ÇAMSAN A.Ş. aims to continue its leading role in domestic market in its sector and enhance effectiveness in international area. In this context, in connection with this aim, ÇAMSAN A.Ş.;

* Maintains research and development efforts to provide its customers with high-quality products and service, follows up advanced technology and applies it in its manufacturing,
* Develops amity with its suppliers and supports them accordingly,
* Trains employees for them to be able to perform their duties properly, supports team work and individual efforts, awards them.
* Monitors and develops the happiness of employees, as an indication of the value that it gives to people,
* Monitors happiness of customers, develops it,
* Adapts with quality-management requirements.

ÇAMSAN A.Ş., with a view to be able to reach the above mentioned aims, determines annual goals, measures them and continuously develops them.

ÇAMSAN A.Ş.
HUMAN RESOURCES POLICY

"OUR HUMAN RESOURCES IS THE MAIN BUILDING STONE IN OUR STRENGTH and SUCCESS"
* Our basic mentality in our company is that we try to create human resources loyal to their business and carrying our his/her duty happily and we press any facility into service to realize this.
* We are well aware that keystone in constant change and development is human resources. Thus, we carry on responsibility to train and enhance the capacity of our employees.
* Our responsibility is to get through to people who will take our company to the future as it has been in the past, enhancement of their capacities, and disciplining them as responsible leaders who sometimes take risks.
* Çamsan A.Ş., shares work results with its employees. Employee Participation at every step is a basic management principle for us. In this connection, the systematic of human resources is designed as a result of participations of all our units, so as to ensure customer pleasure.
*To enhance the sense of belonging in line with the vision, principles and aims that have been made up by our management is our primary goal.

HUMAN RESOURCES VISION
With the principle of "absolute customer pleasure", being a firm making a difference in human resources proceedings.

HUMAN RESOURCES MISSION
Ensuring constant communion and development, by making our human resources process observable, applicable, and evaluable among our shareholders.

OUR GENERAL DİRECTOR'S FOREWORD

We are a team who could reach common working standards in every country we render service in domestic market ant at international level with an aim of being a world-company, who could embraced customer pleasure by doing our best, who could create a highly-motivated service community by maximizing employee pleasure, and who could perpetuate the idea of outstanding service.

In this sense, we have to interlock each other and reinforce our unity and solidarity in order for us to manage; to gladden our customers and employees, take firm steps toward ambiguous future by working hard, train our employees and suppliers to realize these, giving the best examples of teamwork, strengthen the rivalry essentials to ensure enlargement of our firm, and to make a difference as compared with our rivals.

WORKPLACE and WORKING CONDITIONS

Taking its own facilities and employee-happiness into consideration, our company has set down the followings in order to ensure its employees work harmoniously and efficiently:

Recruitment Requirements
In the process of recruitment of an applicant, the common rules coordinately determined by the units business management and human resources management are implemented.
Applications to our company are classified on basis of applied branches and recorded in database of Human Resources. Applications are taken via "Lob Application Form". This form can be transmitted via individually, mail, e-mail or fax.
The point that is most important to us regarding an applicant is that s/he should "be conformed with the desired criteria" and this condition is used in preselecting carried out on CV of the applicant quickly.
The potential applicants who are found to be in perfect conformity with the desired criteria are taken to interview. Various tests differing according to the nature of the work can be applied to applicants in these interviews. (Liberal Education, Foreign Language, Technical Drawing, Design., etc.) The best applicants who are found to be the best ones in initial interview are taken to the final interview, after which the proper ones are employed. ÇAMSAN A.Ş. feedbacks all of the applicants regarding the results of their applications submitted through "Job Application Form"

Orientation - Work Adaptation
A special orientation program is prepared for the newly recruited person in order for him to be able to learn the company, department, colleagues, and working rules best and quickly, and for his adaptation to his work and company as soon as possible.
Performance Assessment and Career Planning Systems that will encourage personal development can be performed on some periods deemed suitable by the employer. The employer can use the results of this study in salary-increase and performance assessment of the worker. The employer can cancel the contract of the employee, who revealed to be unsuccessful, ineffectual and substandard.

Basic Purposes of performance assessment can be summarized as follows.
* Lay a bridge between the employer and employee expectations,
* Support personal development and enhance individual capacity of employees,
* Create a team that highlights efficient work, is aware of tis responsibilities, and has a good internal commination where miscommunication has been minimized,
* Motivate the employees in the direction of the goals to be determined by themselves,
* Eliminate the factors blocking success via revealing which work has been one by whom, where, when, how and in how much time,
* Help detection of abilities and form expert staff,
* Increase the success of effectiveness "Organizational back up" in internal transfers for critical positions.

Salary increase and payments
In determination of salary increase, performance assessment application of the company, and performance results concerning the employee, economic situation at national level and in the company, welfare level of the employee, rivalry conditions, etc. can be implemented.