In light of our operational excellence objectives, we develop the right strategic compensation designs for the right employee segments and adopt a wage management approach consisting of different layers in line with the needs of Petrol Ofisi. The essence of this approach is to maintain the internal balance and to distinguish the competitive and accurate roles/people with regard to the market positioning.

Via the Job Evaluation Methodology, we determine our compensation policy by sorting job sizes on the basis of points and grades. Our aim in using an international and reliable compensation methodology is to quantify the total income of our employees based on a fair and competitive compensation system.

Individual wages are evaluated and revised once a year, paying regard to individual performance, market data, economic indicators, and internal balance.

Our salary package consists of 14 salaries per year (12 monthly salaries + 2 bonuses) and an annual performance bonus (paid for certain grades and positions). Bonus payments are made in April and October in parallel with the salary paydays, and the bonus allowances are calculated in proportion to the total number of days worked by the employee in the relevant bonus period.

Our Benefits

Benefits in Cash

• Welfare Benefits (Marriage, Maternity, Death, Holiday, and Annual Leave Benefits)

• Rent and Relocation Allowance (for eligible job families in case of position and location change)

• Performance Bonus (varies according to the task and grade structure)

• Sales Bonus (varies according to the job families)

• Overtime Wage (varies according to the grade structure and job families)

• Shift Allowance (varies according to the grade structure and job families)

Benefits in Kind

• Private Health Insurance (covering spouse and child)

• Lunch (Voucher/Cafeteria)

• Company Car depending on status or duty

• Transportation (moving) Service (for eligible job families in case of position and location change)

• Workplace Healthcare Service

• Check-up (For eligible personnel based on the criteria specified in our policy)

• Staff Transport Service

• Mobile phone and line depending on position

Company Policy on Paid Leaves

You add more and more value to yourself at Petrol Ofisi.

In light of the vision we derive from our Pioneer of Development commitment, we attach great importance to developing professional knowledge and skills as well as the personal talents of our employees. It is among our priorities to create a working culture where employees of all levels can exhibit their full potential and learn through experience.

At Petrol Ofisi, the "learning" experience of our employees starts with the job offer. We accelerate and support the adaptation and learning process of our employees with all the introductory and informative documents we deliver, our online orientation program, and the field orientation that covers the factory, terminal, and station experiences.

In addition to their in-class training, we offer our employees the opportunity to learn anywhere and 24/7 through our content-rich online training platform covering an extensive variety of topics. We follow contemporary global trends, blend them with our institutional needs, and continuously improve our training content accordingly. With our regular seminars and webinars, we bring our employees together with the prominent names of their field; and through wellbeing training, we aim to provide a new perspective to our employees' individual development processes.

We observe the themes of "Mind, Body, and Soul" in our education, learning, and development processes, and we believe that our programs will have the ultimate impact on development when these three dimensions are addressed holistically. As a remarkable example of this approach, we can cite our "Leadership Development Journey" program, which received a Silver award in the "Most Innovative HR Applications" category at the Stevie MENA 2020 Awards and Gold award in the “Best Advance in Leadership Development” category in Brandon Hall HR Excellence 2020 Awards.

Also, other outstanding examples to our genuine training and development programs are “Management 101”, which enables entry-level managers to learn about basic management concepts and develop their skills, and the "Office of Experience" (Tecrübenin Ofisi) developed to support in-house learning and conducted entirely through online platforms, where our managers share their experiences, process and industry knowledge to our employees.

For all our training and events in the field of learning and development, which we organize with various contents through various platforms, and for various employee groups, we measure and monitor employee satisfaction and corporate contributions in all our processes.

Would you like to work as part of a team shaping the future?

Continuous improvement of the employees' experience and, therefore, achieving efficient business outcomes are among the most important objectives at the heart of our work. We aim to provide a work environment where the suggestions and expectations of our employees are appreciated, loyalty-strengthening approaches are constantly enhanced, ethical values are maintained, and the balance between work and private life is observed. In this sense, we conduct the “Employee Experience Survey” which covers all employees and is conducted annually, as well as the “My Petrol Ofisi Journey” survey series measuring the 1st, 3rd, and 6th-month experiences and perceptions of new employees. The first day and the first month of My Petrol Ofisi Journey series, where we measure the employee's experience pertaining to their first 6 months, is a special period that we care about as much as the entire life cycle of the employee. One of our most important practices that makes this experience exclusive and leads it to its peak is the "Guide Practice". With the "Guide Practice", we ensure that our new teammate thoroughly adapts to the working environment of Petrol Ofisi as soon as possible, and we solve the potential difficulties they may encounter in the first days of work together. The guide of our new employee is selected by the first manager from among his/her teammates, and the guide's roadmap is delivered by Human Resources and is monitored periodically.

Petrol Ofisi employee experience surveys consist of a pioneering survey design that deals with distinct and corporate-specific topics. In addition, the actions that would continuously enhance the employee experience are determined by the employee representatives through the "Development Ambassadors" group, and they are put into practice under the theme of "You Said, We Did It!".

Scores and feedback regarding the “Employee Experience”, which we measure in various periods through various surveys, are regularly shared with Human Resources Business Partners and Top Management. Follow-up of actions and improvement efforts are a critical item among the key performance indicators and employee performance objectives of our company.

We achieve perfection by taking responsibility.

The performance management process creates our values of "Perfectionism" and "Responsibility", and is a prerequisite of sustaining them. It is also one of the most essential components of our individual and corporate development. At Petrol Ofisi, the performance management system is an integrated system that consists of the evaluation of both target realizations and competencies. The evaluation and development of individual performance and competencies and the culture of providing feedback are as essential to us as determining measurable objectives that coincide with corporate objectives at Petrol Ofisi. In short, we care about "how" things are done as much as "what" is done.

After our company objectives are defined, these objectives are transparently communicated to our departments, units, and sub-units, and eventually, individual targets are defined. In other words, the objective of each employee has an impact on and contribution to the company's goal.

• Compatible objectives and values: Ensure that each employee's business objectives coincide with the company's key success indicators and values,

• Focus on corporate objectives: Ensures that individual objectives supporting the strategies of Petrol Ofisi are clearly defined and the outcomes are guided and evaluated according to expectations of Petrol Ofisi,

• Competencies: Contributes to the formation of a common language and climate within the organization along with certain behaviors and attitudes which are set by taking our shared corporate values as references while achieving our objectives,

• Feedback culture: Helps create a constructive and open corporate climate and build a constructive/developmental feedback infrastructure for continued success.

• Employer brand: Helps Petrol Ofisi acquire, develop, and retain its targeted talents.

Petrol Ofisi Performance Management System is designed based on the following principles:

• Compatible with the strategy: Created within the scope of Petrol Ofisi strategy and values, based on objectives and competencies and conveyed down to all positions in the organization,

• Weighted by Impact/Contribution: Subjecting the selected objectives (KPI) to a «weighting» based on their «impacts on business outcomes» and core responsibilities in the relevant department,

• Measurable: Consisting of «measurable/observable» performance indicators (KPI),

• Cultural transformation: Supports our "Pioneer of Development" claim, based on objectives and metrics, handled within the framework of a practice consisting of «objective» criteria and processes,

• Rewarding: «Easy to connect to» reward management with the variable rewarding approach and encouraging successful employees.

Performance outcomes measured as part of the Performance Management System provide input to other Human Resources practices and processes listed below:

• Training and Development

• Career Planning

• Redundancy System

• Wages and Rewards Policy

New ideas matter at Petrol Ofisi!

As Petrol Ofisi, we attach importance to new ideas and in-house entrepreneurship. Through the POwer Together program, employees of all levels are able to introduce their ideas that would make a difference, even if the ideas are not related to their own roles, and can even be a part of projects that involve the senior management. Thus, we keep our collaborative, agile work culture -which ensures us to learn from our mistakes- alive and contribute to sustainable profitability. It is a program maintained as a value-based platform that aims to reward the ideas of employees which provide savings, increase income, and create value for Petrol Ofisi. The committee in charge of the management of the POwer Together program rewards the ideas that meet the program criteria, and for the ideas put into practice, a project award is given following the POwer Board presentation.

In the last 2 years...

Our Volunteers on the Job!

Volunteers Office is a volunteer-based community where Petrol Ofisi employees can develop social responsibility projects and which cooperates with NGOs and other communities. All of our employees can create social benefit and support social development by voluntarily engaging in this community. Some of the projects we put into practice:

• We supported pre-school students in cooperation with the AİP (Urgent Needs Project) Foundation. We made a deal with Office 1 Store, have them prepare school sets (two separate sets for primary and high schools) just before schools opened, and encouraged our employees to purchase them from a special link. In this way, we delivered the school sets to 47 children and young students determined by AİP.

• We made the new year dreams of 100 children come true by way of the project we realized in cooperation with the AİP (Urgent Needs Project) Foundation. The children covered by the foundation hung their new year wishes on the wish tree at Agora Cafe in the head office and Petrol Ofisi employees made their wishes come true.

• The members of the Volunteers Office went to Kınalıada on Saturday, October 11th and put our garbage collection project into practice in Kınalıada with the support of the members of the Octopus Volunteers Association.

• Our employees supported KAÇUV (Foundation of Hope for Children with Cancer) with the products they purchased at the kiosk set up for the benefit of the foundation on December 6th. On the evening of the very same day, we prepared 150 Hopeful Boxes for KAÇUV and had them delivered to the families of the Children with Cancer.

• Through the Körfez Animal Lovers Group, we supported stray animals in Kocaeli in these difficult days by donating 375 kg of food. During the pandemic, the Volunteers Office also delivered 1 ton of food to stray dogs in Istanbul via the @sokaklarbileyasakbize group.

Who are the Development Ambassadors?

positive communication-oriented work culture and corporate common values that we have adopted as Petrol Ofisi, "Development Ambassadors" are a representative group of our volunteer employees who have completed one year in Petrol Ofisi, have adopted corporate values, focused on positive communication, have the ability to formulate constructive development proposals, and have a strong representation. The group has at least one ambassador from each department and they convene regularly.

How Do Development Ambassadors Contribute to Petrol Ofisi?

- They contribute to ensuring that the Common Values of Petrol Ofisi are understood and maintained.

- They develop sustainable projects that correspond to our value proposition of becoming the "Pioneer of Development".

- They monitor and improve employee experience actions.

- They contribute to all Human Resources and Internal Communication projects.

- They provide information flow to their colleagues regarding the actualization of new processes, applications, and actions.

- They are the most important brand ambassadors representing our employer brand both inside and outside the company.