• All of our employees are evaluated within the scope of career development practices aligned with organizational needs—taking into account their competencies, motivation levels, technical knowledge, and skills.
• Our Talent Management activities encompass the identification of critical talent in alignment with the Bank’s strategic objectives, the placement of employees in roles that match their competencies and skill sets, the development of existing talent, and the systematic evaluation of employee performance.
• By transparently announcing internal job openings, we promote both vertical and horizontal mobility, offering employees a wide range of career development opportunities within the organization.
• The aim of our Performance Management approach is to enable our employees to reach their highest performance potential by aligning individual goals with the strategic objectives of the Bank.
• Through the use of a Talent Matrix methodology, we establish a structured foundation for managing our employees’ training, development, career progression, talent recognition, and reward systems.
• All employees are included in potential evaluation processes through scientifically validated psychometric assessment tools. Based on the outcomes of performance and potential evaluations, employees can request internal rotations for different positions, in accordance with defined career maps and talent development practices, thereby actively shaping their career progression within the Bank.
• We aim for all targets to be aligned with the Bank’s strategy and to meet the SMART criteria—Specific, Measurable, Achievable, Relevant, and Time-bound—ensuring they are original, performance-driven, and realistically structured.

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