LINK Meritocracy Policy (LMP)

LINKgroup values the work and commitment of its employees. We believe that those who have a high-potential personality just need a chance to shine. That’s why we look at the labor market in search of talented people! Through various programs and procedures, we try to increase the visibility of each employee and enable two-way communication between management and employees, to reduce noise and the MUM effect. This is one of the reasons why the LINK Educational Alliance Presidential Cabinet was founded. We created the LINK Meritocracy Policy (LMP) because we want to proudly show that meritocracy reigns in LINK!

Meritocracy is a system, organization, or society in which people are selected and moved to positions of success, power, and influence based on their demonstrated ability and merit.

LINK Educational Alliance is a system that, from the beginning of its business, cultivates the principle of “everything is earned on one’s own merit” and gives each of its employees the opportunity to get from the company just as much as they are ready to give to it.

LINK Meritocracy Policy is a comprehensive system of applying fair measures to assess the values, achievements, and potential of all candidates recruited from different sources, as well as LINKgroup (LINK edu Alliance) employees in order to select and employ the candidates who really deserve a chance, i.e. those employed for vertical and horizontal movements through the group! The planned outcomes of the LMP model are implemented through the system of increased visibility of the best candidates and employees.

• LINKgroup plans or predicts the needs for human resources based on strategies and planning documents, i.e. anticipated changes in the internal and external environment. 
• LINKgroup identifies available specific knowledge and skills inside and outside the group, as well as the demand or need for them.
• LINKgroup uses multiple sources and methods of recruiting candidates simultaneously, based on human resources plans and needs while taking care that the recruitment corresponds to the group’s strategic and other plans. 
• LINKgroup conducts internal and external recruitment of candidates, using a realistic recruitment philosophy, in which adequate candidates are presented with realistic job descriptions, on the basis of which they can clearly see whether the jobs are more suitable for them and whether they can be implemented because we believe that realistic descriptions of conditions bring realistic expectations.
• We offer All-year-round open opportunities for self-initiative application of candidates for various positions because the system is large, growing, and developing, as well as the need for human resources.
• We have a unique HR database of candidates that is updated on a daily basis.
• We keep in touch with candidates, even with those for whom we currently do not have any vacancies.
• Several members are involved in the selection process (recruiters, psychologists, line managers, employees of certain academic profiles, members of the Cabinet, and the President of the Company).
• We provide equal employment opportunities to all who meet the regulatory requirements to work in the fields of K–12 as well as higher education and elsewhere in the group. 
• Thanks to the participation of the LINKgroup management in the stages of human resources management, supervised recruitment and selection processes, and the control that is carried out, the possibility of direct and indirect discriminatory practices against candidates is prevented and equal employment conditions are provided for everyone. In this way, unequal treatment and unequal consequences are eliminated and positive practices and reasonable adjustment are required.
• LINKgroup evaluates each stage of human resource management in order to assess its effectiveness.

• LINKgroup provides equal opportunities for advancement to all employees, and their advancement depends on their development potential and interest. Opportunities provided to employees may or may not be recognized as such by employees. They were presented and offered in a spirit of goodwill.
• LINKgroup increases the visibility of employees in the internal public and promotes and praises the quality of work and achievements of employees. Good practices and rewards are communicated to all employees in the group. 
• LINKgroup respects the rights and freedoms of every employee and insists on reciprocity. This is embedded into many of the group’s acts.
• Ethics in all stages and processes of human resource management is imperative to ensure equal treatment for all and prevent nepotism and discriminatory practices.
• LINKgroup implements positive practices that prevent the creation of a glass ceiling and especially takes care to ensure that there is no discrimination based on sex, gender, and gender identity.
• LINK offers social opportunities and diverse, inclusive workplace environments.
• Employees receive regular information about the group’s work and all important events through notifications from the Cabinet and those supported by the Cabinet (powered by) so that employees have all the relevant information.
• In order to improve the quality of communication and eliminate the MUM effect, employees have the opportunity to communicate with all members of the management of the institutions where they are employed, as well as with the President of the Company and members of his Cabinet.
• All team leaders, managers, and board members are obliged to provide feedback on the work of employees, that is, members of the team they manage. Feedback is given regularly, during the duration of the project, in order for the projects to be well implemented and successfully completed, but also after the completion of the work evaluation process. LINKgroup strives to ensure that in every segment of the group’s work there are comprehensive systems for measuring the performance of employees, i.e. the quality of institutions and that the evaluation results are communicated to employees through feedback so that they can improve their performance.
• Programs and actions for increasing the visibility of employees in the group enable the increase of visibility of all employees.
• Talent recognition models and talent reporting obligations used by LINKgroup help better talent management.
• The programs LINK Vocabulary and LINK Dictionary of Linguistic Ambiguities make it easier for employees to decode messages within the group.

• LINKgroup strives to provide the optimal number of training for employees at the beginning of their work, i.e. during the onboarding process, as well as later, when a lack of certain skills is observed, i.e. the need for training is identified, for the sake of maintaining a competitive advantage, or changes in specific knowledge, abilities, skills, attitudes or behavior of employees are needed, with the aim of preparing them for better performance of their current work.
• Through employee development programs, the LINK Edu for Employees Advanced Program, employee development is managed, which creates learning opportunities to assist employees in their personal development. The opportunity for development is not limited to the workplace of the employee, but the goal is to prepare employees for the future demands of the job or career development in the long term.
• The LINK EPPD Program focuses on the needs of employees. In addition to the platform it offers, this program analyzes the meeting points of individual needs of the employees and organizational reality. It helps LINKgroup to ensure that the most talented and valuable employees find themselves in positions and workplaces where they will make their greatest contribution and be satisfied with organizational and personal factors, as well as self-actualization and the success they have achieved. The program also defines the existence of a career development advisor who deals with counseling and coordinating the career development of employees at the organizational and individual levels. 
• Programs that include instructing and mentoring and the LINKBuddy Program are aimed at helping and providing optimal conditions for the development of employees so that everyone has equal opportunities for career development.
• Programs and processes aimed at training, employee development, and career management reinforce LINKgroup’s meritocratic human resource management model.

All programs, projects, and processes developed and used by LINKgroup exist in order to ensure the greatest possible probability of achieving meritocracy – that is, that the right person is recognized and rewarded for his/her uniqueness and dedication to work.