Talent Management and Employee Development

iraat Katilim carries out talent and career management practices that evaluate the knowledge, skills and experience of its employees. In addition to vertical career opportunities, employees are also offered horizontal transition opportunities compatible with their competencies. The Bank prefers to develop its managers primarily from within the institution. In this context, it prepares its employees for higher-level responsibilities.

At Ziraat Katilim, development is supported through orientation programs. Training activities are carried out through e-learning programs offered via the digital training platform Ziraat Katilim Academy. Trainings are enriched with certificate programs, foreign language programs and programs specifically designed for different units.

From the recruitment stage onward, special certificate programs are planned for each position. The "Certificate Transition Program" is implemented in order to support employees in preparation for role changes. The program aims to enhance employees' competencies and operational success levels through training programs provided before and after role transitions. In line with the principle of continuous development, personalized training plans are implemented by considering position competencies and developments within the sector.

The development of experiential learning methods is among the focus areas in training content. In this context, it is planned to design training processes in a more interactive and practice-oriented manner through application-based tools such as credit simulation.

Talent Acquisition

As one of the pioneers of the participation banking sector in Türkiye, Ziraat Katilim attaches importance to attracting qualified human resources that will add value to the sector to the Bank. Through the activities carried out in this context, young people are supported in becoming familiar with the sector at the early stages of their career journeys, and their long-term development is taken into consideration. The main objective of the activities carried out within the scope of the Corporate Culture Development Project is to ensure the adoption of a strategy-aligned, employee-centered and customer-oriented approach. Ziraat Katilim aims to ensure that an ethical and sustainable way of doing business becomes permanent throughout the institution.

Ziraat Katilim carries out internship and similar programs in order to support young talents in becoming familiar with the sector at the early stages of their career journeys. As one of the leading institutions in the interest-free finance sector in Türkiye, Ziraat Katilim continued in 2025 its employment project for graduates who completed the Islamic Economics and Finance departments of universities with high honors, in line with its mission to contribute qualified human resources to the sector. Through this initiative, graduates specialized in the field of interest-free finance are supported in entering the sector.

During the reporting period, a recruitment examination was held and as a result of the examination and interview processes, 278 candidates were recruited to the Bank. By supporting the employment of young and newly graduated individuals, Ziraat Katilim continues its projects aimed at contributing qualified human resources to the participation banking sector.

Within the scope of these activities during the reporting period, 370 employees who joined the Bank began their duties at the relevant units and branches after completing the orientation program. The Bank regularly measures the effectiveness of training and development activities as well as their impact on employee engagement, performance and promotion rates. In this context, Ziraat Katilim monitors and analyzes training processes through performance results, competency assessments and feedback mechanisms.

Icathane Project

Ziraat Katilim supports the journey of young people in becoming technology-producing individuals by providing sponsorship support to the Icathane Project implemented in cooperation with the Türkiye Youth Foundation (T'GVA).

Within the scope of the project, a STEM-based education model is offered to secondary and high school students. Participating students receive two hours of practical training per week in the fields of software, industrial design and robotics within programs lasting 12'14 weeks, enabling them to transform their theoretical knowledge into experiential skills.

Finans Gen• Project

Through the Finans Gen• Project conducted for university students, Ziraat Katilim establishes a strategic bridge between young people and Islamic finance and financial technologies. Within the scope of the project, workshops are organized in the fields of Islamic economics, Islamic capital markets and Islamic financial technologies.

During the 2024'2025 period, three different programs were implemented in Istanbul within the scope of the project: the Accumulation Workshop, the Digital Workshop and the Capital Markets Workshop; additionally, the Accumulation Workshop program was launched in Ankara and Konya. Students selected through application and interview processes received training for eight months in the fields of participation finance, FinTech and Islamic capital markets.

Throughout the program, students' development was not limited to theoretical training; career planning was also supported through scholarship opportunities, sector visits and internship opportunities. At the end of the workshops, students prepared group projects, which were evaluated by experts in the field. Students who were successful were supported with international programs and gained the opportunity to observe different financial ecosystems on site.

Executive and Leadership Development Programs

Ziraat Katilim offers diversified training programs through Ziraat Katilim Academy in order to strengthen leadership competencies and an inclusive management approach.

Within the scope of the Corporate Culture Development Project, the Bank conducts specialized training activities aimed at reinforcing the visionary leadership skills of managerial groups. Through these merit-based, transparent and development-oriented programs, the Bank aims to strengthen the competencies of its managerial staff and support their managerial development.

Management Candidate Program (YÖNAP)

Within the scope of the Management Candidate Program (YÖNAP), which has been implemented since 2019, Ziraat Katilim identifies suitable candidates for managerial positions through promotion in order to meet its managerial needs and develops the leadership competencies of these candidates. The Bank continues to implement the program by expanding its scope in 2025. In this process, it continues to strengthen its structure that supports employees' career development. In 2025, employees who successfully completed the program were promoted to managerial positions in line with the Bank's needs.

Within the scope of YÖNAP, specialized trainings are offered to develop the technical and managerial competencies of management candidates. For current managers, training programs are organized on various topics such as the Ziraat Katilim Leadership Approach, Protocol Rules and Corporate Representation, Cost Management in Banking and Branch Profit and Loss Management.

The conditions for participation in the programs are clearly defined in the Implementation Principles and Procedures (UEU). Criteria such as tenure, title and performance are taken into consideration. All employees who meet the defined conditions are included in the process on an equal basis. The program and promotion processes are communicated transparently across the Bank.

Corporate Culture Development Project

Ziraat Katilim implements the Ziraat Katilim Leadership Approach in order to ensure that the leadership culture is adopted across the Bank within a common understanding. Through this approach, managers are supported in becoming role models who inspire employees while performing their duties. Within the scope of the Corporate Culture Development Project, training programs are delivered to managerial groups. The program, designed to consist of two modules and a total duration of four days, has largely been completed.

Training Programs for Department Managers

Ziraat Katilim implements the Ziraat Katilim Leadership Approach in order to ensure that the leadership culture is adopted across the Bank within a common understanding. Through this approach, managers are supported in becoming role models who inspire employees while performing their duties. Within the scope of the Corporate Culture Development Project, training programs are delivered to managerial groups. The program, designed to consist of two modules and a total duration of four days, has largely been completed.

Training Programs for Department Managers
Ziraat Katilim structures training programs for department managers with the aim of strengthening leadership competencies, enhancing corporate representation skills and improving decision-making processes. Trainings implemented in this context are divided into three categories:

• Ziraat Katilim Leadership Approach
• Ziraat Katilim Leadership Approach
• Presentation/Negotiation and Persuasion for Decision-Making

The Ziraat Katilim Leadership Approach is designed to consist of two modules and a total duration of four days. It aims to establish a common foundation for the Bank's leadership culture and support managers in becoming role models who inspire employees while performing their duties.

The Presentation/Negotiation and Persuasion for Decision-Making training contributes to participants' ability to develop flows aligned with thinking systems and manage decision-making processes more effectively.

Within the scope of the training, case analysis studies aim to enable participants to effectively manage their negotiation skills and to utilize persuasive methods during bargaining and problem-solving stages.

In addition, the training aims to enable participants to evaluate their own negotiation behaviors and to recognize the effects of these behaviors on positive conduct as well as attitudes that do not produce results.

The Protocol Rules and Corporate Representation training, on the other hand, covers topics such as protocol rules, individual and corporate representation, body language, greeting and farewell practices, forms of address and superior'subordinate relations for department managers.

Training Programs for Branch Managers

Ziraat Katilim structures training programs for branch managers in order to develop leadership competencies and ensure the effective management of branch performance. In this process, the Bank aims to increase cost awareness and contribute to the accurate analysis of economic developments.

Trainings implemented within this scope are conducted under the following topics:

The trainings implemented within this scope are:

The Ziraat Katilim Leadership Approach is a four-day training program. Through this training, it is aimed to establish a common foundation for the Bank's leadership culture and, similar to the training programs for department managers, to support branch managers in becoming role models who inspire employees while performing their duties.

The Branch Profit and Loss Management training aims to raise awareness and achieve improvement in areas such as increasing branch profit share income, reducing expenses, effective portfolio management, acquiring new customers and identifying cross-selling opportunities.

The Cost Management in Banking training aims to demonstrate how the asset and liability items in the branch balance sheet are reflected in profit share and non'profit share income and expenses, as well as the impact of funding costs on financing costs and maturity structure.

The conference program titled Economic Expectations and Indicators in Türkiye and the World aims to evaluate the macroeconomic outlook of Türkiye and the global economy, as well as the effects of this outlook on financial markets. In light of current data, expectations regarding key macroeconomic and financial indicators such as global and national geopolitical developments, growth, inflation, policy interest rates, foreign exchange and gold are discussed in an interactive environment.

Training Programs for Head Office Employees

Ziraat Katilim structures training programs for head office units in order to enhance data literacy and strengthen the culture of process improvement. Within this scope, the Bank aims to deepen employees' areas of expertise and maximize technical competencies specific to their fields of activity.

From this perspective, the training programs implemented include:

• Foreign Trade Certificate Program,
• Artificial Intelligence Data School,
• Libre Calc Training,
• Inspection Proficiency and Authority Trainings,
• Six Sigma Green Belt Training,
• Head Office Competency Trainings,
• Data Visualization and Storytelling,
• Corporate Representation Trainings.

The Artificial Intelligence Data School was conducted in two groups in 2025 and lasted a total of 16 days over eight weeks.

Libre Calc training was implemented in 20 groups throughout 2025.

The 14-day program included 20 different trainings. In the Inspection Competency training, 2 inspector assistants participated in the program, and a total of 23 different trainings were conducted during the 26-day training period.

The 8-day Foreign Trade Certificate Program was designed for the Bank's foreign trade units.

The Green Belt Six Sigma training was prepared for the employees of the Strategy Planning Department, and a total of 15 employees participated in the eight-day program.

Through these training programs, the Bank aims to strengthen expertise-based competencies and enhance data-driven decision-making capacity. At the same time, it aims to expand a process improvement-oriented working culture across the Bank and plans to continue these trainings in 2026.

Equal Opportunity and Inclusive Leadership

Through the Ziraat Katilim Academy platform, training content aimed at developing equal opportunity and an inclusive management approach is made available to employees. The trainings prepared within this scope support the strengthening of fair approaches in working life and the adoption of an inclusive perspective in leadership roles.

In addition to trainings titled Being a Woman in Business Life, Footsteps of the Woman Leader and Gender and Leadership Style, various other content supporting the equal opportunity and inclusive leadership approach are also made available to employees. These trainings contribute to increasing the awareness levels of managers and management candidates and strengthening a fair perspective in management processes.

Employee Development

Ziraat Katilim carries out training and awareness activities aimed at supporting the professional, personal and institutional development of its employees under the coordination of the Head of Human Resources and Training Department. When determining training needs, the opinions of the relevant head office units, performance evaluation results, findings related to frequently made errors, outputs of the Notification Management System, one-on-one meetings conducted with units and branches, and the suggestion system are taken into consideration. In addition, current developments, trends and emerging needs in the banking sector are also reflected in training planning. Activities aimed at increasing employees' knowledge and awareness levels in the areas of ethics, compliance, sustainability and corporate values are also carried out.

The Bank supports employee development through trainings completed during the year, certification programs and planning for foreign language training.

Digital Learning Platform • Ziraat Katilim Academy

As of 2025, the Bank's digital learning platform has been structured as Ziraat Katilim Academy. Within this scope, the digital training infrastructure has been strengthened and the scope and content quality of the training catalogue have been enhanced.

Following orientation programs, on-the-job trainings and structured e-learning development journeys ensure that learning progresses in an application-based and continuous manner. On-the-job training programs were organized within Head Office units for employees working at overseas branches.

Orientation Program

The Bank conducts comprehensive orientation programs in order to accelerate the adaptation of newly recruited employees to the institution. Within the scope of these programs, training opportunities aimed at strengthening the technical infrastructure are provided and the processes are supported with face-to-face information security trainings.

Within the orientation program carried out with the contributions of internal and external trainers, trainings are provided on participation banking, economics, finance and personal development. The development of employees who complete the training process and start their duties at branches is supported through the "Development Journey" and "On-the-Job Training" programs.

Within this scope, orientation training was provided to 278 newly recruited employees.

Certification Programs

Ziraat Katilim offers various certification programs in order to enhance the professional competencies of its employees and provide knowledge in line with sector standards. These programs support employees' individual development while also contributing to the improvement of the Bank's service quality.

As of 2025, there are a total of 2,854 certificates held by 1,700 employees across the Bank.

In this context, employees have earned their certifications by participating in the TKBB's Interest-Free Banking Standards Compliance Certification Training, Treasury and Risk Management Specialization Certification Training, and Human Resources Specialization Certification Training.

In addition to sectoral certifications, structured development programs supporting role and career transitions are also implemented. Certificate programs developed for the positions of Customer Relations Officer (MIY), Customer Relations Assistant (MIA), Operations Assistant (OPAS) and Operations Officer (OPY) cover areas such as participation banking, portfolio and customer management, financing processes, foreign trade, law, banking operations and personal competency development.

The programs consist of e-learning modules and reading assignments related to legislation and professional content and aim to systematically develop role-based technical knowledge and competencies. Position transitions are carried out in line with measurement and evaluation practices conducted after the completion of these programs.

Internal Sustainability Trainings and Informative Activities

In the sustainability trainings conducted regularly every year, main topics such as the concept of sustainability, corporate sustainability, the evolving sustainability agenda in Türkiye and around the world, international initiatives in the financial sector, climate change and sustainability, and the responsible banking approach are addressed. Through these trainings, it is aimed to enable employees to follow current developments in the field of sustainability and to strengthen their corporate perspectives.

Foreign Language Trainings

Today, the importance of international communication is increasing day by day, and Ziraat Katilim provides English and Arabic language training support in order to enhance the foreign language proficiency of its human resources.

In 2025, employees benefited from English and Arabic language training support through contracted institutions.

External Trainings

Ziraat Katilim supports training programs organized by leading institutions in the sector in order to elevate employees' professional competencies and technical knowledge to international standards.

Training for Professional, Technical and Competency Development

Unit-Specific Trainings

Ziraat Katilim offers development programs tailored to the roles, departments and responsibilities of employees at all levels. Some of the unit-specific trainings organized by Ziraat Katilim in 2025 are listed below:

• Head of Human Resources and Training Department: Trainings on employee experience, satisfaction and experience components aligned with corporate culture are organized.

• Head of Funding and Cash Management Department: Trainings are provided on insurance awareness, sectoral compliance, customer trust and new-generation insurance trends.

• Head of Internal Control Department: Trainings are conducted on control and risk management in agricultural loans as well as agricultural products and financing processes.

• Head of Private Banking Department: Programs aimed at increasing awareness of treasury and investment products and financial markets are conducted.

Performance Management System

Adopting a transparent, fair and measurable approach in talent and performance management, Ziraat Katilim is based on numerical scorecards and a competency evaluation system. Within the scope of this process, which is managed at both corporate and individual levels, the Bank utilizes performance results, competency matrices, analyses related to frequently occurring errors and outputs from the Notification Management System. Training and development needs are determined in line with the opinions received from the relevant head office units and through one-on-one meetings conducted with units and branches. Within this framework, training planning is designed and implemented by taking into account current developments in the sector, emerging needs and suggestions from employees. The Bank measures the effectiveness of training and preparation programs implemented after recruitment through pre-tests and post-tests conducted at the beginning and end of the programs. In addition, evaluations are carried out through survey feedback received from first-line managers and one-on-one meetings.

Within the scope of the process managed at both corporate and individual levels, the Bank determines branch and portfolio targets through artificial intelligence-based models. Within the scope of performance bonus evaluations that do not constitute vested rights, performance outputs are reported and analyzed on a quarterly basis. The performance evaluation process is structured to consider not only overall success but also the results achieved based on strategic targets and criteria.

The performance bonus budget within Ziraat Katilim is determined by Executive Management based on profitability, risk structure and corporate objectives. In accordance with corporate policies, these payments, which are excluded from the scope of salaries and compensation, do not constitute vested rights. This incentive structure enables performance management to be carried out in alignment with the Bank's financial health.

The Bank conducts performance management with an approach that considers both customer and employee satisfaction. The system is designed in an integrated manner with factors affecting employee satisfaction such as compensation, fringe benefits, career development, working environment and leadership. Through a fair and accurate compensation policy, the Bank aims to strengthen employee motivation and corporate commitment.

In line with its objective of contributing qualified human resources to the participation finance sector, Ziraat Katilim collaborates with universities. Within this scope, it contributes qualified human resources to the sector through recruitment examinations and employment projects. The Management Candidate Program (YÖNAP) aims to strengthen the Bank's leadership capacity and sustainably meet managerial needs through internal resources. Participation and evaluation processes for the program are conducted transparently based on criteria such as tenure, title and performance.