{"id":3443,"date":"2026-09-20T11:52:43","date_gmt":"2026-09-20T08:52:43","guid":{"rendered":"https:\/\/batinyilmaz.av.tr\/?p=3443"},"modified":"2026-09-20T11:52:43","modified_gmt":"2026-09-20T08:52:43","slug":"emniyet-personeli-performans-notu","status":"publish","type":"post","link":"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/","title":{"rendered":"Annulment of Police Personnel Performance Rating: Lack of Concrete Justification"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_88 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Ba\u015fl\u0131klar<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewbox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewbox=\"0 0 24 24\" version=\"1.2\" baseprofile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Kararin_Kisa_Ozeti\" >Brief Summary of the Decision<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Uyusmazlik_Nasil_Ortaya_Cikti\" >How Did the Dispute Arise?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Performans_Notu_%E2%80%9CCok_Iyi%E2%80%9D_Olsa_Bile_Dava_Acilabilir_mi\" >Can a Lawsuit Be Filed Even If the Performance Rating Is \u201cVery Good\u201d?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Performans_Degerlendirmesinin_Kanuni_Dayanagi\" >Legal Basis of Performance Evaluation<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Degerlendirme_amirlerinin_temel_yukumlulugu\" >Primary obligation of evaluation supervisors<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Performans_Gozlem_ve_Takip_Formu_ile_Degerlendirme_Formunun_Farki\" >Difference Between the Performance Observation and Tracking Form and the Evaluation Form<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Bes_Puanin_Altindaki_Her_Not_Gerekcelendirilmek_Zorunda_midir\" >Must Every Score Below Five Be Justified?<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Olumlu_ifadeler_ile_eksik_puan_arasindaki_bag\" >The connection between positive statements and deducted points<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Gecmis_Yil_Puanlari_Yeni_Donemi_Belirler_mi\" >Do Previous Year Scores Determine the New Period?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Gorev_Sirasinda_Yasanan_Olay_Neden_Dusuk_Notun_Dayanagi_Sayilmadi\" >Why Was the Incident Occurring During Duty Not Considered the Basis for a Low Score?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Basari_Belgesinin_Performans_Notuna_Etkisi\" >Effect of the Certificate of Achievement on the Performance Score<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Mahkemenin_Iptal_Gerekcesi\" >The Court's Grounds for Annulment<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Iptal_Karari_Dogrudan_Bes_Puan_Verildigi_Anlamina_Gelir_mi\" >Does the Annulment Decision Mean That a Score of Five Was Directly Granted?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Idarenin_Takdir_Yetkisi_ve_Yargisal_Denetimin_Siniri\" >Discretionary Power of the Administration and the Scope of Judicial Review<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Kararin_Ortaya_Koydugu_ve_Koymadigi_Sonuclar\" >Consequences Established and Not Established by the Decision<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Performans_Notuna_Itirazda_Hangi_Belgeler_Incelenmelidir\" >Which Documents Must Be Examined in Objections to Performance Scores?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Dava_Acma_Suresi_ve_Gorevli_Mahkeme\" >Statute of Limitations for Filing a Lawsuit and Competent Court<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Objektif_ve_Gerekceli_Degerlendirme_Neden_Onemlidir\" >Why Objective and Reasoned Evaluation Is Important<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Benzer_Yargisal_Denetim_Kararlariyla_Baglanti\" >Connection with Similar Judicial Review Decisions<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Mahkemenin_Hukmu_ve_Kanun_Yolu\" >Judgment of the Court and Legal Remedies<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Sik_Sorulan_Sorular\" >Frequently Asked Questions<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Cok_iyi_performans_notuna_karsi_dava_acilabilir_mi\" >Can a lawsuit be filed against a \"very good\" performance rating?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Bes_puanin_altindaki_her_performans_notu_iptal_edilir_mi\" >Is every performance rating below the maximum score of five annulled?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Gecmis_yillardaki_yuksek_puan_kazanilmis_hak_olusturur_mu\" >Do high scores received in past years constitute a vested right?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-25\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Basari_belgesi_bulunan_personele_tam_puan_verilmesi_zorunlu_mudur\" >Is it mandatory to award the maximum score to personnel who hold a certificate of achievement?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-26\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Mahkeme_iptal_karariyla_personele_dogrudan_5_puan_verir_mi\" >Does the court directly award a score of 5 to the personnel through an annulment decision?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-27\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Performans_notuna_karsi_dava_acma_suresi_kac_gundur\" >What is the statute of limitations for filing a lawsuit against a performance rating?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-28\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Sonuc\" >Conclusion<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-29\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Kararin_Anonimlestirilmis_Tam_Metni\" >Full Anonymized Text of the Decision<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-30\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Yazar_Bilgisi\" >Author Information<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-31\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#TBB_Meslek_Kurallari_ve_Reklam_Yasagina_Uyum_Ibaresi\" >Compliance Statement with TBB Professional Rules and Advertising Prohibition<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-32\" href=\"https:\/\/batinyilmaz.av.tr\/en\/emniyet-personeli-performans-notu\/#Iletisim_ve_Hukuki_Bilgilendirme\" >Communication and Legal Information<\/a><\/li><\/ul><\/nav><\/div>\n\n<p class=\"wp-block-paragraph\"><strong>Annulment of law enforcement personnel performance rating<\/strong>, may arise if the reasons for the assigned score cannot be explained with concrete information and documents. The Osmaniye Administrative Court annulled the rejection of an objection lodged against the determination of a law enforcement officer's 2023 performance evaluation score as 4.92, due to the failure to present concrete justifications for an evaluation falling below the maximum score of five.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Although the plaintiff's score was at the \"very good\" level, the court took into consideration that the performance evaluation is an administrative act producing legal consequences that can be used in personnel and career proceedings. However, this decision does not mean that every performance score below five is automatically unlawful or that all personnel must necessarily be awarded the maximum score.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The lawsuit examined in this article was filed and pursued in the capacity of plaintiff's counsel by <strong>Atty. Bat\u0131n Y\u0131lmaz<\/strong> . While preserving the legal content of the decision, the personnel's name, unit of assignment, investigation numbers, details of the incident occurring during duty that would allow identification, and electronic notification information have been redacted from the text.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Kararin_Kisa_Ozeti\"><\/span>Brief Summary of the Decision<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><th>Court<\/th><td>Osmaniye Administrative Court<\/td><\/tr><tr><th>Case file number<\/th><td>2024\/461<\/td><\/tr><tr><th>Decision number<\/th><td>2024\/2091<\/td><\/tr><tr><th>Decision date<\/th><td>December 3, 2024<\/td><\/tr><tr><th>Defendant administration<\/th><td>Rejection of the objection to the 2023 performance evaluation rating<\/td><\/tr><tr><th>Subject of the lawsuit<\/th><td>Assigned score<\/td><\/tr><tr><th>Verilen puan<\/th><td>4.92 \u2013 Very good<\/td><\/tr><tr><th>Core dispute<\/th><td>Whether the evaluation falling below the full score is based on concrete and verifiable grounds<\/td><\/tr><tr><th>Conclusion<\/th><td>Annulment of the decision regarding the dismissal of the objection<\/td><\/tr><tr><th>Legal remedy<\/th><td>Appeal within 30 days as of service<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">The Court evaluated together the scores given by the evaluating supervisors, the performance observation and tracking form, the plaintiff's past evaluation periods, the certificate of achievement received in the same year, and the results of the judicial and administrative investigations regarding an incident that occurred during duty. It determined that there was no concrete negativity in the case file regarding the personnel's failure, lack of discipline, inefficiency, or incompatibility.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Uyusmazlik_Nasil_Ortaya_Cikti\"><\/span>How Did the Dispute Arise?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Separate scores were given for the year 2023 by three evaluating supervisors regarding the personnel serving within the General Directorate of Security. The first and second evaluating supervisors evaluated the personnel with a full score of 5.00, while the third evaluating supervisor gave a score of 4.75. As a result of the average of these scores, the annual performance evaluation grade was formed as 4.92.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Evaluation<\/th><th>Score<\/th><th>Rating<\/th><\/tr><\/thead><tbody><tr><td>First evaluating supervisor<\/td><td>5,00<\/td><td>Highest score<\/td><\/tr><tr><td>Second evaluating supervisor<\/td><td>5,00<\/td><td>Highest score<\/td><\/tr><tr><td>Third evaluation supervisor<\/td><td>4,75<\/td><td>Very good<\/td><\/tr><tr><td>Annual average<\/td><td>4,92<\/td><td>Very good<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">The personnel applied for an internal administrative remedy, claiming that the scoring conducted by the third supervisor was not based on a concrete incident or document. Upon the rejection of the objection by the administrative act dated February 26, 2024, a lawsuit was filed in the administrative court requesting the annulment of the act denying the objection.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Performans_Notu_%E2%80%9CCok_Iyi%E2%80%9D_Olsa_Bile_Dava_Acilabilir_mi\"><\/span>Can a Lawsuit Be Filed Even If the Performance Rating Is \u201cVery Good\u201d?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. The fact that a performance score falls within the \"very good\" range does not mean that the act produces no legal consequences. Performance evaluation results may be utilized, to the extent permitted by legislation, in determining the personnel's success, competence, and qualifications alongside service requirements, as well as in career and personnel proceedings. Therefore, the difference between a full score and a lower score may affect the current or future legal interest of the personnel.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">An annulment action does not require exclusively a score deemed unsuccessful or low. The plaintiff must have a legitimate, personal, and current interest in the annulment of the administrative act. In this lawsuit, the court reviewed the evaluation score of 4.92 on its merits and audited the justification of the score.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Performans_Degerlendirmesinin_Kanuni_Dayanagi\"><\/span>Legal Basis of Performance Evaluation<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.mevzuat.gov.tr\/MevzuatMetin\/1.3.3201.pdf\" target=\"_blank\" rel=\"noopener\">Article 85 of<\/a> Law No. 3201 on the Police Organization provides for the establishment of an in-house individual performance evaluation system to ensure the evaluation of the work performance of police organization employees. The fact that evaluation results can be used in determining the personnel's success, competence, and qualifications distinguishes the awarded score from a mere in-house opinion.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The details of the system are regulated in the Regulation on In-House Individual Performance Evaluation of the General Directorate of Security, published in the Official Gazette dated July 4, 2012, and numbered 28343. Official information regarding the publication of the Regulation <a href=\"https:\/\/www.icisleri.gov.tr\/emniyet-genel-mudurlugu-kurum-ici-bireysel-performans-degerlendirme-yonetmeligi-05-07-2012-\" target=\"_blank\" rel=\"noopener\">from the legislation page of the Ministry of Interior<\/a> accessible.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Degerlendirme_amirlerinin_temel_yukumlulugu\"><\/span>Primary obligation of evaluation supervisors<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Evaluation supervisors must evaluate personnel fairly, impartially, without prejudice, and accurately. Scores must be established not merely on personal preference or unexpressed impressions, but on performance criteria and observations within the evaluation period. Although supervisors have discretionary power, this scope is not exempt from judicial review.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Performans_Gozlem_ve_Takip_Formu_ile_Degerlendirme_Formunun_Farki\"><\/span>Difference Between the Performance Observation and Tracking Form and the Evaluation Form<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The court's decision emphasized the distinction between the performance observation and tracking form and the performance evaluation form. These two documents do not serve the same function and cannot be used interchangeably in legal assessments.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Document<\/th><th>Primary function<\/th><th>Legal Significance<\/th><\/tr><\/thead><tbody><tr><td>Performance observation and tracking form<\/td><td>Recording the incidents and opinions observed by the supervisor throughout the evaluation period<\/td><td>Assisting in tracking the grounds for the annual score and observations throughout the process<\/td><\/tr><tr><td>Performance evaluation form<\/td><td>Scoring personnel based on criteria and establishing the annual evaluation result<\/td><td>It serves as the fundamental document for the final performance evaluation that produces legal consequences regarding the personnel.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">The fact that the observation form is confidential or outside the scope of the right to information does not mean that the evaluations in this form hold no significance for judicial review. During the lawsuit, the court may request the necessary information and documents from the administration to determine the basis of the administrative act and to review the grounds for the score.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Bes_Puanin_Altindaki_Her_Not_Gerekcelendirilmek_Zorunda_midir\"><\/span>Must Every Score Below Five Be Justified?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The court explicitly acknowledged that a full score of five does not necessarily have to be awarded for every abstract and general positive statement. Conversely, it stated that the reason for an evaluation falling below the maximum score must be presented with sufficient concreteness to allow for judicial review.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This approach should not be interpreted as meaning that \"every grade below five is automatically annulled.\" If the supervisor can point to observations, incidents, task outcomes, or documents connected to the evaluation criteria, a lower score may be found lawful. The issue is not whether the score is mathematically 4.75 or 4.92, but whether there is a verifiable factual basis explaining this variance.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Olumlu_ifadeler_ile_eksik_puan_arasindaki_bag\"><\/span>The connection between positive statements and deducted points<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">If observation and evaluation documents contain only positive, general statements about the personnel while points are deducted in certain criteria, it must be explained which behavior or performance outcome led to the deduction. Otherwise, it becomes difficult for the personnel to effectively exercise their right to object and for the court to review the element of cause of the act.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Gecmis_Yil_Puanlari_Yeni_Donemi_Belirler_mi\"><\/span>Do Previous Year Scores Determine the New Period?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Performance evaluations are conducted separately for each year. High scores received by personnel in previous years do not create a vested right to receive the same score in subsequent years. Job performance, professional knowledge, attitudes, and behaviors may vary across evaluation periods.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">However, if a significant discrepancy arises compared to previous years and there is no concrete record explaining the negativity in the current period, the reasons for this change may gain importance in terms of judicial review. The court has not established a strict requirement of compliance with past years, but has evaluated that the specific reason for the score difference must be demonstrated in the concrete case.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Gorev_Sirasinda_Yasanan_Olay_Neden_Dusuk_Notun_Dayanagi_Sayilmadi\"><\/span>Why Was the Incident Occurring During Duty Not Considered the Basis for a Low Score?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Judicial and administrative investigations were conducted regarding an intervention incident that occurred during the line of duty within the evaluation period. In the decision of the Chief Public Prosecutor's Office, it was assessed that the personnel did not act with criminal intent and acted in accordance with the law within the conditions of duty. In the administrative investigation as well, concluding that there was no need to initiate a disciplinary investigation, the file was closed.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In light of these outcomes, the court accepted that the incident in question cannot constitute grounds for lowering the performance score. This evaluation cannot be generalized to mean that no incident for which a decision of non-prosecution or no disciplinary investigation is rendered can be examined in terms of performance. The link between the incident and performance metrics, as well as concrete findings in administrative records, must be separately evaluated in each file.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Basari_Belgesinin_Performans_Notuna_Etkisi\"><\/span>Effect of the Certificate of Achievement on the Performance Score<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">There is a certificate of achievement issued to the plaintiff in the file for the same evaluation period. A certificate of achievement does not produce an automatic result ensuring that the personnel necessarily receives a full score of five. Since different criteria are evaluated on the performance form, finding the personnel successful in certain aspects may not mandate the highest score across all criteria.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">However, the existence of a certificate of achievement for the same period, coupled with the absence of any concrete negative record regarding failure, inefficiency, or incompatibility, has made the justification for the deduction from the full score even more critical. The court evaluated the certificate of achievement not in isolation, but together with other positive and negative data in the file.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Mahkemenin_Iptal_Gerekcesi\"><\/span>The Court's Grounds for Annulment<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The Osmaniye Administrative Court determined that no concrete information or document could be presented to explain the reason for the 4.75 score given by the third evaluation supervisor and the resulting annual average of 4.92. It established that no negativity regarding failure, lack of discipline, inefficiency, or incompatibility was demonstrated concerning the plaintiff during the evaluation period.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Taking into account the fact that the judicial and administrative investigations regarding the incident that occurred during duty resulted in favor of the plaintiff, as well as the certificate of achievement granted in the same year, the court concluded that the rejection of the objection to the performance grade was unlawful. Therefore, the administrative act regarding the rejection of the objection has been annulled.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Iptal_Karari_Dogrudan_Bes_Puan_Verildigi_Anlamina_Gelir_mi\"><\/span>Does the Annulment Decision Mean That a Score of Five Was Directly Granted?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">No. The administrative court did not replace the evaluation supervisor and directly award the personnel a score of 5.00. The court reviewed the lawfulness of the subject act of rejecting the objection and annulled the act. The administration is required to take a new action by taking into consideration the reasoning of the court decision.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In the re-evaluation, if the administration is to reach the same conclusion, it must set forth the legal and concrete grounds for doing so. A judicial decision does not entirely eliminate the discretionary power of the administration; rather, it requires this power to be exercised in a lawful, objective, and reviewable manner.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Idarenin_Takdir_Yetkisi_ve_Yargisal_Denetimin_Siniri\"><\/span>Discretionary Power of the Administration and the Scope of Judicial Review<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Performance evaluation requires supervisors to observe personnel during duty and form a professional opinion. Therefore, a certain margin of discretion is granted to evaluation supervisors. The court does not re-score the performance of the personnel firsthand and, instead of the administration, does not determine how many points should be assigned to which criterion.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">On the other hand, the judicial authority reviews whether the evaluation was carried out by the authorized supervisor, whether procedural rules were complied with, whether the score is based on true and relevant facts, whether there is any deviation from objectivity, and whether the act was established for the purpose of public interest. Regarding the review of administrative acts in terms of the elements of authority, form, grounds, subject, and objective <a href=\"https:\/\/batinyilmaz.av.tr\/en\/hizmet\/idare-hukuku-avukati\/\">administrative law and annulment actions<\/a> our services page may be reviewed.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Kararin_Ortaya_Koydugu_ve_Koymadigi_Sonuclar\"><\/span>Consequences Established and Not Established by the Decision<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Conclusion that can be drawn from the decision<\/th><th>Conclusion that should not be drawn from the decision<\/th><\/tr><\/thead><tbody><tr><td>Even if a performance score is \"very good,\" it may still be subject to judicial review.<\/td><td>Lawsuits may only be filed against low or failing scores.<\/td><\/tr><tr><td>The deduction made from the full score must be explained in relation to the specific circumstances of the case.<\/td><td>Any grade below five is automatically unlawful.<\/td><\/tr><tr><td>Scores from previous periods may be taken into account in the consistency assessment.<\/td><td>Receiving a high score in the previous year constitutes a vested right for the following year.<\/td><\/tr><tr><td>A certificate of achievement is one of the significant favorable pieces of evidence in the file.<\/td><td>Personnel who hold a certificate of achievement must be awarded the full score.<\/td><\/tr><tr><td>A decision of annulment requires the administration to issue a new, substantiated administrative act.<\/td><td>The court directly awarded the plaintiff a score of 5.00.<\/td><\/tr><tr><td>The appellate remedy (istinaf) is available against the decision.<\/td><td>The fact that it was rendered unanimously makes the decision final or binding on other courts.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">This decision is based on the specific case file records and does not automatically set a precedent for other performance disputes. The score level, evaluation forms, observation records, performance and disciplinary records, the observation period of the personnel by supervisors, and the internal appeal process may vary in each case.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Performans_Notuna_Itirazda_Hangi_Belgeler_Incelenmelidir\"><\/span>Which Documents Must Be Examined in Objections to Performance Scores?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<ol class=\"wp-block-list\">\n<li>The performance evaluation form and detailed scores for the subject year of the lawsuit,<\/li>\n\n\n\n<li>The records in the performance observation and tracking form,<\/li>\n\n\n\n<li>The observation period and authority of the evaluating supervisors over the personnel,<\/li>\n\n\n\n<li>The internal appeal petition and the decision to dismiss the appeal,<\/li>\n\n\n\n<li>Performance scores belonging to previous years,<\/li>\n\n\n\n<li>Certificates of achievement, superior achievement, awards, and commendations,<\/li>\n\n\n\n<li>Disciplinary investigations and the results of such investigations,<\/li>\n\n\n\n<li>The current status of the investigation or prosecution, if there are any judicial incidents,<\/li>\n\n\n\n<li>Official records demonstrating task results and professional activities,<\/li>\n\n\n\n<li>Documents showing the date on which the administrative action was notified to the personnel.<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Relying solely on the total score of the evaluation form may not be sufficient. A comparison must be made regarding which criterion had points deducted, whether there are incidents in the observation form explaining this deduction, and whether the administration provided concrete justification in its response to the appeal.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Dava_Acma_Suresi_ve_Gorevli_Mahkeme\"><\/span>Statute of Limitations for Filing a Lawsuit and Competent Court<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Performance evaluation and the rejection of an objection thereto constitute an administrative act. Unless a specific period is prescribed, an annulment action is generally filed within 60 days starting from the day following the written notification. The effect of an internal administrative objection on the limitation period for filing a lawsuit is governed by the provisions of the relevant Regulation and <a href=\"https:\/\/www.mevzuat.gov.tr\/MevzuatMetin\/1.5.2577.pdf\" target=\"_blank\" rel=\"noopener\">Abditory Procedure Law No. 2577<\/a> must be evaluated based on concrete dates within this scope.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The competent judicial authority is the administrative court. When determining the authorized court, special jurisdictional rules regarding public servants, the personnel's duty station, and the nature of the subject matter of the lawsuit are taken into consideration. Since an erroneous assessment of time limits or jurisdiction may lead to a loss of rights, the notification document and personnel file must be examined together.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Objektif_ve_Gerekceli_Degerlendirme_Neden_Onemlidir\"><\/span>Why Objective and Reasoned Evaluation Is Important<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.mevzuat.gov.tr\/MevzuatMetin\/1.5.2709.pdf\" target=\"_blank\" rel=\"noopener\">The principles regarding the rule of law and judicial review enshrined in the Constitution of the Republic of Turkey<\/a> require that acts established concerning public personnel not be arbitrary. The comprehensibility of the grounds for an administrative act enables the personnel to know why they received a lower score, to prepare an effective objection, and allows the court to conduct a review of legality.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The requirement for a statement of grounds does not necessitate that the evaluating supervisor transform every professional opinion into a lengthy report. However, evaluations creating score differentials must be explicable through concrete observations and records linked to performance metrics. Especially if the statements on the evaluation form are entirely positive, scores from previous periods were high, and a certificate of achievement was granted in the same year, the source of the score reduction must be made more apparent.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Benzer_Yargisal_Denetim_Kararlariyla_Baglanti\"><\/span>Connection with Similar Judicial Review Decisions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The principle that an administrative act must be based on concrete data connected to the individual rather than an abstract assessment is also significant in other administrative law disputes. For example, <a href=\"https:\/\/batinyilmaz.av.tr\/en\/kamu-duzeni-gerekceli-sinir-disi-karari-iptali\/\">annulment of the deportation decision based on public order grounds<\/a> in our analysis regarding the substantiation of a threat to public order; <a href=\"https:\/\/batinyilmaz.av.tr\/en\/evlenme-yoluyla-vatandaslik-reddi-iptal-karari\/\">whereas in the annulment decision concerning the denial of citizenship through marriage,<\/a> the reviewable basis of the national security assessment was addressed.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">These decisions pertain to different laws, actions, and material events. The outcome in one cannot be directly transferred to another. The common denominator is that, even in areas where the administration has discretionary power, the grounds for the act must be real, relevant, and amenable to judicial review. For current legal content on the website, <a href=\"https:\/\/batinyilmaz.av.tr\/en\/blog\/\">legal articles and case reviews<\/a> can be accessed via the page.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Mahkemenin_Hukmu_ve_Kanun_Yolu\"><\/span>Judgment of the Court and Legal Remedies<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">On December 3, 2024, the Osmaniye Administrative Court unanimously ruled for the annulment of the administrative act subject to the lawsuit. It was ruled that a total of 998 TL in litigation expenses shall be collected from the defendant administration and awarded to the plaintiff, and statutory attorney's fees in the amount of 18,000 TL shall be collected from the defendant administration and paid to the plaintiff in accordance with the Minimum Wage Tariff for Attorneys in effect on the date of the decision.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The right to appeal before the Adana Regional Administrative Court within 30 days as of the date of service has been granted against the decision. Therefore, the court of first instance decision is not final as of the date it was rendered. Furthermore, the fact that it was rendered unanimously does not mean that the decision is final or guarantee the outcome of the appellate review. The amounts of expenses and attorney's fees pertain to the tariff in effect on the date of the decision.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Sik_Sorulan_Sorular\"><\/span>Frequently Asked Questions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Cok_iyi_performans_notuna_karsi_dava_acilabilir_mi\"><\/span>Can a lawsuit be filed against a \"very good\" performance rating?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Yes. If the score affects the legal interest of the personnel, the fact that it falls within the \"very good\" range does not, in and of itself, preclude judicial review. In an action for annulment, it is examined whether the score is lawful, objective, and based on concrete grounds.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Bes_puanin_altindaki_her_performans_notu_iptal_edilir_mi\"><\/span>Is every performance rating below the maximum score of five annulled?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">No. An evaluation below the maximum score may be found lawful if it is based on concrete observations and documents linked to performance criteria. In the case examined, an annulment decision was rendered because the concrete grounds for the score discrepancy could not be demonstrated.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Gecmis_yillardaki_yuksek_puan_kazanilmis_hak_olusturur_mu\"><\/span>Do high scores received in past years constitute a vested right?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">No. Each period is evaluated separately. However, which concrete performance data in the current year caused the discrepancy with the previous period may be significant in judicial review.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Basari_belgesi_bulunan_personele_tam_puan_verilmesi_zorunlu_mudur\"><\/span>Is it mandatory to award the maximum score to personnel who hold a certificate of achievement?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">No. A certificate of achievement is an important positive data point, but it does not automatically guarantee a maximum score across all performance criteria. The certificate is taken into consideration together with other records and evaluations.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Mahkeme_iptal_karariyla_personele_dogrudan_5_puan_verir_mi\"><\/span>Does the court directly award a score of 5 to the personnel through an annulment decision?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">No. The court does not substitute itself for the administration to assign a score; it annuls the unlawful act. The administration must re-issue an administrative act in compliance with the reasoning of the court decision.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Performans_notuna_karsi_dava_acma_suresi_kac_gundur\"><\/span>What is the statute of limitations for filing a lawsuit against a performance rating?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">In the absence of a specific period, the general period for filing an action for annulment is 60 days starting from the day following the written notification. The effect of internal administrative appeals on the time limit and the date of notification must be separately calculated for each specific case.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Sonuc\"><\/span>Conclusion<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The ruling of the Osmaniye \u0130dare Mahkemesi, E. 2024\/461, K. 2024\/2091, demonstrates that even if a law enforcement personnel's performance score falls within the very good range, any deduction from the full score must be based on concrete and verifiable grounds. The absence of negative records in the case file regarding the personnel's failure, lack of discipline, inefficiency, or incompatibility; the granting of a certificate of achievement in the same year; and the fact that the judicial and administrative investigations concerning the incident yielded no negative results were evaluated together.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The decision does not constitute a general rule requiring that all personnel be awarded five full points or that every point deduction be annulled. The primary conclusion is that discretionary power in performance evaluation cannot be exercised arbitrarily, and score discrepancies must be justified with concrete information, observations, and documents linked to performance criteria. Each dispute must be examined separately within the context of evaluation forms, the appeal process, previous period records, and the litigation period.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Kararin_Anonimlestirilmis_Tam_Metni\"><\/span>Full Anonymized Text of the Decision<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">You can access the anonymized full text of the ruling of the Osmaniye \u0130dare Mahkemesi, E. 2024\/461, K. 2024\/2091, analyzed in this article, via the <a href=\"https:\/\/batinyilmaz.av.tr\/wp-content\/uploads\/2026\/09\/2024_461_Karar_14_02_2025.udf_.pdf\" data-type=\"link\" data-id=\"https:\/\/batinyilmaz.av.tr\/wp-content\/uploads\/2026\/09\/2024_461_Karar_14_02_2025.udf_.pdf\">download the anonymized court decision as a PDF<\/a> link.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>This decision is shared solely for informational purposes and the analysis of judicial practice. Personal data and any information that could directly or indirectly allow identification contained within the decision have been anonymized. In the event that the anonymization and editorial work performed on this page are used or shared on another website, publication, or digital medium, batinyilmaz.av.tr must be cited as the source.<\/em><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Yazar_Bilgisi\"><\/span>Author Information<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Attorney Bat\u0131n YILMAZ<\/strong><br><strong>Istanbul Bar Association Bar Registry No: 77008<\/strong><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"TBB_Meslek_Kurallari_ve_Reklam_Yasagina_Uyum_Ibaresi\"><\/span>Compliance Statement with TBB Professional Rules and Advertising Prohibition<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">This content is for informational purposes only. It does not aim to advertise, secure business, acquire clients, solicit, claim professional superiority, or guarantee results for any person or institution.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">While preparing the content <strong>the Professional Rules of the Union of Turkish Bar Associations and the provisions regarding the prohibition of advertising for the legal profession<\/strong> have been observed. The information in this article does not constitute legal counsel or a definitive legal opinion with respect to any specific case.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Iletisim_ve_Hukuki_Bilgilendirme\"><\/span>Communication and Legal Information<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Attorney Bat\u0131n YILMAZ<\/strong><br><strong>Istanbul Bar Association Bar Registry No: 77008<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Yakuplu Mahallesi, H\u00fcrriyet Bulvar\u0131, Skyport Residence Kat:12 No:133, Beylikd\u00fcz\u00fc, \u0130stanbul<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Telephone: 0 (532) 669 34 90<br>Alternative Telephone: 0 (532) 732 34 90<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This contact section has been prepared solely for the purpose of indicating communication channels regarding legal services and <strong>does not carry the purpose of advertising, solicitation, acquiring clients, or claiming professional superiority<\/strong> .<\/p>","protected":false},"excerpt":{"rendered":"<p>Emniyet personeli performans notu iptali, verilen puan\u0131n nedenlerinin somut bilgi ve belgelerle a\u00e7\u0131klanamamas\u0131 h\u00e2linde g\u00fcndeme gelebilir. Osmaniye \u0130dare Mahkemesi; bir emniyet personelinin 2023 y\u0131l\u0131 performans de\u011ferlendirme puan\u0131n\u0131n 4,92 olarak belirlenmesine yapt\u0131\u011f\u0131 itiraz\u0131n reddini, be\u015f tam puan\u0131n alt\u0131nda kalan de\u011ferlendirmenin somut gerek\u00e7esinin ortaya konulamamas\u0131 nedeniyle iptal etmi\u015ftir. Davac\u0131n\u0131n puan\u0131 \u201c\u00e7ok iyi\u201d derecesinde olmas\u0131na ra\u011fmen mahkeme, performans [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_joinchat":[],"footnotes":""},"categories":[449],"tags":[],"class_list":["post-3443","post","type-post","status-publish","format-standard","hentry","category-ornek-kararlar"],"_links":{"self":[{"href":"https:\/\/batinyilmaz.av.tr\/en\/wp-json\/wp\/v2\/posts\/3443","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/batinyilmaz.av.tr\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/batinyilmaz.av.tr\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/batinyilmaz.av.tr\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/batinyilmaz.av.tr\/en\/wp-json\/wp\/v2\/comments?post=3443"}],"version-history":[{"count":3,"href":"https:\/\/batinyilmaz.av.tr\/en\/wp-json\/wp\/v2\/posts\/3443\/revisions"}],"predecessor-version":[{"id":3590,"href":"https:\/\/batinyilmaz.av.tr\/en\/wp-json\/wp\/v2\/posts\/3443\/revisions\/3590"}],"wp:attachment":[{"href":"https:\/\/batinyilmaz.av.tr\/en\/wp-json\/wp\/v2\/media?parent=3443"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/batinyilmaz.av.tr\/en\/wp-json\/wp\/v2\/categories?post=3443"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/batinyilmaz.av.tr\/en\/wp-json\/wp\/v2\/tags?post=3443"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}