Fringe benefits package, which can vary according to sector dynamics, is implemented in our group.

Lunch and shuttle service are provided; gift packages are offered periodically to all employees. Breakfast, lunch, dinner and snack opportunity is offered depending on working hours.

Free lodging in the same district with our hospital is available for our nurses and our health officers, who do not have the ability to reside in the city.

Private health insurance is implemented for our employees, including spouses and children. In addition, our staff and first-degree relatives have the opportunity to take advantage of the services offered by our institution with a discount.

Our occupational physician and nurse, who are intervening in case of the discomfort of our employees and responsible for the treatment of their diseases, are giving service.

We recognize the importance of social organizations on how to increase motivation when working, to reduce job stress, to improve communication and create a sense of belonging. Therefore, there is “Liv Activity Club (LIVAK)” which is organizing social events to increase our employees’ motivation by bringing them together and consisting of our volunteer employees.

Salary and Rewarding

Salary policy in our group, which adopted “Equal salary for equal work” principle, is determined and updated depending on the salary levels, the current market trends and our performance assessment. Salaries are paid monthly on the basis of gross salary.

Our employees are rewarded as soon as possible when the following cases are noticed and appreciated; they have obtained outstanding achievements and they provide a significant contribution to institution, they exhibit exemplary attitude and behavior. Furthermore, people who make a difference are shared with other employees with meetings held periodically.

Performance Evaluation and Career Management

We, as Liv Hospital, evaluate the work results of our employees in the scope of “Target and Competency-Based Performance Management System”.

This system aims the employees to progress in positions where they can succeed by taking the their interests and tendencies into account, and evaluating their potential and competence.

Competences and objectives grouped under three headings, asbasic, managerial and professional, are defined based on positions in “Target and Competency-Based Performance Management System”, which is performed once a year. Performance evaluation process is composed of personal evaluation of the employee, evaluation by the department manager and making face-to-face interview processes. The obtained results are considered as data in the implementation of salary management, career management and learning management systems.

Our goal in career management is to provide for the employees to make progress in positions where they can succeed by evaluating their interests and competencies. Promotion in Liv Hospital is directly proportional with success. Promotion may be horizontal or vertical. Authorization brings responsibility and salary increase. To move up to a higher position, it is necessary to have features such as knowledge and experience required by that job definition. Still, the most important criterion is the level of performance.

Opening positions are primarily announced within the company with an internal ad, and our colleagues who wish can apply to these announcements. Career and promotions moves are made according to the evaluation results.