This policy document defines the remuneration system and practices for our board members and senior executives categorized as having administrative responsibilities within the scope of the CMB regulations. 

A fixed remuneration for all members of the board of directors is determined each year at the ordinary general meeting. Payment plans based on the company's performance cannot be used in determining the remuneration of independent board members. 

The members of the board of directors are paid on a pro-rata basis, taking into account their term of office as of their appointment and resignation dates. Expenses incurred by the members of the board of directors due to their contributions to the company (transportation, telephone, insurance, etc. expenses) may be covered by the company. 

Our remuneration policy; wage and fringe benefits management are organized and implemented in line with the primary objectives focusing on fairness, objectivity, appreciation of high performance, competitiveness, rewarding and motivational criteria. 

The main objectives of our remuneration policy are to determine remuneration by emphasizing the concepts of scale of work, performance, contribution to work, knowledge/skills and competencies, to motivate employees and increase their engagement by ensuring intra-company and inter-company wage balance and competitiveness in the market, and to recruit the workforce having the appropriate competencies that will enable our company to achieve its goals. 

The Job Family Model we apply in our Company defines the roles in the organization, examples of basic responsibilities, performance indicators, knowledge/skills/experience and competencies, and our remuneration policy is based on an objective system built on our Job Family Model. 

The Job Family Model we apply in our Company defines the roles in the organization, examples of basic responsibilities, performance indicators, knowledge/skills/experience and competencies, and our remuneration policy is based on an objective system built on our Job Family Model. 

As fixed remuneration, there is a gross remuneration system that consists of a total of 12 base salaries per year. 

Depending on company and individual performance results, the Senior Executives may be paid variable remuneration (success bonus) once a year within the scope of a certain proportion of their annual gross remuneration. The purpose of the Variable Remuneration management applied in our company is to encourage our employees to show superior performance by rewarding success and to establish a goal-oriented performance culture in our company in order to support our company in achieving its budget targets and achieving business results that exceed its targets. 

In order to support remuneration management with additional benefits, "fringe benefits" (additional benefits) are considered as an important part of overall reward management. The fringe benefits we provide as a company are based on the principles of being in compliance with market conditions and being competitive and fair. In this context, the Company may provide benefits such as private health and life insurance, private pension insurance with company contribution, corporate telephone line and company car to the Senior Executives.