Standard: 3. Personnel Competence and Performance

CES:3.1. Human resources management should be aimed at ensuring the realization of the administration's goals and objectives.

Our faculty plans and executes human resources management in line with our strategic goals and objectives.

Faculty of Pharmacy Personnel Competence and Performance

CES:3.2. Managers and personnel working in the administration must have the knowledge, experience and competence to perform their duties efficiently and effectively.

The ability of management and staff to successfully fulfill their duties depends on them having certain qualifications.

    Knowledge: Managers and employees must possess solid and up-to-date knowledge of business processes and current developments in the industry.
    Experience: Effective application of theoretical knowledge in the field requires significant experience. Experienced personnel can produce faster and more effective solutions to the problems they encounter.
    Talent: Individuals with the skills and abilities required for their roles increase work efficiency and performance.

This approach emphasizes the critical role that the development and proper management of human resources play in organizational success. Therefore, employees should be provided with training and continuous development opportunities to raise their competency levels.

CES:3.3. In order for each task to be carried out effectively, professional competence must be prioritized and the most suitable personnel for the position must be assigned.

In order to ensure that the duties in our faculty are carried out efficiently, professional competence is taken as the basis and the aim is to employ the most suitable personnel for each position.

CES:3.4. The principle of merit must be adhered to at every stage, from the recruitment of personnel to promotion and advancement, and individual performance must be taken into account.

Job descriptions and qualifications required for positions are clearly defined and announced to the public; merit and competence are taken as the basis in the selection processes.

In recruitment and appointment, evaluation is made according to objective criteria, and for this purpose, examination, interview or evaluation committees are formed.

In stages such as promotion and title change, professional knowledge and experience criteria are taken into consideration.

In-service training activities are organized to improve the professional competence of the staff, thus supporting continuous development.

Performance evaluation systems that monitor professional development are implemented to ensure that suitable and competent personnel continue their duties.

CES:3.5. The training needs required for each position should be determined, and training programs to meet these needs should be planned annually, implemented and updated when necessary.

Our faculty conducts regular training needs analyses to ensure staff can effectively perform their duties. Annual training plans are developed and implemented based on these analyses. Plans are revised to meet emerging needs, and the effectiveness of training is evaluated through feedback.

Faculty of Pharmacy Unit Activity Reports

CES:3.6. The competence and job performance of the personnel should be evaluated at least once a year by the supervisor to whom they are affiliated and the results should be shared with the personnel.

At our faculty, staff members are evaluated at least annually by their managers based on objective criteria regarding their performance and competency. Evaluation results are communicated to staff, and the necessary feedback process is implemented.

Faculty of Pharmacy General Evaluation Academic Board Meeting

CES:3.7. As a result of performance evaluations, measures should be taken to support the development of low-performing personnel; high-performing employees should be encouraged through appropriate reward methods.

In line with performance evaluations conducted at our faculty, supportive practices such as training, counseling, and guidance are implemented for staff with inadequate performance. Staff who demonstrate superior performance are recognized, rewarded, and supported with opportunities that contribute to their career development.

CES:3.8. Basic issues regarding human resources management such as personnel employment, change of duty place, promotion, training, performance evaluation and personal rights should be determined in writing and communicated clearly to all personnel.

In this context, the announcements published by our university clearly demonstrate that human resources processes are conducted in a transparent and documentable manner, in line with elements such as application requirements, evaluation principles, and appointment criteria. These announcements demonstrate that the relevant processes are based on written regulations and communicated to staff.

Fırat University Academic Staff Announcement

FACULTY OF PHARMACY

FACULTY OF PHARMACY

FACULTY OF PHARMACY

FACULTY OF PHARMACY

Standard: 3. Personnel Competence and Performance

CES:3.1. Human resources management should be aimed at ensuring the realization of the administration's goals and objectives.

CES:3.2. Managers and personnel working in the administration must have the knowledge, experience and competence to perform their duties efficiently and effectively.

CES:3.3. In order for each task to be carried out effectively, professional competence must be prioritized and the most suitable personnel for the position must be assigned.

CES:3.4. The principle of merit must be adhered to at every stage, from the recruitment of personnel to promotion and advancement, and individual performance must be taken into account.

CES:3.5. The training needs required for each position should be determined, and training programs to meet these needs should be planned annually, implemented and updated when necessary.

CES:3.6. The competence and job performance of the personnel should be evaluated at least once a year by the supervisor to whom they are affiliated and the results should be shared with the personnel.

CES:3.7. As a result of performance evaluations, measures should be taken to support the development of low-performing personnel; high-performing employees should be encouraged through appropriate reward methods.

CES:3.8. Basic issues regarding human resources management such as personnel employment, change of duty place, promotion, training, performance evaluation and personal rights should be determined in writing and communicated clearly to all personnel.