Remuneration Policy
The purpose of this Policy is to determine the fundamental principles and procedures of the remuneration practices for Forte Bilgi’s members of the Board of Directors, members of the executive committee, and employees, and to ensure that remuneration processes are carried out in a fair, transparent, sustainable manner and in alignment with corporate governance principles.
The purpose of this Policy is to determine the fundamental principles and procedures of the remuneration practices for Forte Bilgi’s members of the Board of Directors, members of the executive committee, and employees, and to ensure that remuneration processes are carried out in a fair, transparent, sustainable manner and in alignment with corporate governance principles.
Scope
This Policy covers:
- Members of the Board of Directors,
- Members of the executive committee,
- Company employees,
and remuneration practices are carried out within the framework of the relevant legislation, employment contracts, and the Company’s internal regulations.
Fundamental Principles of Remuneration
Remuneration practices are determined by taking into account:
- Level of duty, responsibility, and authority,
- Education, experience, and competence,
- Performance and level of contribution,
- The Company’s financial position and long-term objectives.
The remuneration system is structured in a way that supports the Company’s sustainable growth, increases motivation, and contributes to the retention of qualified human resources.
Remuneration for Members of the Board of Directors and Executive Committee
The remuneration of members of the Board of Directors and the executive committee is determined within the framework of the relevant legislation, the Company’s Articles of Association, and the decisions of the authorized bodies. Payments to be made within this scope are carried out by taking into account the Company’s financial structure and corporate governance principles.
Remuneration for Employees
The remuneration of employees is determined by considering job description, area of responsibility, performance, and market conditions. The principles of merit and equality are taken as the basis in remuneration practices, and practices that may lead to discrimination are avoided.
Confidentiality and Transparency
Individual information regarding remuneration is protected within the framework of the principle of confidentiality. Matters required to be disclosed to the public pursuant to legislation are shared with the public in a timely manner in accordance with the relevant regulations.
Authority and Entry into Force
This Policy enters into force on the date it is approved by the Board of Directors. The authority regarding the implementation, monitoring, and updating of the Policy belongs to the Board of Directors. Necessary revisions may be made in line with legislative changes or Company needs.