# Organization

[TOC]

## Titles, Roles

@startwbs
* Board 
**[#aqua] CEO
***[#lightblue] General Manager
****[#gold] Head of Finance and Reporting
****[#gold] Head Of Engineering
****[#lightgreen] Chief Product Officer 
*****[#gold] Head of Engagement
*****[#gold] SVP/VP, Product Owner (X Product)
******[#gold] SVP/VP, Solution Architect
******[#plum] Lead Developer/Lead Analyst
******[#linen] Senior Developer/Analyst
******[#snow] Developer/Analyst
******[#white] Junior Developer/Analyst


****[#lightgreen] Chief Delivery Officer
*****[#gold] SVP/VP, Delivery Manager (X Business Line)
******[#gold] SVP/VP, Solution Architect
******[#plum] Lead Developer/Lead Analyst
******[#linen] Senior Developer/Analyst
******[#snow] Developer/Analyst
******[#white] Junior Developer/Analyst

****[#lightgreen] Chief Quality Officer 
****[#lightgreen] Chief Operation Officer
*****[#gold] SVP/VP, DevSecOps
******[#gold] SVP/VP, Solution Architect
******[#plum] Lead Developer/Lead Analyst
******[#linen] Senior Developer/Analyst
******[#snow] Developer/Analyst
******[#white] Junior Developer/Analyst
*****[#gold] SVP/VP, Infrastructure Services


****[#lightgreen] Chief Marketing Officer 
*****[#gold] Head of Account Management
*****[#gold] Head of Marketing
@endwbs

**CEO(Grade:9):** As a Chairman of the Board The CEO is the top executive who provides strategic leadership, sets the organization's direction, and represents the company to external stakeholders. Their responsibilities include making major decisions, ensuring overall organizational success, and driving long-term growth.
**General Manager(Grade:8):** The General Manager oversees the day-to-day operations of the organization and works closely with the CEO. They are responsible for implementing strategies, managing resources, and ensuring operational efficiency to achieve organizational goals.
**Executive Vice President (EVP)(Grade:7):** The EVP holds a high-level leadership position and collaborates with the CEO and other executives to develop and execute strategic initiatives. They oversee operations and manage various functions within the organization, contributing to its overall success.
**Senior Vice President / Vice President(Grade:6/5):** These roles represent high-ranking executives who provide leadership, make strategic decisions, and manage teams in specific areas or departments. They play a crucial role in achieving business objectives, ensuring effective management, and fostering coordination within the organization.
**Solution Architect / Product Owner(Grade:4):** The Solution Architect brings technical expertise in designing and developing software solutions that align with business requirements. The Product Owner defines the product vision, manages stakeholder expectations, and prioritizes features, ensuring customer value and successful product development.
**Lead Developer / Lead Analyst / Lead Quality Engineer / Lead Designer(Grade:3):** These roles encompass leadership positions within the development team. The Lead Developer guides and coordinates the development process, the Lead Analyst contributes to effective analysis of business requirements, the Lead Quality Engineer ensures high software quality, and the Lead Designer leads the UI/UX design efforts.
**Senior Developer / Senior Analyst / Senior Quality Engineer / Senior UI/UX Designer(Grade:2):** These roles recognize the experience and expertise of professionals who handle complex tasks and provide mentorship to junior team members. Senior Developers bring advanced coding skills and architectural knowledge, Senior Analysts contribute deep insights into business processes, Senior Quality Engineers maintain high software quality, and Senior UI/UX Designers excel in creating exceptional user experiences.
**Developer / Quality Engineer / UI/UX Designer(Grade:1):** These roles represent the skilled workforce responsible for software development and quality engineering tasks. Developers write code, Quality Engineers focus on testing and quality assurance, and UI/UX Designers specialize in creating user-friendly and visually appealing interfaces.

:::info
**BBT Mappings**
Senior Vice President / Vice President: *PLM, Kidemli PLM*
Solution Architect / Product Owner: *Kidemli Yonetici, Mimar*
Lead Developer / Lead Analyst / Lead Quality Engineer: *Kidemli Yonetici, Yonetici*
Senior Developer / Senior Analyst / Senior Quality Engineer: *Yonetici, Uzman*
Developer / Quality Engineer: *Uzman, Uzman Yardimcisi*
:::

## Head Counts

* We foresee a total of **32** employees of the company.
* 2 for management.
* 30 for divisions.
* 9 transfers from Burgan Bank Turkey.
* 5 dedicated to Burgan Bank Turkey.
* 25 dedicated to Burgan Bank Kuwait

| Division | BBK Hires | BBK Transfers | BBT Hires | BBT Transfers | Totals |
| ---------------------- | --------- | ------------- | --------- | ------------- | ------ |
| Platform Engineering | 5 | 5 | | | **10** |
| Business Solutions | 3 | 3 | 2 | 3 | **11** |
| Web and Mobile Banking | 5 | 1 | | | **6** |
| Quality and Control | 3 | | | | **3** |
| Totals | **16** | **9** | **2** | **3** | **30** |

## Divisons

@startwbs
* Divisions (Delivery Channels)
**[#lightblue] Platform Engineering
**[#lightgreen] Business Solutions
**[#lightgreen] Web and Mobile Banking
** Quality and Control
@endwbs

### Platform Engineering

@startmindmap
*[#lightblue]:== Platform Engineering
BBK FT:10;
**_:== Mehmet Tosun
Senior Vice President
;


**:== Indentity and Access Management
BBK FT: 2
;
***_:== Sercan Yuksel
Lead Developer
;
***_:== <FT>
Solution Architect
;

**:== Workflow Engine
BBK FT 2
;
***_:== Taner Simsek
Lead Developer
;
***_:== <FT>
Solution Architect
;

**:== Backoffice
BBK FT:3
;
***_:== Ertugrul Dagli
Lead Developer
;
***_:== Ozan Deniz Demirtas
Senior Developer
;
***_:== <FT>
Lead Developer
;

**:== Contract and Document Management
BBK FT : 2
;
***_:== <FT>
Solution Architect
;
***_:== <FT>
Senior Developer
;

@endmindmap

### Business Solutions

@startmindmap
*[#lightgreen]:== Business Solutions
BBK FT:6
BBT FT:5;

**_:== Safak Cakir
Senior Vice President
;

**:== BBK Workflows
BBK FT:5;

***_:== Gokhan Basut
Product Owner
;
***_:== Emre Ucar 
Lead Developer
;
***_:== <FT>
Senior Developer
;
***_:== <FT>
Senior Developer
;
***_:== <FT>
Senior Developer
;


**:== BBT Products Support
BBT FT:5;
***_:== Omur Ucum 
Lead Developer
;
***_:== Mehmet Akbaba
Developer
;
***_:== Huseyin Turoglu
Developer
;
***_:== <FT>
Senior Developer
;
***_:== <FT>
Senior Developer
;


@endmindmap

### Web & Mobil Banking

@startmindmap
*[#lightgreen]:== Web and Mobile Banking
BBK FT = 6;

**_:== Berdan Koca
Vice President;

**:== Product Management
BBK FT = 2;

***_:== <FT>
Product Owner
<back:orange>Placed by Digital</back>
;

***_:== <FT>
UI/UX Designer
<back:orange>Placed by Digital</back>
;


**:== Channel Development
BBK FT:4;
***_:== <FT>
Solution Architect
;
***_:== <FT>
Lead Developer
;
***_:== <FT>
Lead Developer
;


@endmindmap

### Quality and Control

@startmindmap
*[#lightgreen]:== Quality and Control
BBK FT = 2;

**_:== <FT>
Lead Quality Engineer
;

**_:== <FT>
Quality Engineer
;

**_:== Mert Aksu
Senior Quality Engineer
;

@endmindmap

## Benefits and Equipments

### Equipments

1. Computer Allocation:
* Each employee is allocated a computer with a price limit of up to $2000.
* Employees have the freedom to choose any model computer that fulfills the business requirements.
* Model approval for computer purchases is given by the Management Committee.
* In the case of requests for completely secure computers by customers (BBT or BBK), the devices are allocated to the employee by the customer.
1. Computer Renewal:
* Computers are renewed every 3 years.
* When computers are renewed, the old computers are donated to the employees.
* Employees who resign from the company are required to return their computer to the company.

These guidelines ensure that employees have the flexibility to choose a computer model that meets the business requirements while staying within the allocated budget. The regular renewal cycle every 3 years helps maintain up-to-date technology for employees, and the donation of old computers allows employees to benefit from the equipment they have been using.

### Subscriptions

In addition to the computer allocation and renewal guidelines, the high-tech company also provides a monthly tech allowance of $50 to employees. This allowance allows employees to try different solutions or services to enhance their work or explore new technologies. Here are the default subscriptions provided by the company:

1. Windows 365: The company provides Windows 365 by default. Windows 365 is a cloud-based service that allows users to access a virtualized Windows desktop environment from any device with an internet connection. This subscription enables employees to work remotely or access their work environment from various devices.
1. Github Team: The company includes a subscription to Github Team by default. Github is a platform for version control and collaborative development. The Github Team subscription offers additional features and capabilities for team collaboration, code review, and project management, enhancing the development process for employees.
1. Azure: The company also provides an Azure subscription by default. Azure is a cloud computing platform that offers a wide range of services for building, deploying, and managing applications and services. This subscription allows employees to leverage Azure's resources and capabilities for their development and deployment needs.

By providing these default subscriptions, the company ensures that employees have access to essential tools and services for their work. The $50 monthly tech allowance gives employees the flexibility to explore and try additional solutions or services that align with their individual needs and preferences. This encourages continuous learning, experimentation, and the adoption of new technologies within the organization.

### Technology Allowance

1. Usage of Allowance: Employees can utilize the $1000 allowance to purchase or upgrade home office equipment and hardware that contribute to their productivity. This includes items such as monitors, desks, keyboards, ergonomic chairs, internet fees, and other necessary equipment and accessories directly related to their work.
1. Approval Process: The approval for allowance spending is granted by the Management Committee. Employees are required to seek approval before making purchases to ensure that the items meet the business needs and align with the company's policies and guidelines.
1. Resignation Policy: When an employee resigns from the company, they are required to return the technology allowance received in the previous year. This policy ensures that the company retains the investment made in providing the allowance and prevents misuse of the benefit upon employee separation.

By offering a home office setup and hardware allowance, the company supports employees in creating an efficient and comfortable work environment at home. This demonstrates the company's commitment to promoting productivity and acknowledges the changing work dynamics where remote work has become more prevalent. The approval process and resignation policy help maintain accountability and ensure that the company's resources are utilized appropriately.

### Health Insurance
?

Flex ?

### Private Pension System
?

### Bonus Schema

The bonus calculation can be adjusted as follows:

1. Calculate the Bonus Share Rate for each employee using the formula:
Bonus Share Rate = Grade * Service * Employee Performance
1. Grade: Represents the employee's grade, which determines their base bonus.
1. Service: Represents the multiplier based on the number of fulfilled service years. It is calculated as 1 plus the fulfilled service years multiplied by 0.1.
1. Employee Performance: Represents the performance level of the employee, which can be "Unsatisfactory" (Multiplier is 0, no bonus), "Satisfactory" (Multiplier is 1.0), or "Outstanding" (Multiplier is 1.2).
1. Calculate the total Bonus Share by summing up the Bonus Share Rates of all employees.
1. Divide the Bonus Pool among all employees based on their Bonus Share Rate, using the formula:
Employee Bonus = Bonus Share Rate / Total Bonus Share * Bonus Pool

By incorporating the service year multiplier, performance factor, and the concept of the Bonus Pool, the bonus calculation takes into account the employee's grade, years of service, performance level, and the overall distribution of the available bonus funds.

*Sample bonus distribution list. For simlification every employees performance asummed as Satiffactory.Bonus pool is 100.000 unit*


## Employee Performance

In our company, we utilize a performance scale consisting of three levels:
* Unsatisfactory
* Satisfactory
* Outstanding

To ensure clarity and alignment, direct reports assign Objectives and Key Results (OKRs) to employees. These OKRs outline specific goals and metrics that employees are expected to achieve within a given timeframe. This process promotes a results-driven culture and provides a clear direction for employees to focus their efforts.

Regular performance reviews are conducted every three months, known as "one-to-one" meetings, where managers and employees have dedicated discussions about performance, progress, and areas for improvement. These meetings provide an opportunity for managers to provide feedback, recognize achievements, and address any challenges or concerns.

At the end of each year, the performance level of each employee is sealed. This means that based on their performance throughout the year, they are categorized as unsatisfactory, satisfactory, or outstanding. This sealing process serves as a formal evaluation of an employee's performance and helps determine their overall performance rating for the year.

The performance level sealing is an important milestone that allows us to assess employee contributions, recognize high performers, and identify areas for development and support. It also forms the basis for various HR processes such as salary adjustments, promotions, and other talent management decisions.

By regularly evaluating employee performance and providing ongoing feedback, we aim to foster a culture of continuous improvement and ensure that employees are motivated, engaged, and aligned with the company's goals. Through this performance management approach, we strive to drive individual and collective success, ultimately contributing to the overall growth and success of the organization.

## Committees

### Executive Committee

### Management Committee

### Technology Committee

The committee responsible for setting the company's technology strategy and overseeing the adoption of new technologies typically includes key stakeholders and experts in technology-related roles. Based on the provided information, the committee members can be:

* CEO: The Chief Executive Officer provides overall strategic direction and leadership to the company. They play a crucial role in setting the technology strategy and ensuring its alignment with the company's goals and objectives.
* GM: The General Manager contributes to the development of the technology strategy and oversees its implementation. They provide valuable insights into the company's overall business objectives and help prioritize technology investments.
* xVPs: Executive Vice Presidents, Senior Vice Presidents, and Vice Presidents represent high-level executives from various departments or functions within the organization. Their inclusion ensures that the technology strategy aligns with the needs and goals of different areas of the company.
* Solution Architects: Solution Architects are technical experts who assess emerging technologies and make recommendations on their adoption. They understand the company's business requirements and help evaluate the potential impact and feasibility of implementing new technologies.
* Lead Developers: Lead Developers bring technical expertise and hands-on experience to the committee. They play a vital role in evaluating new technologies, providing insights on implementation challenges, and making recommendations based on their practical knowledge.

### Finance Committee

### Human Resources Committee

The HR committee consists of the following members:

* CEO
* GM
* EVPs
* BurganBank Turkey HR department delegates

These members collectively oversee various aspects of human resource management, including headcount management, salary decisions, bonus pool distribution, employee dismissals, and promotions. Their expertise and involvement ensure that HR-related decisions align with the organization's goals, comply with regulations, and promote a fair and productive work environment.

Some of the key responsibilities of the HR committee may include:

* Head Count Management: The HR committee oversees the planning and management of the organization's workforce. They assess staffing needs, determine the appropriate head count for each department or team, and participate in recruitment and hiring processes.
* Salary Decision: The HR committee plays a role in determining salary structures, compensation packages, and salary adjustments within the organization. They review market trends, benchmark salaries, and make decisions regarding salary levels for different positions and employee categories.
* Bonus Pool Decision: The HR committee may be involved in the allocation and distribution of the bonus pool. They review performance metrics, consider individual and team achievements, and make decisions on how the bonus pool will be distributed among employees based on predetermined criteria.
* Employee Dismissal: The HR committee may participate in the process of employee dismissal or termination. They ensure compliance with labor laws and company policies, oversee disciplinary actions, and make decisions regarding employee separations.
* Promotion: The HR committee is responsible for evaluating employee performance, identifying high-potential individuals, and making decisions regarding promotions and career advancement opportunities within the organization. They ensure fairness and transparency in the promotion process.

## Income Distribution Schema

Group Income (Including Burgan BBK and Subsidiaries)

* 75% of the income: This portion is allocated to employee salaries and allowances, covering regular salaries and additional benefits.
* 10% of the income: This portion is allocated to the bonus pool, which is distributed among employees based on their grade, years of service, and performance.
* 10% of the income: This portion is allocated to cover operating expenses, including office rent, utilities, marketing, and professional services. It may also be used for honorarium payments to board members or individuals in similar roles.
* 5% of the income: This portion is allocated to fund office parties and off-site employee meetings, providing opportunities for socializing, team building, and employee engagement outside of regular work activities.

Non-Group Income

* 50% of the income: This portion is allocated to employee salaries and allowances, covering regular salaries and additional benefits.
* 20% of the income: This portion is allocated to the bonus pool, which is distributed among employees based on their grade, years of service, and performance.
* 15% of the income: This portion is allocated to cover operating expenses, including office rent, utilities, marketing, and professional services. It may also be used for honorarium payments to board members or individuals in similar roles.
* 10% of the income: This portion is transferred to the parent company as a profit share or dividend.
* 5% of the income: This portion is allocated to fund office parties and off-site employee meetings, providing opportunities for socializing, team building, and employee engagement outside of regular work activities.