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Maternity Policy

Kadir Has University places a strong emphasis on gender equality and is dedicated to ensuring that both maternity and paternity leave are provided in full compliance with the relevant laws and regulations. Our commitment to fostering a fair, inclusive, and supportive work environment extends to the family and caregiving responsibilities of all employees.

In accordance with Labor Law No. 4857, female employees are entitled to 16 weeks of maternity leave. Beyond this legal provision, the University has taken additional steps to strengthen support mechanisms for its staff. The Kadir Has University Directive on Pregnancy, Maternity, and Breast-Feeding Leave and Temporary Disability extends the breast-feeding leave period from one year to two years, reflecting the University’s strong commitment to the well-being of employees who have recently given birth and require time to care for their infants.

Similarly, paternity leave is granted in compliance with both Article 27 of the Kadir Has University Directive on Administrative Staff and Labor Law No. 4857. The University’s internal regulation enhances this entitlement by providing 10 working days of paid paternity leave, doubling the statutory five days mandated by national labor law. This expansion recognizes the importance of shared parental responsibilities and provides greater flexibility for employees to support their families during significant life events.

Kadir Has University also ensures that its maternity and paternity leave policies are publicly available and transparently shared through its official website.

Furthermore, equality and merit-based practices are embedded in all University processes. For instance, performance and promotion criteria for academic staff are clearly defined in relevant internal instructions. These include specific measures to support individuals on maternity leave, such as exemptions from annual performance evaluations. Such provisions underscore the University’s dedication to implementing fair, compassionate, and gender-sensitive policies that promote the well-being and career advancement of all employees.

Find below the related directives.

KADİR HAS UNIVERSITY

DIRECTIVE ON PREGNANCY, MATERNITY AND BREAST-FEEDING LEAVE AND TEMPORARY DISABILITY

SECTION ONE

Purpose, Scope, Basis and Definitions

Purpose

Article 1 – This directive aims to regulate the principles and procedures regarding pregnancy, birth and breast-feeding leave along with temporary disability allowances of Kadir Has University academic and administrative staff.

Scope

Article 2 – This directive applies to the full-time academic and administrative staff of Kadir Has University. Accordingly, it does not apply to academic staffs who come from another university through a letter of assignment or who are working at another institution and visit Kadir Has University for giving lectures, or the administrative staff who come to provide temporary administrative services.

Basis

Article 3 – This directive was prepared based on the Labor Law No.4857 and the Social Insurance and General Health Insurance Law No.5510.

Definitions

Article 4- The following terms mentioned in this directive shall mean as designated below:

University: Kadir Has University.

Rectorate: The Rectorate of Kadir Has University,

Academic Staff: The academic staff working at Kadir Has University under the research fellow, academic, doctor faculty member as well as the associate professor or professor positions.

Administrative Staff (Personnel/Employees): The administrative personnel working full time at Kadir Has University administrative units in scope of Labor Law No.4857.

Temporary Disability Allowance: The payment made to the insured in the scope of the sickness and maternity insurance as the daily temporary disability allowance during the short- time disability due to sickness or motherhood.

SECTION TWO

General Principles and Implication

Notification

Article 5 – The Kadir Has University employees who want to benefit from the provisions under this Directive must notify the dean at the faculties if they are academics or their managers in other units, or the administrative unit directors if they are administrative staff, of their pregnancy until the end of the tenth week of their pregnancy latest.

The staff who wants to adopt a child between 0-2 ages makes a notification until 5 (five) months prior to the completion of the adoption procedures latest.

Maternity Leave

Article 6 – (Amended: Senate 24.04.2019 – 2019/04) The maternity leave used by the staff upon giving birth is 16 (sixteen) weeks in total including 8 (eight) weeks before giving birth and 8 (weeks) after giving birth, according to article 74 of the Labor Law. In case of polycyesia (multiple pregnancy), 2 (two) additional weeks are added to the 8 (eight) weeks non-working period and the maternity leave is provided as 18 (eighteen) weeks in total including 10 (ten) weeks before giving birth and 8 (weeks) after giving birth.

If the female staff gives birth to a premature baby, then any pre-birth leave period which could not be utilized before giving birth shall be added to the post-birth leave period.

The maternity leave of the female staff is started following completion of 32th (thirty second) week of the pregnancy by the state hospital or the private health care facility having a contract with Social Security Institution and the staff takes her leave after issuance of the temporary disability certificate including the end date of the maternity leave and a blank space for the end date of the maternity which shall be determined and written after giving birth.

The employee can go on her job until 3 (three) weeks prior to giving birth, if she desires so, if her health condition is good and if the doctor allows her to work. In order the employee to continue her job, upon completion of 32th (thirty second) week of the pregnancy she needs to obtain a report that is designating she can work from the state hospital or the private health care facility having a contract with Social Security Institution. Furthermore, she is given the temporary disability certificate including the end date of the maternity leave and a blank space for the end date of the maternity which shall be determined and written after giving birth. In this case, within the last 3 (three) weeks of the pregnancy the employee applies again to the state hospital or the private health care facility issuing the temporary disability certificate, and gets her maternity leave started. The employee submits a copy of the temporary disability certificate that is provided by the state hospital or the private health care facility during 32th (thirty second) or the last 3 (three) weeks of the pregnancy, to the Human Resources Directorate. The original of the temporary disability certificate is kept by employee.

Upon her request, the female employee is given an unpaid leave up to 6 (six) months following completion of her 16 (sixteen) week leave or 18 (eighteen) week leave, in case of multiple pregnancy. This time period is not taken into consideration while calculating the annual paid leave.

If the female employee demands to use her annual paid leave following completion of her 16 (sixteen) week leave or 18 (eighteen) week leave in case of multiple pregnancy, then it is deemed that she waived to use her right to unpaid leave. In terms of order of preference, firstly the maternity leave, secondly the unpaid leave and lastly the annual paid leave should be exercised.

The female employee takes her leave starting from the commencement date of the leave that is determined by the state hospital or the private health care facility, and should not come to the workplace for work purposes after this date. Since the academics who are giving lectures or making research cannot continue giving lectures or making research as of the commencement date of the maternity leave, it is important to make arrangements and planning regarding the relevant lectures and researches after the employee notifies the dean or her manager of her pregnancy.

Before the maternity leave, the employee completes all required work transfers and informs all relevant employees regarding the work transfer.

The post-birth leaves mentioned above are applied to any male and female employees who adopt a child between 0-2 ages, after the adoption.

The male employee whose wife gives birth can use a paid paternity leave of 10 (ten) days by submitting the certificate of birth to the Human Resources Directorate. This leave can be taken within one month following the birth.

Temporary Disability Allowance

Article 7 – The employee who is on her maternity leave continues to receive her full monthly salary. In return, the employee returns the temporary disability allowance provided by the Social Security Institution to the University in exchange for the monthly salary payment made during her maternity leave. Any difference between the payments is undertaken by the university.

In order to be entitled to the temporary disability allowance, the female employee’s short-term insurance premium must have been declared for at least 90 (ninety) days within the 1 (one) year before the birth. Provided that she complies with the condition above, the female employee is provided a temporary disability allowance for each day she is not working during the 16 (sixteen) week leave (twice 8 [eight] week leave, that is once before and once after the birth), or during the 18 (eighteen) week leave (8+10 weeks) by adding 2 (two) weeks to the foregoing 8 (eight) week leave before giving birth, if it is a multiple pregnancy. The female employee is given temporary disability allowance for the non-working time period that she could not benefit from before the birth due to premature delivery, and for the time period added to her post-birth resting period in the case she works upon her will and the doctor’s approval until the last 3 (three) weeks to giving birth.

The male and female employees who adopt a child between 0-2 ages are provided the post- birth/post-adoption proportion of the temporary disability allowance. In case of adoption, the payment made by the University shall not be returned since the Social Security Institution does not make any payments for adoption.

Post-birth Procedures

Article 8 – (Amended: Senate 24.04.2019 – 2019/04) After giving birth, the female employee applies to the state hospital or the private health care facility issuing the temporary disability certificate with the original birth certificate or the original temporary disability certificate she previously obtained, fore determination of the end date of the maternity leave.

Following determination of the end date of the maternity leave, the employee submits a copy of the temporary disability certificate to the Human Resources Directorate within 5 (five) days following the date she receives the certificate. The Financial Affairs Directorate records the commencement dates and the end dates of the maternity leave for the employee under the Social Security Institution’s web-based system and ensures that the Social Security Institution calculates the employee’s temporary disability allowance.

The temporary disability allowance is deposited under the post office by the Social Security Institution under the name of the employee. The temporary disability allowance deposited can be withdrawn from the post offices with the ID card including the Turkish ID/Citizenship No.

The employee deposits the temporary disability allowance that she withdraws from the post office to the University’s bank account to be designated by the Financial Affairs Directorate, within 1 (one) month following the end date of the maternity leave as designated under the Social Security Institution’s report.

If the employee wants to take unpaid leave following completion of her maternity leave, then she informs her director about the matter through a letter of request. Later, she submits the foregoing letter of request approved by her director to the Human Resources Directorate.

The provisions of this article are applied to also the male and female employees adopting a child, to the extent they are applicable.

Breast-feeding Leave

Article 9 – (Amended: Senate 24.04.2019 – 2019/04) Following the end of the maternity leave, the employee giving birth becomes entitled to a 1.5 (one and half) hour breast-feeding leave in total for each working day during the period starting from her date of return to work until the baby finishes age 2 (two). The employee can take this 1.5 (one and half) hour breast- feeding leave either by dividing it into three times during the working hours or at the beginning or the end of the working hours. The employee notifies her unit’s director of her choice at the beginning of each month.

At the initial six months of the leave, the employee – if desires so – can take her breast-feeding leave as a half day breast-feeding leave plus 45 minutes leaves on each working day, by combining the foregoing 1,5-hour leaves on a weekly basis.

Following the completion of the initial six months of the leave, the employee – if desires so – can take her breast-feeding leave as a one full day leave by combining it into a single day. In such case, she cannot use breast-feeding leave during the working hours.

If the employee wants to take the half day or the full day leave mentioned above, then she informs her director about the matter through a letter of request. The relevant weekday for taking the leave is determined together by the unit’s director and the employee. The letter of request approved by the director is submitted before the Human Resources Directorate.

The breast-feeding leaves are included in the working period.

Miscellaneous

Article 10 – The University Rector is authorized to decide on any matters not mentioned under this directive and any other special conditions.

Effect

Article 11 – This Directive enters into effect on the date it is adopted by University Senate in its meeting dated 11.07.2018.

Execution

Article 12 – Provisions of this directive are executed by the University’s Rector.

KADİR HAS UNIVERSITY

DIRECTIVE FOR ACADEMIC STAFF EMPLOYMENT

SECTION ONE

Purpose, Scope, Basis and Definitions

Purpose

ARTICLE 1- Directive for Academic Staff Employment is compiled for the purpose of ensuring and bringing together the qualified academic staff required for the realization of the vision and mission of Kadir Has University. The regulations; with the aim to reach the highest standards in education and research, define an objective and clear assessment system, and determine the main principles related to draw up employment contracts for the academic staff.

Scope

ARTICLE 2- This Directive sets out the minimum academic working conditions for the academic staff to be employed at Kadir Has University and/or those whose employment contracts are in progress and shall be executed within the framework of the basic principles stated in article 5 of this directive. This directive constitutes a whole with its annexes.

Basis

ARTICLE 3- Higher Education Law No. 2547.

Definitions

ARTICLE 4-

  • The Candidate Preliminary Assessment Committee is referred to as a committee, formed by the Dean of the relevant faculty for each posted position, whose rules for incorporation are stipulated in Article 8 of this directive and assigned with conducting a preliminary assessment regarding the suitability of the candidate within the scope of Kadir Has University new education model, research ecosystem and community service approach and interdisciplinary contribution potential in these areas, along with the minimum criteria set forth in this directive.
  • Academic Director refers to the Core Program Director and the Implementation and Research Center Directors.
  • Academic Council comprises of the Rector, Vice Rectors, Deans, Deputy Dean, Director of the Institute and Director of R&D Resources.
  • Being an executive/researcher/consultant is referred to as an academic activity jointly planned and supported by Kadir Has University and national/international institutions and included within the University’s financial system. Projects, whose main sponsors are international institutions are evaluated as “international” projects. Projects, whose main sponsors are national institutions are evaluated as “national” projects. Kadir Has University executive participation fulfills the criteria for a being an executive participant in international projects.
  • Research/R&D Projects are projects in which undergraduate/postgraduate/post- doc basic researcher support is fully financed from non-university sources for at least 6 months.
  • Referred Scientific Journals are those indexed in SCI-EXP, SSCI, AHCI, SCOPUS as well as in TÜBİTAK-ULAKBİM-TR Dizin national database.
  • Scientific Article is referred to as full-text studies published in journals of related category. Short Communications, Technical Notes, Conference Papers, Discussions, letters to the editor, along with preliminary announcements about research topics and their results are NOT referred to as a scientific article.
  • Periodic Performance Assessment is the assessment of the academic staff on the basis of the principles set forth within the Directive Governing Performance Assessment of the Academic Staff as of the defined periods. The above-mentioned periods are 3 years for Assistant Professors and 4 years for Associate Professors and Professors.
  • Annual Performance Assessment is the assessment of the academic staff on the basis of the principles set forth within the Directive Governing Performance Assessment of the Academic Staff on a yearly basis.
  • Artistic Practice/Research projects are referred to artistic practice and research activities jointly planned and supported by Kadir Has University and national/international institutions, and included within the University’s financial system. Projects, whose main sponsors are international institutions are evaluated as “international” projects. Projects, whose main sponsors are national institutions are evaluated as “national” projects. Kadir Has University executive participation fulfills the criteria for a being an executive participant in international projects.

SECTION TWO

Employment of Faculty Members

Basic Principles

ARTICLE 5- The basic principles to be considered in the recruitment of academic staff and their employment contracts are as follows:

  • This Directive sets out the thresholds to be regarded for all academic staff. The decision of the board of directors regarding the conclusion of a new academic staff employment contract is finalized upon the opinion of the Dean based on the recommendations by the Candidate Preliminary Assessment Committee, Academic Council proposals and the approval of the Rector. Decisions regarding the upgrading of the current academic staff within the institution and the renewals/extensions of their employment contracts are finalized with the opinion of the Dean, the proposal of the Academic Council and the approval of the Rector.
  • Deans and Academic Directors are responsible for the qualifications of the academic staff that will be assigned in their units. The main purpose is to ensure that all academic staff can easily be employed in the leading universities of the world.
  • Candidates who will be employed for the first time as a faculty member/instructor at Kadir Has University or who apply for an upgrade should have been successful on the grounds of their lectures/seminars.
  • The Academic staff/Instructors currently employed at Kadir Has University and applying for an upgrade in their academic title are required to submit at least one publication indexed at Kadir Has University in their portfolio and this publication is expected to have been co-published with a student.

Planning for Recruitment

ARTICLE 6- Kadir Has University plans its human resources needs in line with its strategic goals and financial resources. These needs are discussed and negotiated during annual budget planning sessions. The recruitment process begins following the approval of the annual budget plan. However, unforeseen resignations and/or needs approved by the university administration can be taken into account immediately.

Job Postings and Application Process ARTICLE 7-

  • The relevant Dean of the Faculty presents to the Rector his/her views on the required academic staff together with the program, major or discipline as well as the academic title of the required faculty member upon taking the opinion of the Faculty Board of Directors. The job posting texts prepared by the faculties/departments for the approved academic staff positions are submitted to the Rector’s Office. Upon the directives of the Rector’s Office, job postings are then published in the Official Gazette and on the website of Kadir Has University by the Human Resources Directorate to disclose a widespread announcement.
  • Job applications are filed in the Human Resources Directorate. The applicant is required to fill in the online Application Form in order to form the basis of academic assessment.

The Candidate Preliminary Assessment Committee

ARTICLE 8- A Candidate Preliminary Assessment Committee is formed by the Dean of the Faculty concerned for the posted position and specifically for that recruitment. The Candidate Preliminary Assessment Committee is responsible for conducting a preliminary assessment in order to determine the suitability and identify the potential for contributions of a candidate within the framework of the new education model and research ecosystem executed in Kadir Has University, as well as all academic activity within the context of community service. The committee comprises of 6 members (4 in exceptional cases upon the approval of the Dean) consisting of the relevant Faculty Dean (or a Deputy Dean or a person authorized by the Dean), Head of the relevant Department, at least 1 person from the program/major/ discipline subject to the recruitment, at least 1 person from a different program/major/ discipline within the Faculty and 2 members from different Faculties. The members of the Committee are notified to the Rector’s Office. Should the Faculty subject to recruitment offers a single program, it is not compulsory to have members from other programs in the Candidate Preliminary Assessment Committee.

Preliminary Assessment and the Basic Principles

ARTICLE 9- Higher Education Law No: 2547 as well as Regulation Governing the Recruitment and Upgrading the Academic Titles of the Faculty Members shall apply to the recruitment of the academic staff/faculty members/instructors. The candidate to apply for the academic job opening posted in order to be assigned as a faculty member at Kadir Has University should not only meet the requirements stipulated in the provisions of the Higher Education Law No: 2547 as well as “Regulation Governing the Recruitment and Upgrading the Academic Titles of the Faculty Members” but also should meet the terms and conditions set forth in Article 5 of this Directive, namely Basic Principles, the conditions referred to in Article 9 and should comply with the minimum criteria defined in Annex-1, Annex-2, Annex-3 and Annex-4. Candidates who are planned to be recruited within the scope of Directorate of Core Program are required to meet the criteria set forth by the relevant faculties/departments to which their academic major is affiliated.

  1. Requirements to be Eligible in order to be Assigned as an Assistant Professor
    • Having been granted a PhD title or Proficiency in Arts degree and meeting the minimum Academic Activity Criteria specified by the relevant faculty/major (see Annex-1 for Faculty of Engineering and Natural Sciences, Faculty of Economics, Administrative and Social Sciences and Faculty of Management, Annex-2 for Faculty of Arts and Design (except Theatre Department) and Faculty of Communication, Annex-3 for Theatre Department, and Annex-4 for Faculty of Law.
  1. Requirements to be Eligible in order to be Assigned as an Associate Professor
    • In accordance with the Higher Education Law No. 2547, the candidate should have achieved a passing score/grade in the Associate Professor exam to be held by Interuniversity Council (UAK) and should have received the certificate of achievement (For the Regulation governing Associate Professor Exams, please see. https://www.uak.gov.tr).
    • The candidates from within Kadir Has University should have been assessed as

“Successful” as per the most recent Academic Performance Assessment.

  • They should meet the minimum Academic Activity Criteria specified by the relevant faculty/major (see Annex-1 for Faculty of Engineering and Natural Sciences, Faculty of Economics, Administrative and Social Sciences and Faculty of Management, Annex-2 for Faculty of Arts and Design (except Theatre Department) and Faculty of Communication, Annex-3 for Theatre Department, and Annex-4 for Faculty of Law.
  1. Requirements to be Eligible in order to be Assigned as a Professor
    • Having a minimum of five-year full-time work experience after being entitled with an associate professor title in the related discipline, at least 3 years of which is at that university.
    • The candidates from within Kadir Has University should have been assessed as

“Successful” as per the most recent Academic Performance Assessment.

  • They should meet the minimum Academic Activity Criteria specified by the relevant faculty/major (see Annex-1 for Faculty of Engineering and Natural Sciences, Faculty of Economics, Administrative and Social Sciences and Faculty of Management, Annex-2 for Faculty of Arts and Design (except Theatre Department) and Faculty of Communication, Annex-3 for Theatre Department, and Annex-4 for Faculty of Law.

Interview and Seminar

ARTICLE 10-

  • The candidates who meet the basic principles and who are assessed as successful by the Committee in the preliminary assessment are further assessed in terms of their English proficiency in doing research and scientific activity as well as to give lectures in English, hence the Candidate Pre-Assessment Committee interviews the candidate in English and the Candidate is also required to give a short seminar in English which is open to the general participation. The pre-requisite of interviewing the candidate in English and asking the Candidate to give a seminar in English shall only apply to recruitment process of candidates out of the University; shall not apply to candidates from within the University who have applied for an increase in their academic titles.
  • Throughout the interviews and seminars; the candidates’ academic formation, the quality and quantity of research activities, their capability to put the researches and studies to practice (to establish a relationship between practice and theory), their qualification as an instructor (their ability in teaching, curriculum development and the ability to use educational technologies), their motivation and ability to participate in interdisciplinary projects, ability in verbal expressions and compliance with the university’s vision, mission, basic policies and expectations are evaluated.
  • The candidate may not be obliged to give a seminar in various situations and upon approval. Examples of such situations include where the candidate is one of the well-known, reputable and recognized scholars in his major, assigned in another institution and does not prefer his/her application to be disclosed widely to the public. The proposal regarding the exemption of the seminar requirement is escalated to the Rector by the relevant Dean and may be accepted upon the approval of the rector.
  • The Candidate Preliminary Assessment Committee assesses the candidate’s portfolio, references, interviews and the performance of the candidate in the seminar, prepares the Candidate Preliminary Assessment Report specifying their joint and finalized views about the Candidate and sends it to the Rector’s Office.
  • The proposal regarding the assignment of an Academic Board within the framework of Higher Education Law No: 2547 and Regulation Governing Recruitment and Increasing the Academic Title of Academic Faculty Members is submitted by the Academic Council to the Rector’s Office for a finalized resolution.

Academic Board Assessment and Finalization of the Recruitment Process

ARTICLE 11–

  • At the end of the period specified for submitting applications, the Human Resources Directorate escalates to the Rector’s Office a technical assessment reviewing the details, quality and quantity of the scientific studies and other academic activities documented by the candidates in their application portfolios in accordance with the relevant articles of this directive and the criteria specified in Annex-1, Annex-2, Annex-3 and Annex-4.
  • Applications in order to be assigned as an Assistant Professor are forwarded by the Rector’s Office to the relevant faculties or vocational schools for the necessary procedures. The procedures regarding the recruitment of associate professors and professors are executed by the Rector’s Office.
  • The scientific portfolio of the candidates who have applied for a position as an Assistant Professor are forwarded by the relevant departments; the scientific portfolio of the candidates who have applied for a position as an associate professor and professor are forwarded by the Rector’s Office to the Academic Board comprising of faculty members with a proven academic track record in their majors, appointed in line with the Higher Education Law No: 2547 and the Regulation Governing Recruitment and Increasing the Academic Title of Academic Faculty Members. Academic Board constituted for the assessment of Assistant Professors and Associate Professors should involve at least 1 member working in international institutions, whereas the Academic Board constituted for the assessment of professors should involve at least 2 members working in international institutions. The requirement to assign a member working in international institutions in the Academic Boards does not apply in the recruitment process in the Faculty of Law.
  • Reports prepared by Academic Board members are finalized by authorized committee and persons specified by the Higher Education Law No: 2547 The authority to sign on behalf of the University in resolutions regarding recruitment, increasing the academic titles, Periodic Performance Assessment and to renew and extend employment contracts within the context of this Directive pertains to the Rector.

Updating the Criteria and Exceptions

ARTICLE 12-.

  • The criteria within the scope of this directive and all annexes of the directive are reviewed periodically by the Rector’s Office with the suggestion of the Academic Council and are updated when necessary.
  • In exceptional cases, the finalized resolution shall belong to the Rector.

Employment Contracts

ARTICLE 13-

  • As a rule; an indefinite-term employment contract is concluded in the recruitment of faculty members.
  • Throughout the employment contract, all academic staff shall be subject to “Annual Performance Assessment” and “Periodic Performance Assessment” to be held within the context of the provisions of Kadir Has University Directive Governing Performance Assessment of the Academic Staff.
  • The employment contracts of faculty members and instructors who are assessed with a “limited performance” grade for two consecutive years in the Annual Performance Assessment to be held within the context of the provisions of Kadir Has University Directive Governing Performance Assessment of the Academic Staff may be terminated upon the approval of the Rector.
  • The employment contracts of faculty members and instructors whose periodical performance is assessed as unsatisfactory at the end of the relevant semester within the context of the provisions of Directive Governing Performance Assessment of the Academic Staff may be terminated upon the approval of the Rector.
  • Depending on the needs of the university and based on performance results, a fixed- term employment contract may be concluded with an academic staff.
  • Assistant professors may not be assigned with the same academic title for a period above 7 years; and associate professors may not be assigned with the same academic title for a period above 8 years. The paid / unpaid maternity leaves including the part-time working period within the context of breast-feeding leave which are used by the academic staff during the period of assignment with the same title shall be calculated in the specified periods. The employment contracts of faculty members and instructors who have expired their maximum period to be assigned with the same academic title may be terminated upon the approval of the Rector.

Age Limit in the Recruitment of the Academic Staff

ARTICLE 14- The age limit to be considered within the recruitment process of the academic staff in Kadir Has University is 77 years of age. Academic personnel above this age do not get appointed full-time. A part-time and indefinite-term employment contract is concluded with these academic staff currently assigned in the university and who have reached this age limit. Academic staff whose employment contract is renewed in this way is not assigned with any administrative duties; their schedule is re-organized in accordance with the principles specified in Article 15 of this Directive herein.

Recruitment of Part-Time Faculty Members

ARTICLE 15- The staff working full-time as an associate professor and professor at the university may be allowed to work part-time with a part-time indefinite term employment contract upon his/her request, reasoned approval of the head/dean / director of the relevant department and the approval of the Rector within the framework of the academic needs of the university. The personnel who have such a contract;

  • Cannot be appointed as a dean, institute and vocational school director, head of any department or deputy positions; cannot participate in the Senate and Executive Boards of University or Faculty.
  • should be available at the University at least 20 hours a week.
  • shall be subject to Annual and Periodic Performance Assessments.
  • cannot benefit from the Individual Research Fund (BAF).

Recruitment of Emeritus Professors

ARTICLE 16- Faculty members who have made exceptional contributions to the university’s development and academic activity on an international scale, who have been appointed at the university as a Professor for at least 10 years and have reached the academic appointment age- limit may be granted the title of “Emeritus Professor” by the Board of Trustees, upon the justified proposal of the related department, the confirmation of the University Senate. Additionally, individuals outside the University who meet similar conditions and whose affiliation with the University shall contribute to its academic prestige on an international scale may also be granted the title of “Emeritus Professor” by the Board of Trustees. The title of Emeritus Professor is valid for 4 years and it is renewed every 4 years depending on academic performance. The faculty members who are entitled to get this academic title shall also be subject to Annual and Periodic Performance Assessments defined under the Directive for Academic Staff Performance Assessment. The Emeritus Professor title of the academic staff who are in the “limited performance” category for two consecutive years in the annual performance assessment can be removed with the approval of the Rector.

SECTION THREE

Employment of Academic Staff Other than Faculty Members

ARTICLE 17- – (Amended: Senate -25/05/2021-2021/07) The recruitment of academic staff other than faculty members/instructors shall be executed in accordance with the “Directive Governing the Procedure and Principles of the Central Exam and the Entrance Exams to be Applied in the Recruitment of Academic Staff other than Faculty Members”.

  • The candidates applying to be assigned as a Foreign Language Instructor and who are not native in the language of instruction should have scored a minimum score of 90 out of the Foreign Language Proficiency Exam (YDS) or an equivalent score in one of the exams recognized by the Assessment, Selection and Placement Center. The foreign language proficiency certificate should have been obtained within the last five years. The above- mentioned time constraint shall not apply to Foreign Language Proficiency Certificates regarding the applications for positions other than a Foreign Language Instructor. These staff/faculty members applying for a job opening in a faculty with a medium of instruction in Turkish should have obtained the score to be determined by the Senate, provided that it is not less than the score specified in the relevant regulation of the Council of Higher Education ; the Foreign Language Proficiency Exam (YDS) or YÖKDİL or a minimum score of 50 in one of the equivalent exams which is recognized by the Assessment, Selection and Placement Center in Turkish education departments. Candidates applying to be assigned as a research assistant are required to have scored at least 70 points in these exams. Candidates whose major/art branch is lectured in a specific language should have to take a proficiency exam in this language.
  • Academic Instructors are subject to annual performance assessment.
  • Candidates of Research Assistant positions are required to be registered in a Post Graduate or PhD Program with Thesis in the relevant institutes of universities, or to have received final acceptance from such a program and should have completed his/her enrollment at the latest by the beginning date of his/her job at the University.
  • Research Assistants are obliged to submit a student certificate to the Human Resources Directorate every semester, and they may be offered a fixed-term employment contract as long as they certify their status as a post graduate program student. The employment contract of any Research Assistant who are no longer a post graduate program student shall be terminated at the end of the relevant semester.

SECTION FOUR

Miscellaneous and Final Provisions

Enforcement

ARTICLE 18– This Directive takes effect on 01.01.2021 in accordance with University Senate resolution dated 20.05.2020 and issued 2020/06, and repeals the Kadir Has University Directive Governing the Recruitment of the Academic Staff dated 11.07.2018.

Execution

ARTICLE 19- This Directive is executed by the Rector of Kadir Has University.

KADİR HAS UNIVERSITY

DIRECTIVE FOR ACADEMIC STAFF PERFORMANCE ASSESSMENT

Purpose

SECTION ONE

Purpose, Scope and Definitions

ARTICLE 1- The purpose of this directive is to augment the efficiency and quality of education, trainings, scientific research as well as the academic and administrative services by duly assessing the performances of the academic staff assigned in Kadir Has University based on a pre-defined objective criterion. In this regard, the performance of the academic staff assigned in Kadir Has University is reviewed via two approaches of assessment criteria; namely “Annual Performance Assessment” and “Periodical Performance Assessment”.

Scope

ARTICLE 2- This Directive stipulates the procedures and criteria regarding the annual and periodic assessment of the performance of academic staff assigned in Kadir Has University. The academics working under the Kadir Has University College of Foreign Languages (YDYO) are not be evaluated under this directive. This directive constitutes a whole with its annexes.

Definitions

ARTICLE 3-

  • Academic Council comprises of the Rector, Vice Rectors, Deans, Deputy Deans, Director of the Institutes and Director of R&D Resources.
  • Being an executive/researcher/consultant in research projects, is an academic activity jointly planned and supported by Kadir Has University and national/international institutions, and included within the University’s financial system. Projects, whose main sponsors are international institutions are evaluated as “international” Projects, whose main sponsors are national institutions are evaluated as “national” projects. Kadir Has University executive participation fulfills the criteria for a being an executive participant in international projects.
  • Research/R&D Projects are projects in which undergraduate/postgraduate/post- doc basic researcher support is fully financed from non-university sources for at least 6
  • Referred Scientific Journals are those indexed in SCI-EXP, SSCI, AHCI, SCOPUS as well as in TÜBİTAK-ULAKBİM-TR Dizin national database.
  • Scientific Article is referred to as a full-text work published in a given category of journal. Short Communications, Technical Notes, Conference Papers Discussions, Editorial/notes along with preliminary announcements about research topics and their results are NOT referred to as a scientific article.
  • Directorate of Corporate Research and Assessment (KADED) is the directorate established within Kadir Has University to be responsible for the quality and strategy process and procedures as well as to follow-up, assess and report corporate It executes the annual assessment process referred within the scope of this directive.
  • Artistic Practice/Research projects, are artistic practices and academic research activities jointly planned and supported by Kadir Has University and national/international institutions, and included within the University’s financial system. Projects, whose main sponsors are international institutions are evaluated as “international” Projects, whose main sponsors are national institutions are evaluated as “national” projects. Kadir Has University executive participation fulfills the criteria for a being an executive participant in international projects.

SECTION TWO

Annual Performance Assessment

The Scope of Annual Performance Assessment

ARTICLE 4-

  • Annual Performance Assessment, shall apply to all professors, associate professors, assistant professors and instructors who have been assigned as a permanent staff of the University for at least 1 (one) year and is carried out each year.
  • In practice, the academic staff who are taking a long-term unpaid leave except for their academic research or on maternity leave during the relevant performance assessment period shall be exempt from this performance assessment process. The maternity leave shall cover the paid/unpaid leaves taken before and after the labor as well as the part-time working hours. The academic staff covered within this category shall be subject to the performance assessment that shall be carried out after one year as of the date that they start work again.
  • The academic staff who have not completed a full year long period of employment as well as the staff who are taking a long-term unpaid leave except for their academic research or who are on maternity leave during the relevant performance assessment period shall be included in the performance assessment process upon their personal requests and only if they meet the minimum criteria designated under article 7 of this directive.
  • The staff who requests to be included in the performance assessment process despite they have not completed a full year long period of employment, who are on a long-term unpaid leave except for their academic research or who are on maternity leave or on paid/unpaid leave for research purposes during the relevant performance assessment period shall be fully responsible for the minimum research criteria designated under article 7 of this directive as well as for the minimum criteria of education as of the academic terms during which he/she had been at work.
  • The annual performance of Deputy Rector, Dean and Vocational School and Institute Directors are assessed by the Rector in line with the academic and administrative objectives of their department/units and their individual academic studies; Rector’s annual performance is assessed by the Board of Trustees. Performance assessment of the Deans throughout the period when they are assigned are realized within the scope of Kadir Has University Directive Governing the Administrative Performance Assessment of the Deans and

Heads of the Departments. The academic staff who are assigned in the specified administrative positions are granted a period of one year as of the date on which their administrative duty ends, in order to allow them to carry out the academic works and to meet the minimum requirements specified within the scope of the Annual Performance Assessment referred to in this directive.

Key Factors Reviewed in Annual Performance Assessment 

ARTICLE 5-

The performance of the academic staff is assessed based on three main categories that are determined as the faculty/vocational school, education-training, research-practice and contribution to the University and community, and calculated by taking into consideration the subjects specified in the Academic Performance Assessment Table (Annex-6) and the corresponding scores. The weights of the scores are determined or changed with the approval of the Rector by considering the strategic plan targets as well as the structure and activities of the faculty/college and the departments. In the performance evaluation of the academic staff, only the publications that refer to Kadir Has University and the educational activities under Kadir Has University are included in the assessment.

Annual Performance Assessment Process

ARTICLE 6-

  • Performance of academic staff is calculated considering the calendar year and the steps of the procedure are as follows:
    • The academic staff subject to the assessment upload their individual performance assessment forms and any annexed documents to the AKA-DATA system each year, until December 15th at the latest (1st Phase).
    • The AKA-DATA data are reviewed by the coordination/supervision of Directorate of Corporate Research and Assessment (KADED) (2nd Phase).
    • Corrections determined as a result of the overview are escalated to the review and objection of the relevant personnel (3rd Phase).
    • Subsequently, the senior director assessment scores are entered into the system following the views of the relevant Heads of Departments and Deans (4th Phase).
    • The assessment is finalized by the Rector’s Office, and the results are then disclosed to the related staff (5th Phase).
  • The flow of the assessment process and the deadlines of the steps are declared by the Rector’s Office each year before the assessment process begins.

Calculation of Annual Performance Assessment Score and Minimum Criteria

ARTICLE 7-

  • Annual Performance Assessment Scores of the Faculty Members/Instructors are calculated in AKA-DATA system adhering to the raw score tables filled in by the Faculty Member/Instructor for each category specified in the main template. The raw score obtained by each Faculty Member/Instructor for each Main/sub category is normalized on university basis over 100 and a template score between 0-100 shall be derived the Faculty Member/Instructor for that Main/sub category. The template score derived for each main category is subsequently multiplied by the corresponding weight determined in the Academic Staff Performance Assessment Template (Annex-7) and sum of the figures in this column indicates the total weighted score of that Faculty Member/Instructor.
  • (Amended: Senate Decision-14/12/2020-2020/17) Regarding each main category; derived weighted scores are ranked considering the score balance formed in the relevant performance assessment period, the highest score (Field/Subfield Maximum Template Score) to be referred to as basis in the normalization process shall be determined by the Rector’s Office. Following the normalization of the main criteria separately, all scores belonging to the main criteria are summed to derive the finalized score of the Faculty Member/instructor. Performances of the academics are assessed through the final score rankings throughout the whole university. The Main Template Score of the academic(s) who is/are excluded by the Rector from the normalization calculation are calculated by being normalized with the highest score included in the calculation (Field/Subfield Minimum Raw Score).
  • In order for the Faculty Members and the academic staff holding a PhD to be assessed as “satisfactory” or with a score above that are expected to meet the minimum criteria specified below during the relevant performance assessment period:
    • Regarding category of education; to have lectured 2 courses in an academic semester1,
    • (Amended: Senate Decision-14/12/2020-2020/17) Regarding category of research; “to have published at least one indexed scientific article in journals in the Quartile 1 category”2 and “to be an executor in a research project or to have at least one research project in the evaluation process as an executive”3
  • The criteria set forth above shall refer to the minimum criteria to apply across the university. Faculty Deans can update the minimum criteria to be valid for their faculties with the approval of the Rector’s Office, provided that these criteria are not below the criteria set forth above.

1 Depending on the academic title; the Faculty Members/Instructors who have lectured less than the amount required, to the knowledge and approval of the relevant Dean as well as the Rector’s Office shall not be required to meet the minimum criteria designated within this article in the category of education. Upon disclosing the calendar of the performance assessment process, a list of Faculty Members/Instructors to be covered in this category shall be submitted to the Rector’s Office and KADED by the relevant Deans.

2Scientific articles published in Quartile 1 category journals in SCOPUS or recognized Web of Science indexes (SSCI, SCI-EXP, AHCI) higher are considered as indexed scientific articles that meet the Quartile requirement. The Quartile requirement shall not apply for the minimum criteria referred to in the category of research for the Faculty of Law.

3 In the research projects to be accepted during the evaluation process, the application must be made in an project executor, complete all processes in the R&D Resources Directorate and a funding institution other than KHAS must be involved in the evaluation process. For the Faculty of Law, research in the project is accepted instead of being an executor in the current and in the evaluation process. Project consultancy does not meet the minimum requirements in the field of research, it is considered in the scoring, valid only for the Faculty of Law.

  • The Faculty Member who meets all of these minimum criteria shall be assessed as “satisfactory”. The Faculty Member who meets these minimum criteria shall be assessed in one of “satisfactory”, “successful” or “outstanding” categories, as specified by the Rector’s Office, based on the final normalized scores over 100 regarding the main categories of education-training, research-practice, service and senior-supervisor assessment referred to in Academic Staff Performance Assessment Template (ANNEX-7) and the categories in the Academic Staff Performance Assessment Table (ANNEX-6). Academics who fail to meet any of the criteria shall be assessed in the “limited performance”
  • The minimum criteria designated within the context of this article for the faculty members and academic staff holding a PhD degree shall not apply for the academic staff/instructors without a PhD degree who are assigned for education-training activities within the scope of The academic staff/instructors working in faculties without a PhD degree are required to lecture at least 12 hours a week in one academic term in order to be assessed as “satisfactory” at a minimum; they shall not be required to meet any further criteria of the research category.

Giving Feedback in Annual Performance Assessment

ARTICLE 8-

The performance assessment results of faculty members are submitted to the review of faculty members online, through the AKA-DATA system. Each faculty member/instructor shall be allowed to express his/her self-remarks on the annual performance assessment and specify their targets in writing for the following year through the AKA-DATA system after interviewing with the dean. The self-remarks of the faculty member/instructor as well as their targets for the following year shall be submitted to the view of their Faculty/Department. The Dean assesses whether the goals specified by the faculty member/instructor are compatible with the university goals.

The Results of the Annual Performance Assessment Process

ARTICLE 9-

  • The results of the performance assessment steps are taken into consideration when renewing the employment contracts, determining the annual salary increase based on performance, the incentives and awards, granting the university’s research fund, determining individual research fund, academic title upgrades, determining the course loads as well as in the academic and administrative assignments.
  • The academic staff who are assessed as “Outstanding” and “Successful” shall be entitled to receive an additional “performance allowance” in addition to their monthly salaries at a level to be determined each year by the Board of Overseers.
  • The employment contracts of the faculty members and instructors whose annual performance assessment results are finalized as “limited performance” for two consecutive years may be terminated upon the approval of the Rector.

SECTION THREE

Periodical Performance Assessment Process

The Scope of the Periodical Performance Assessment

ARTICLE 10-

  • Periodical Performance Assessment Process shall apply to assistant professors who have been assigned in the University for a period of at least 3 (three) years, and to associate professors and professors who have been assigned in the University for a period of at least 4 (four) years.
  • The performance of the academic staff who pursue their duties as Vice Rector, Dean, Director of the Institute, Director of the Vocational School shall NOT be assessed pursuant to the Periodic Performance Assessment Process; their performance assessments shall directly be finalized by the Rector. The academic staff who are assigned with the above mentioned administrative duties shall be granted an additional time period to fulfill the criteria of Periodical Performance Assessment Process beginning with the date on which their administrative duties expire; this time period has been defined as 3 years for assistant professors, 4 years for associate professors and professors, and these staff shall be assessed within the framework of the periodic performance criteria and periods of their titles.
  • The maternity leave period of the staff who are on maternity leave during the relevant periodical performance assessment period shall be added to the relevant evaluation period. The maternity leave shall cover the paid/unpaid leaves taken before and after the labor as well as the part-time working hours.

Periodical Performance Assessment Process

ARTICLE 11-

  • Assistant professors shall be subject to a Periodical Performance Assessment once every 3 (three) years, associate professors and professors shall be subject to a Periodical Performance Assessment once every 4 (four) years.
  • Faculty members who will apply for the periodic performance assessment process shall prepare an Application File at least 3 months before the end of the performance assessment period and submit it to the Dean’s Office, at the end of the performance assessment periods defined in this directive. The documents to be annexed to the Application File which shall be prepared electronically are as follows:
    • An updated comprehensive CV,
    • letter of intent,
    • Copies of the articles and books published since the last performance assessment period,
  • Letters including the remarks of post graduate students regarding the academic consultancy that is provided,
  • Course Files and
  • Student Course Evaluation
  • The Application File is reviewed within the scope of the criteria specified by the Academic Council (Annex-1, Annex-2, Annex-3, Annex-4, Annex-5) and the decision regarding the assignment of an Academic Board to review the file is resolved by the Rector’s Office upon the proposal of the Academic Council. In the event that the Rector orders the establishment of an Academic Board to review these documents, an Academic Board comprising of 3 members are assigned by the relevant Dean’s In case the applicant is a faculty member/instructor holding a PhD, then the members of this Academic Board consist of three associate professors or professors; whereas in case the applicant is an associate professor or professor faculty member/instructor then the members of this Academic Board consist of three professors. In both cases, one of these members should be the head of the related department (provided that his/her title is equal or above that of the related personnel) and one of them should be from outside the University. At least 1 member of the Academic Board should be assigned abroad. The requirement to assign a member who is assigned abroad in the Academic Boards shall not apply in Faculty of Law. The reports prepared by the Academic Board members are further escalated to the Academic Council for assessment by the Dean’s Office, after receiving the opinions of the Head and Dean of the relevant Department.
  • Suggestions derived as a result of the Academic Council assessment are then forwarded to the Rector’s Office. The resolution on the renewal/extension of the employment contracts shall be finalized by the Rector’s Office.
  • The criteria which shall be referred to throughout the Periodical Performance Assessment Process are specified in Annex-1 (for the Faculty of Engineering and Natural Sciences), in Annex-2 (for the Faculty of Economics, Administrative and Social Sciences and Faculty of Management), in Annex-3 (for the Faculty of Arts and Design (excluding Theater) and Faculty of Communication, in Annex-4 (for Department of Theater) and in Annex-5 (for Faculty of Law). Faculty members/Instructors employed within the Directorate of Core Program shall be responsible for the criteria of the faculty.

Results of the Periodical Performance Assessment Process

ARTICLE 12-

  • The results of the periodical performance assessment are taken into consideration when renewing the employment contracts, determining the annual salary increase based on performance, the incentives and awards, academic title upgrades, determining the course loads as well as in the academic and administrative assignments.
  • The employment contracts of the Faculty Members who are assessed as unsatisfactory when considering Minimum Performance Criteria of the Periodical Performance Assessment and whom the University does not prefer to assign in the future may be terminated upon the proposal of the Academic Council and with the Rector’s Office resolution. Candidates within this context are required to fulfill their deficiencies identified by extending one or at most two years additional period upon the approval of the The current status of the above-mentioned Faculty Members/Instructor are re-assessed at the end of the additional time period. No Academic Board is assigned to re-assess the above-mentioned Faculty Members/Instructors. The assessments of these candidates are finalized by the Rector, based on the views of the relevant Head of Department and the Dean.

SECTION FOUR

Miscellaneous and Final Provisions

Updating Criteria and Exceptions

ARTICLE 13-

  • The criteria used in the annual and periodic performance assessment process referred to within the scope of this directive and all annexes to this directive are reviewed periodically by the Rector’s Office upon the suggestions of the Academic Council and are updated when necessary.

ARTICLE 14- The beginning of the 3 or 4-year assessment process determined on the basis of academic titles within the scope of the Periodic Performance Assessment Process is determined as January 1, 2021 for all faculty members.

Enforcement

ARTICLE 15 –This directive which was adopted at the University’s Senate meeting dated 20.05.2020 and numbered 2020/06 shall enter into force on the same date and replace the directive adopted by Kadir Has University Senate meeting dated 17.10.2018 and numbered 2018/15.

Execution

ARTICLE 16- This Directive is executed by the Rector of Kadir Has University.