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TURHAN SEMIZER / CEO

We started working excitedly in line with our Human Resources roadmap

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PAGES 4-5

Our Manisa Plants are still hungry for more success

Active in five continents, Standard Profil continues to create difference in the sector through its innovative vision and pioneering breakthroughs. Success stories supporting the growth of our Group are received from all our locations.

Our ManIsa Plants are raIsIng theIr bar Of success wIth the new r&D center, the JunIOr Plant PrOJect, anD the PrOfIle PrODuctIOn fOr tOyOta c-hr.

A New OutlOOk INtO trAININg thrOugh the JuNIOr PlANt PrOJect

we Are PrOducINg the AudI PrOfIles wIth Our cOlleAgues At the PrOtectIve wOrkPlAce lIvINg ceNter fOr PeOPle wIth MeNtAl dIsAbIlItIes

2017 is the Year of Health, Safety and

Environment at Standard

ProfilWe continue with our projects and

improvements within the framework of the

2017 HSE Year we have announced in

January.

AjdA AyvAT - vICE PRESIdENT HUMAN RESOURCES:

We are progressing with the10S in 2017

“PrOJect MANAgeMeNt AwArd” frOM tOyOtA

SP’s global leaders met in Istanbul Standard Profil Group global leadership team, from all our plants and offices around the world, came together in Istanbul on March 8-10. The main theme of the Global Convention meeting where the targets and strategies were shared was HSE. PAGE 2

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Y E A R : 2 I S S U E : 8 A P R I L 2 0 1 7In-house publ icat ion by Standard Prof i l . Complimentar y copy.NEWS

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Dear colleagues,Nowadays, as we are closing the first quarter of 2017, we also complete the 40th year of our Group. Our journey, which started on 10 March 1977 with seven people, is still continuing today with the goal of becoming a global brand. We are growing more and more, with our 12 production facilities and 7870 members from 11 different nationalities in 11 sales offices throughout the five continents. Our Group, founded as a local supplier in Turkey, has achieved the position of a full service supplier that offers services to the giant automotive brands at all corners of the world, through gradual steps like constant improvement, R&D, training, export, and abroad investments. We extend our thanks to our Founder and Honorary President Mr. Rıfat Kamhi and all our employees, suppliers, associates, and customers who provided contributions in this journey. What we are to do is to bring the flag we have taken over to higher places and to be a preferred supplier, employer, customer, and stakeholder by surpassing our competitors in the sector as a global brand. We had announced 2017 as the “Health Safety and Environment Year” for the Standard Profil Group, as we started working in all our locations and shared its details with you in our previous issue. We have determined a 10-step program within 2017 for attaining that goal and our objective of being a global brand. Our 2017 TargeT PrOgram whIch we call 10S ThaT wIll Shed lIghT fOr uS IS aS fOllOwS:

1. Safety everywhere:Each of us has duties when it comes to our goal of zero occupational accidents. We first start by determining and analyzing risks. We must find suggestions for solutions and implement them; and most importantly, we must improve them by performing their follow-ups.

2. SavIng and SImplIfyIng: We have obtained good developments in the last three years thanks to Plan25 and Kaizen studies. However, we still have many areas to improve and economize by simplifying and standardizing.

3. Stop Scrap and waSte:In 2016, the ratio of scrap to our net sales took place as 5.4%. In other words, almost six of all 100 parts we produced were wasted. Some of the scrap was detected in our own plants and some in those of our customers. We need to decrease this figure to much lower levels in order to prevent waste of effort and to protect our reputation in the eyes of our customers.

4. StandardS for proceSSeS: Standardized processes will bring us effective and efficient solutions not only in production, but also in all areas we provide services in. Therefore we need to determine the measurable standards, which are improvable due to reportable results, in all

areas and most importantly we must actively implement them.

5. SppS and BIQ: This year we will apply Standard Profil Production System (SPPS) and Built in Quality System (BiQ), which we started in our pilot plants last year, in an efficient manner in all the plants of our Group.

6. Strategy for cuStomerS and regIonS: We must not remain satisfied with making investments for competing in the sector much more powerfully, we must also keep close track of our competitors, the sector, and

the regions where we are and which we target. The obtained results will determine and develop the ways, thus our strategies, which will take us to our new targets.

7. SyStematIc performance follow-up and employee loyalty:If we cannot measure, we cannot evaluate and manage. When it comes to performance management, we must determine and evaluate our individual and corporate targets intelligently. In this context, our HR team continues to work. We have determined our areas of improvement through our SP’s Voice survey we held in 2016. We will altogether discover what we can in view of loyalty and motivation through the focus group studies that we will conduct together in the forthcoming period. 8. Structure for network organization: We have started a year in which we will render the matrix structuring, foundations of which were laid in the past years, much sturdier and functioning. We will attach much more importance to the issues like the effective communication between units, sharing of experiences, business management at all levels, and project management.

9. SaleS growth: The key point for our existence to continue to grow stronger is our sales. The happy customers who always choose and recommend us as well as the new doors to be opened thanks to them, and the new markets will be the areas we reach as a result of improvement, along with all these processes.

10. Synergy: We have mentioned nine key steps regarding our targets. The tenth of them, which may be the most important of them, is synergy. Management Expert and Writer Ken Blanchard states in this regard: “None of us is as smart as all of us.” So, for this very reason, we must share our good examples, offer the lessons we learn from our mistakes for the benefits of other units, and climb above our individual achievements altogether.I have full confidence that we can attain these targets through active participation and improvement of all of us. With the energy brought along by the spring, I wish us days in which we improve and grow strong through collaboration, and benefit first ourselves for our individual goals and then our colleagues, then units we work together with, and then our plant and Group.

Turhan Semizer / ceO

We are progressing with the10S in 2017

Standard Profil Group global leadership team from all our plants and offices around the world, came together in scope of Standard Profil Global Convention held for the third time this year. The main theme of the event, where the targets and strategies were shared, was HSE. The event attended by all the plants and offices of our Group in the world took place between 8th and 10th of March. The event was concluded with the main meeting where the targets and priorities of the Group were shared subsequent to the assessments for 2016 in the functional meetings.

SP’s global leaders met in Istanbul

We have launched our ThIrd r&d cenTer In ManIsa Our CEO Turhan Semizer and Ajda Ayvat, our Vice President HR, along with numerous executives from our Manisa and Düzce Plants, attended the opening ceremony we held with our R&D Center team in Manisa. Vice Governor Mesut Eser; Science, Industry and Technology Directorates of Celal Bayar University; and Manisa protocol members from the Employment Agency attended the ceremony which attracted intense attention of the press. In the event that started with the speech of Turhan Semizer, Dr. Ali Erkin Kutlu, our R&D Director; Çağan Dikmen, our Manisa 1 Plant General Manager; Ergenç İneler, our Manisa 2 Plant General Manager; and Hazel Başaran, R&D Engineer, also gave speeches. Dr. Ali Erkin Kutlu stated in his speech that the R&D studies would bring Standard Profil ahead of its competitors, and Hazel Başaran, who took the floor on behalf of her teammates, mentioned the happiness she felt for working at the R&D Center and for improving thanks to it.

We opened our third R & D Center in Manisa after Düzce and Spain, with the purpose of strengthening our position in the global arena with continuous development and innovative perspective.

Safety, ergonomics, and competition are our focus

alaIn phIlIppe flego, group proceSS engIneerIng dIrector:

2017: healTh and safeTy Year at Standard Profil

Within the framework of the 2017 HSE Year that we announced in January, our projects and improvements are ongoing.

aWareness TraInIng aT The headquarTers:The HSE Awareness Trainings that we continue at our plants through

the on-the-job trainings and the refreshment trainings we conduct in some certain intervals have been held for the first time at the Istanbul Headquarters Office. Within the scope of the project that we support through online training, our Istanbul office was audited by our Düzce

HSE Team Leader Yavuz Ozan and our Düzce HSE Technician Haki Güler.

global hse folloW-up:We have standardized our health, safety and environment reports on Group

basis. This way, we are able to keep track of the instant reports in all the Standard Profil locations on a single chart on the SP portal. Thanks to it, we

will be able to share the lessons learned and best practices by performing much more efficient and effective comparisons between our locations.

We met Alain Philippe Flego, our Group Process Engineering Director, regarding our 2017 strategies. “I joined the Standard Profil family eight months ago. I remember everything as if it was yesterday; I would like to thank, in particular, to each one of you separately for your warm welcome and the sense of belonging I felt at the very first moment... I will first state this regarding our endeavors: as the Group Process Engineering Department, we have two focus points in 2017: HSE and competition. As the team, we are working on new technologies and systems in order to enhance our competitiveness. The new EPDM extrusion lines on China and Mexico, the new TPV lines in China and Spain, finishing on the extrusion lines in Düzce, Manisa and Langfang facilities, and deployment of multi-transfer counters

in all the facilities are some of our projects. In addition, the “multi-layer” or “multi material” technology through the use of the new EPDM extrusion head with 4 extruders is one of the issues we focus on. We must remember the casting simulation in the design of molds. Being competitive means to share the best practices and to develop the communication between

the product and the process. Our team will continue to do it this year as well. Of course, health, safety and environment, and ergonomics are the target of all of us for 2017. Starting from the projects, new facilities, and transfers, we are working on to provide our employees with safe, ergonomic, and reliable equipment and processes.I believe that we will overcome all such difficulties all together in 2017.”

We started working excitedly in line with our Human Resources roadmap

AjdA AyvAt - vIcE PrESIdEnt HumAn rESourcES:

First of all, I would like to express my contentment for taking part in the Standard Profil Group as the Vice President Human Resources as of

January 2017. As a person who newly joined to the family, I was supported by each one of you and I passed my orientation process very fast. Standard Profil is a company that includes powerful teams within its body and that gets strength from the abilities of our employees. It is a separate source of excitement for me to work in the field of Human Resources in such a structure, particularly with those properties. Our Group is becoming stronger and stronger with its facilities at all corners of the world. This environment ensures that we can think globally and prosper by feeding on different viewpoints. We have over 2000 female members, nationals of 11 different countries. Age average is 35 and we have a young team with an average of six-year seniority. I believe wholeheartedly that we will attain our Group targets with such a dynamic and global team.

PrIde of WorkIng at SPIn 2016, we determined our strong areas and areas open for development, thanks to the SP’s Voice Survey held in nine different languages in all of our locations. Accordingly, we prepared our roadmap to improve the synergy and commitment within our Group more and more in every area and to make them sustainable. You have stated in the questionnaires that you were proud of working for SP, that you recommend our company to others, and that you were willing to work more for the sake of success. Our characteristic of being a sturdy and harmonious team is among our strong traits. The issues open for improvement primarily, which we added to our working plan in line with your feedback, are the improvement of you, our employees; career management; and internal

communication. As the entire executive team, we will create a more efficient and effective working environment by handling the challenges that prevent us from doing our jobs better.

“HealtH and Safety IS tHe PrImary ISSue tHat We WIll folloW”In our Global Convention meeting we held on 10 March 2017, the issue of Health, Safety and Environment was on the agenda in the generality of our Group as the most prioritized target for 2017. In this scope, it is required to develop the processes for the determination of the risks that might cause accidents, to follow them up, and

to eliminate them. With this in mind, completion of the required trainings in each of our locations, raising awareness among all our employees, and taking all the precautions are some of the primary issues that we will keep close track of. We consider the training and improvement of our employees as a part of the organizational development. We will now focus on the expansion of the training programs started up in the previous periods, toward all the locations. We will turn into a learning organization thanks to our employees and executives undertaking the responsibility of personal improvement. For attaining our corporate objectives, we must establish more collaboration

with all the units and make use of different viewpoints. We must utilize the methods of “learning from each other” by sharing our experience with the people surrounding us. We must expand the successful application performed in one of our locations to our other plants. Reinforcement of internal communication and creation of a collaborative environment in line with the feedback we receive from you will be among our prioritized issues. I would like to state that we have started to work excitedly in line with our 2017 Human Resources roadmap that contains all these issues and more. I am planning to share the progress we have attained with you in the forthcoming periods and I wish that we celebrate our achievements altogether.

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We have been deemed worthy of the Project Management Award thanks to our flawless and successful management within the two-year intense period of preparation covering the design, prototype, and transition to serial production for the Toyota C-HR model. Our CEO Turhan Semizer received the Award in the ceremony held on 28 March in Brussels. Semizer stated that the Award was quite meaningful for our gradually increasing collaborations with Toyota and said, “We keep crowning our success with awards in the 40th foundation anniversary of our Group. On behalf of our Group that started its operations in 1977 as a local supplier and that provides services presently in seven countries in five continents as a global supplier, I would like to extend our thanks to Toyota for deeming us worthy of this award. This award has also been the indicator of the fact that the intense works we have recently conducted in the fields of R&D, production systems, and project management, have yielded results.”

Standard Profil has received a Project Management Award

from Toyota, thanks to the success on Toyota C-HR

project production of which started in in October 2016.

bulent atay / ManIsa huMan resOurces ManagerBülent Atay, Manisa Plant Human Resources Manager and Turkey Industrial Relations Manager, has assessed the Junior Plant Project: “With the Junior Plant, we have realized an applied method of training particularly for our blue-collar employees to acquire technical skills. We have aimed at improving our training process, primarily orientation, with our project, which is a significant step toward ensuring employee improvement. We are aiming to know and introduce the products we have manufactured and our customers better by providing all the employees of the Manisa plants with trainings at the Junior Plant in 2017.

yagMur acar / huMan resOurces sPecIalIst We took the first steps of the Junior Plant Project in 2016. When we started this journey, we set the target to include the employees whose awareness started to increase even on the first day by knowing, touching, or even personally manufacturing the products. The Junior Plant is a training area containing knowledge about finishing production operations, warnings regarding the safety, quality priorities, logistics activities, improvement works, and production systems. This training area which we have prioritized for orientation purposes, provide the opportunity to realize briefing on occupational accidents and customer complaints on machines.

gOkhan Ince / cOntInuOus IMPrOveMent engIneerWe decided to commence the “Junior Plant” project in order to minimize the period of learning curves of our employees and to determine the competences for the operations where they will be working in line with the four steps method. Our goal is to train qualified employees with the awareness of minimizing the high scrap ratios, human errors, 5S nonconformities, uncontrolled interim stocks, and the problems of ergonomics. We are aiming to provide practiced trainings to our employees in line with the lean production philosophy by infusing the SPPS culture.

tayfun karakas / huMan resOurces suPPOrt MeMber The Junior Plant is a training area where we introduce and explain the plant, the products we produce, the machines, the way that the flow progresses on the lines, and occupational safety and quality priorities to our newly recruited workmates. Thanks to such explanations, when our friends go to their working areas, they will feel more knowledgeable about the plant and the works that they will be performing. In addition, through the trainings we will provide to our current employees, we will have a structure where they will work more consciously, sensitively, and with more quality.

The Junior Plant Project implemented in our Manisa location is providing a new viewpoint for in-house training.

a neW ouTlook InTo TraInIng Through The JunIor planT proJecT

Our Manisa Plants are still hungry for more success

ErgEnC InElEr:Cagan DIkmEn: We will have many more success stories to present to the Group

We started seven new projects and increased our turnover by 20% compared with the last year

For SP Manisa 1, it is an adventure that started in 2012 with the production of various profiles for VW’s Golf, Audi’s A3 and A4, GM’s Holden, and Toyota’s all models manufactured in Turkey, Europe, and South Africa. It appears that the responsibility of being the sole manufacturer in almost all products while the standards of the customers are high and the haste of a newly established order have increased the stress a lot.

pasT of our planT

We now see that the human resource potential has created a beautiful blend. We are increasing our success every passing year above the previous year. Our performance in Toyota’s C-HR model means that SP’s change will increase in the new project nominations. We have been the first and the sole plant that exceeded the “master” level by receiving 656 points within SP locations that the SPPS has measured. We have reached the benchmark position in many of the efficiency criteria. In addition, we are constantly presenting the Group with the Best Practice examples.

presenT of our planT fuTure of our planT

2017 is a year in which the competition and risk environment intensify throughout the world. For Manisa 1, it is a year in which we need to complete the most serious preparations for the launch of Audi A6, Toyota Corolla, and Auris scheduled for the first quarter of 2018. In addition, it is a period that we expect the good news of winning the sequel projects of the new models like the 8th generation VW Golf, Audi A3, and Toyota Yaris. Our biggest assurance for realizing them and many more is our Manisa 1 family. For the last two years, we have provided supports to our Mexico, China, Bulgaria, South Africa, and Spain plants, like TPV welding, in various technical aspects. We are soon going to Morocco. We have created a team spirit that embraces entire SP through these relations. Our experience which is appreciated and demanded despite our average age of just above 30 within Manisa 1 is an indicator of youth and dynamism. In a nutshell, we will have many more services and success stories to be presented to the Group.

Now is the time to pass into a different dimension. It will be our future. It will be the transformation of Manisa 2 plant into one of the best SP plants in the world by expanding constant improvement culture into all areas of our life. In doing it, our target will of course be the utilization of all the resources of our company, our country, and our world in an efficient manner with our R&D center. We will, as Manisa 2 plant, progress more and more with the contributions of our disabled employees as well. Our constant and unchanging priority in this process will be occupational safety.

fuTure of our planTpasT of our planT

In consideration of all project launches, SOPs, and vehicle models, we launched more than 30 project extrusion lines in Manisa 2 plant between 2013 and 2016. We can resemble it to a baby taking its first steps right after it is born. Only last year, we started seven new projects and increased our turnover by approximately 20% compared to 2015. We never stopped in doing all of these. We made our own injection and extrusion molds and performed their sale from this plant to the entire world. We created the sales portfolio of our plant in a way that will adapt to all kinds of variability and balance the local and export markets.

presenT of our planT

We have become the plant which conducts direct sales to the customers and receives the highest turnover rate and that provides the most employment under a single roof (approximately 1800 persons). We have also been the (5 TPV+1 PVC) plant that brings together the most TPV extrusion lines under a single roof in all the world’s operations. We have achieved the position of a young and dynamic plant that considers all of these an opportunity.

Mr. CaGan DIkMen, General ManaGer of ManIsa stanDarD Profil 1 faCtory anD Mr. erGenC Ineler assesseD the transforMatIon of the faCtorIes froM Past to Present

Active in five continents, Standard Profil continues to create difference

in the sector through its innovative vision and pioneering breakthroughs.

Success stories supporting the growth of our Group are received

from all our locations.

Our Manisa Plants are raising their bar of success with the new R&D Center, the Junior Plant Project, and the profile production for Toyota C-HR.

For the first time in Turkey, a Protective Workplace Living Center for People with Mental Disabilities, working environment of which is specifically arranged, has been established under the leadership of the Manisa Organized Industrial Zone. Standard Profil has contributed to the project which was a first in Turkey. Eight employees with mental disability are in charge at the center where 12 workshops are available. Our disabled employees who started working at Standard Profil in February 2017 are making effort in the production of sealing profiles. The objective of establishing the Protective Workplace Living Center for People with Mental Disabilities is to improve the basic life skills of the individuals needing special education, to ensure their adaptation to the society, and to provide them with the opportunity to develop their skills by acquiring the knowledge and experience for a profession and business. At the center, employment is provided to the disabled individuals whose inclusion into the business world presents difficulties. With the attendance of the firms with such sensitivity, the aim is to expand exactly similar working areas throughout Turkey. Our disabled employees working at the center state that they feel more valuable and happier since they contribute to the production and obtain revenues in return.

We are producIng The audI profIles WITh our colleagues aT The proTecTIve Workplace lIvIng cenTer for people WITh MenTal dIsabIlITIes

“proJecT ManageMenT

aWard” froM ToyoTa

N E W S I N B R I E F N E W S I N B R I E F

We have celebrated the International Women’s Day with enthusiasm in all our locations

As the Standard Profil Group we are proud of providing employment to women far above our sector, with more than 30% female employee

ratio. Our female employees are making contributions in all areas in

our Group, ranging from production to audit, from engineering to management.

We have celebrated the 8th of March International Women’s Day in all our locations in a way worthy of the day.

Underlining that women shape the future of societies, our CEO Turhan

Semizer stated in his message to all our female employees: “I wish that women

undertake more active and diverse roles both in our Group and in our world in the

forthcoming years.”

The medical scholars of the past said that the relationship between the digestive system and the

brain is not yet fully understood, and when one is uncomfortable the other becomes irritated. Hippocrates summarizes this, “Happy bowels, happy brain”. A good digestion starts in the mouth, many factors affect it, ranging from oral and dental hygiene to good chewing. The fact that the stomach acid is sufficient and that the stomach can make contractions necessary for digestion is so important that the amino acids of the proteins in the foods are broken down and the vital vitamins and minerals are absorbed.

Take good care of your new organOur intestines have about 100

trillion, average 1,5-2 kilos of microorganisms. This number is about 10 times all our cells and 150 times our genes. It is therefore not surprising that microorganisms have been so important for scientific research in recent years. So that intestinal microbiota is now defined as a new organ.Memorial Wellness Nutrition Consultant, Yeşim Temel Özcan, stated that the primary function of this microbiota is to produce digestive enzymes that enable the absorption of food, to support the immune system and to protect from diseases, to synthesize vitamin K and B (bifidobacter), to protect the intestinal permeability and to eliminate or keep toxins and pathogens under control.”Millions of hairs on the inner surface of the intestine recognize the

digested foodstuffs, allowing them to pass into the blood. The deterioration of the structure of these hairs and the increase in damage are damaging to the close connections between the intestinal cells, increases the permeability, and the real problem starts after that. One of the main factors is food! Particularly the nutritional model that triggers inflammation is nutrition with gluten (cereal), excessive consumption of farinose and sugary processed foods, lactose and casein that come with the milk, and alcohol are included in this group.

ProTecT yourself naTurallyHealthy intestinal flora plays an active role in digestive and absorption processes as well as protecting the health of the intestinal wall.

Therefore, if there is no balanced intestinal flora, normal digestion and absorption of food becomes impossible. Dietitian Özcan emphasized the importance of intestinal floras digesting proteins, fermenting carbohydrates to break down lipids and fibers and transporting minerals, vitamins, water, gas and many other nutrients from the intestinal wall into the bloodstream., “To rehabilitate a disrupted bacterial balance, to heal a damaged, wounded, ulcerous, inflammatory, leaky intestine wall (leaky gut syndrome) and intestinal epithelial tissue, a special nutrition program needs to be applied. Persons with leaky gut syndrome can take the first step to healing with home made bone juice, fermented cabbage pickles to remove toxins” she says.

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happy boWels, happy braInThe bowels are now considered the second brain. A healthy bowel brings happiness.

for a healThy boWel...l Eat plenty of vegetables and fruits (pay attention to eating seasonal vegetables and fruits)l Try to stay away from the farinose foods l Limit sugar consumption l Drink plenty of water l Stay away from processed foods l Prefer foods with high fiber content

Licensee: turhan temizer on behalf of Standard Profil Editor-in-chief: Gülbin Gayretlier dülger

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