity in workflows. The Internal Communication Group, which started operating in 2014 and staffed from among employees with the necessary experience, knowledge and skills to help form and develop relevant projects, is made up of one Group Leader and four members. The Synergistic Actions Team includes a democratically-elected Employee Representative with the purpose of collecting employees’ expectations and sharing them with the team.
Employee Satisfaction and Corporate Culture Survey
The Company conducts the “Employee Satisfaction and Corporate Culture Survey” in order to bolster the corporate structure and achieve sustainable success, understanding the importance of identifying staff needs, expectations and elements that increase their motivation.
The Employee Loyalty and Satisfaction Survey is structured to reveal the possible factors that impede and/or increase the workforce’s contentment and job satisfaction; the attitudes and value judgments pertaining to work; and the corporate culture. Investigation into employee satisfaction and the Company culture is carried out in order to contribute to the management and organization’s development. Strategies, aims, roles, talents, policies, and procedures (but not individuals) are evaluated in the research.
The results uncovered by the research help determine the necessary steps and priorities to increase employees’ job satisfaction, foster loyalty to the Company, and boost motivation levels. Survey results also aid in creating development plans and putting them into operation.
Internal Customer Satisfaction and Organizational Compliance Survey
The Internal Customer Satisfaction and Organizational Compliance Survey is conducted internally to measure the productivity of departments that interact with each other. The Survey is instrumental in revealing problems experienced in inter-departmental coordination and identifying the improvement needs in these processes.
The primary aim is to create high internal customer satisfaction by ensuring the internal workflow and relationship management, thereby boosting productivity.
Turcas Petrol directly employs a total of 57 personnel; 22 female and 35 male employees, as of December 31, 2018.
Shell & Turcas Petrol, in which Turcas Petrol holds a 30% direct stake, and its subsidiaries and affiliates employ 562 personnel, of whom 160 are female and 402 are male.
ATAŞ Anadolu Refinery, in which Turcas Petrol holds a 5% direct stake and an additional 8.19, indirect stake, employs 72 personnel, of whom 5 are female and 67 are male.
RWE & Turcas South Power Generation, in which Turcas Petrol holds a 30% direct stake, employs 58 personnel, of whom 11 are female and 47 are male.
Turcas Kuyucak Geothermal Power Generation, in which Turcas Petrol holds a 100% direct stake, employs 42 personnel of whom 2 are female and 40 are male.
Some 82.8% of Turcas Petrol personnel hold a graduate or postgraduate degree. The workforce’s average age is 39, while the average age of the staff in management and senior management positions is 45.
During 2018, employees received a total of 1,400 hours of training, for an average of 41 training hours per person.
Turcas has identified the key positions in the Company; efforts are currently underway to identify and develop potential candidates to back up these critical positions. As an organization that constantly strives to move ahead toward the future, Turcas prioritizes staff planning, employee training and development activities with a systematic approach. To this end, our Talent Management Program – called “Future Leaders of Turcas” – was rolled out in 2017. Our initiatives under this program will be integrated with other Human Resources processes, ensuring their sustainability for years to come. The program that we created to prepare high potential employees for critical staff positions entails a number of distinct developmental actions including training, coaching and mentoring.
Remuneration, Compensation and Collective Bargaining Agreements
Turcas Group embraces the following principles in remuneration policy management:
- Being fair
- Being transparent
- Basing remuneration on measurable and balanced performance targets
- Encouraging sustainable success by rewarding its employees
- Complying with the Company strategies, long-term targets and effective risk management principles.
The Human Resources Department is responsible to the Award, Appreciation and Remuneration Committee for preparing, issuing, and updating and effectively practicing the guidelines related to the principles and procedures of remuneration.