Sertrans takes “HUMAN” value as basis, and acts with the principle of “Providing Equal Opportunities at Work”. Roles of all Sertrans employees within Sertrans have been determined and “Job Descriptions” of all employees in accordance with these roles have been prepared by considering the functional bonds of the processes. Each change and development within the organization is reflected on the job descriptions.
Sertrans job descriptions contain the following:
- Position competencies,
- What the position must do,
- Positions’s KPI (Key Performance Indicators),
are published in all internal communication media (intranet, portal, e-mail), and always kept updated.
For each new member of Sertrans family, objectives are assigned with “Objective Settlement Negotiation” in view of the position’s KPIs determined, after he/she completes his/her orientation process. Our employees are not assigned objectives beyond their control, and due care is shown to ensure that the objectives are SMART.
Performance assessment period is 1 year at Sertrans, and completed with interim assessment in mid-year, and closing assessment at the yearend.
Performance Assessment is a dynamic process involving all our employees, and on one hand the contribution to be provided for them to attain their target is found, and the efforts of our employees that attained and went beyond their targets are appreciated with “Awarding System” applications, on the other.