Human Resources Policy

1. Purpose and Scope

The purpose of this policy is to establish the principles of recruitment, training, performance evaluation, rights and obligations, and financial and social entitlements of personnel within the framework of the Human Resources Policy of the Hatay Psychologists Association (hereinafter referred to as the 'Association').

2. Legal Basis

This policy is prepared based on the provisions of the Turkish Civil Code, the Law on Associations, the Regulation on Associations, the Labor Law, and the Statute of the Hatay Psychologists Association.

3. Definitions

The following terms are used in this policy:

1. a) Permanent Staff: Individuals employed within the Association’s official staffing structure.
2. b) Temporary Staff: Individuals employed for project-based or fixed-term work.
3. c) Probationary Period: The period determined to evaluate the adaptation and performance of new staff members within the Association.
4. Human Resources Policy and Planning

• Human Resources Policy

The Human Resources Policy of the Association aims to ensure that its activities are carried out effectively and efficiently by establishing a qualified, competent workforce committed to professional ethical values, focused on social benefit, and aligned with the mission and vision of the Hatay Psychologists Association.

• Principles of the Human Resources Policy

The following principles are taken into account in the implementation of the Human Resources Policy:

1. a) Selecting personnel committed to professional ethics and the values of the Association.
2. b) Adopting an approach based on equal opportunity and non-discrimination.
3. c) Organizing training and development programs for the continuous professional development of staff.
4. d) Encouraging employee performance and rewarding achievements.
5. e) Providing a work environment that enhances cooperation, solidarity, and motivation among employees.

• Human Resources Planning

Human resources planning is prepared to determine the number and qualifications of personnel needed in line with the annual objectives of the Association. The following factors are taken into account during this process:

1. a) The scope of the Association’s projects,
2. b) Current and future workload,
3. c) Vacant positions due to retirement or resignation, d) Budget availability
4. Recruitment Process and Working Conditions

• Recruitment Process

The recruitment process is conducted based on neutrality, equal opportunity, confidentiality, and ethical values. The process operates as follows:

1. a) Job Vacancy Announcement: The Association announces job vacancies through its website or social media accounts. However, job postings may not be required for projects or specialized positions.
2. b) Application and Pre-screening: Applications received are evaluated based on qualifications. Candidates passing the pre-screening are invited for interviews.
3. c) Evaluation and Approval: The applications of candidates deemed suitable after interviews are approved by the authorized units.
4. d) Probationary Period: A two-month probationary period is applied for newly hired personnel. During this period, the employee’s performance and adaptation are evaluated.

• Working Conditions

The Association makes the necessary arrangements to ensure a safe, fair, and healthy working environment for its employees. Working conditions include:

1. a) The duties and responsibilities of all personnel are clearly defined.
2. b) A zero-tolerance policy is implemented against negative situations such as discrimination and harassment in the workplace.
3. c) Employees may benefit from training provided by the Association for their professional development.
4. Rights, Compensation, and Incentives

• Rights and Obligations

The rights and obligations of employees are regulated in accordance with Labor Law No. 4857 and relevant legislation. No employee shall be discriminated against based on race, language, religion, gender, sexual orientation, or similar factors. The principle of positive discrimination may be applied to employees from disadvantaged groups.

• Remuneration and Compensation

Employee salaries are determined by considering their duties and responsibilities and are paid on time. Compensation rights are regulated under the Labor Law and Association policies.

• Incentives and Social Benefits

Various social benefits and assistance may be provided to employees for motivation purposes:

1. a) Award systems are developed to encourage success and creativity.
2. b) Bonuses may be paid to personnel by decision of the Board of Directors.
3. c) Employees are entitled to fourteen (14) days of paid leave at the end of their first year.
4. Performance Evaluation and Training

Performance Evaluation

All personnel are subject to a transparent performance evaluation system. Performance evaluation results are shared regularly in accordance with employees’ personal development and work goals.

Training and Development

The Association may organize domestic and international training programs to enhance employees’ professional knowledge and skills.

8. Miscellaneous Provisions

Unspecified Cases in the Policy In cases not covered by this policy, the relevant legal provisions and the decisions of the Board of Directors of the Hatay Psychologists Association shall apply.

9. Policy Adoption and Entry into Force

This Human Resources Policy was adopted and entered into force by the Board of Directors of the Hatay Psychologists Association. Amendments to the policy shall be implemented using the same procedure.