The core of human resources policy at the TAV Group relies on ensuring continuous development through planning, evaluating and awarding performance. This strategy is referred to as “High-Performance Culture.” Our Performance Management System requires the employees to develop their skills at the highest level, obtaining relevant support and consultancy while being awarded for his/her success through the assessment of objective data. Necessary training programs are designed to meet the developmental requirements of our employees which have been determined during this process.

Performance Management comprises goal setting, mid-term evaluation, year-end performance evaluation and development planning stages. As part of this process, corporate goals are determined and assigned to each employee, from senior executives, to front-line staff. At the end of the year, the achievement of these goals and competencies required of each position is evaluated at year-end interviews. Performance Evaluation interviews are planned to assess the performance of the employee and the skills and competencies to be improved and specific actions to be taken. Performance evaluation results are important considerations in negotiations for pay raises and promotions for the upcoming fiscal year. Designing a sustainable performance system for continuous development is one of the priority considerations at TAV.