Boğaziçi CT3

Boğaziçi University Center for Targeted Therapy Technologies (Boğaziçi CT3) Human Resources Policy

Located on the Kandilli Observatory Campus, Boğaziçi CT3 embraces the principles of equal opportunity and fair treatment in research, development, and recruitment. In its Human Resources processes (selection, placement, onboarding, continuous development, etc.), Boğaziçi CT3 is committed to treating everyone with respect, without discrimination based on gender, religion, nationality or ethnic origin, race, skin color, disability, physical appearance, marital or family status, age, or political opinion.

Purpose and Scope

This policy has been prepared in line with Boğaziçi CT3’s vision and mission to define the principles for recruiting, developing, evaluating, and retaining qualified human resources. It applies to all employees, researchers, and collaborating individuals and institutions.

Our Core Principles

  • Scientific Excellence
    To sustain excellence in research and development, we employ competent, creative professionals who are committed to ethical values.

  • Equality and Equal Opportunity
    Recruitment, promotion, and all HR processes are carried out on the basis of equal opportunity, without discrimination based on race, gender, age, disability, religion, language, or any other discriminatory factor.

  • Continuous Development
    Employees are encouraged to continuously improve their knowledge, skills, and competencies. Access to training and development opportunities is actively supported.

  • Ethical Values
    We foster a transparent, fair, and accountable working environment grounded in business ethics, scientific integrity, and academic freedom.

  • Participation
    Employees’ views and suggestions are valued in decision-making processes, and a culture of feedback is promoted.

  • Occupational Health and Safety
    Providing a safe, healthy, and sustainable working environment for all employees is a fundamental priority.

Recruitment Policy

  • Candidates who are competent, high-potential, and aligned with the Center’s research goals are selected based on scientific and objective criteria.

  • Active measures are taken to attract talent from both national and international scientific communities.

  • Selection processes are conducted within a framework of transparent and measurable performance indicators.

  • Scientific competence, ethical conduct, teamwork skills, and alignment with the Center’s vision are the main criteria in recruitment. Selection processes are transparent, competitive, and merit-based.

Performance and Career Management

  • Individual and team performance is evaluated on a regular basis.

  • Career planning is conducted in a success-oriented, development-focused, and merit-based manner.

  • Mentoring and advisory support is provided to foster academic and sectoral progress.

  • Transparent, measurable, and fair performance evaluation systems are implemented. Employee development is supported through regular feedback mechanisms.

 

Training and Development

  • Continuous training activities are organized to enhance research capacity and competencies.

  • The development processes of MSc, PhD, and postdoctoral researchers are specifically supported.

  • International mobility, conference participation, and access to collaborative projects are encouraged.

  • Boğaziçi CT3 supports both professional and personal development of its employees. A culture of continuous learning is promoted through participation in national and international training programs, internal trainings, and mentoring systems.

Work Ethics and Discipline

  • All employees are expected to act in accordance with scientific and ethical standards.

  • A zero-tolerance policy is applied against harassment, bullying (mobbing), discrimination, and conflicts of interest.

  • Disciplinary processes are conducted transparently, fairly, and in compliance with internal institutional regulations.

Employee Satisfaction and Engagement

To strengthen employees’ commitment to the Center, regular satisfaction surveys, motivation-enhancing practices, and participatory management models are implemented.

Work Environment and Motivation

  • An inclusive and supportive research atmosphere that encourages creative thinking is fostered.

  • Employee motivation is strengthened through both tangible and intangible recognition and reward systems.

  • Flexible working models and balanced work–life conditions are supported.

 

Diversity and Inclusion

  • Inclusive policies that support scientific diversity and different perspectives are implemented.

  • Supporting women researchers and early-career scientists is a priority.

Offboarding and Institutional Memory

Employee departures are handled respectfully. To sustain institutional memory, knowledge transfer and the sharing of experience are prioritized.