Example:
❖ Fair Performance Appraisal System: Our performance management and development system aim to enhance individual and overall organizational performance. We implement a fair and equitable performance evaluation process, involving all employees in regular performance assessments. Throughout the year, employees undergo goal management, with a review of their job performance every six months. At the end of each year, we review their past goals and job execution results, project future work tasks, identify employees with development potential, and base decisions on job promotions, salary adjustments, bonus distributions, and employee development and training needs. We emphasize consistency and fairness in salary operations and management, using educational background, expertise, and professional experience as salary criteria for each employee. Regarding cash bonuses, employee bonuses, total amounts, and distribution methods, we propose them to the board of directors based on the company's operational results to ensure that distribution standards are closely linked to the company's financial and operational performance. Subsequently, we consider individual employees' job responsibilities, contributions, and performance assessment results to determine individual bonus amounts. Employee salaries and performance bonuses are never differentiated by gender, age, religion, race, color, marital or disability status, nationality, political affiliation, zodiac sign, blood type, or any other differences. Our "Goal Management and Performance Appraisal" process achieves the goal of "identifying and developing talents" through three cycles: "initial goal setting," "mid-term goal review," and "end-of-year performance assessment." All employees in the company can undergo performance appraisal, except for those with less than 3 months of employment. In 2021, 154 employees participated in the performance appraisal (33 females and 121 males), and the gender ratio of evaluated employees was 100%, demonstrating that the company provides equal opportunities for career development without gender discrimination. The company conducts performance appraisals twice a year, with employees setting their individual KPIs in the first half of the year. They then have performance discussions with their supervisors to review progress on their first-half goals and establish second-half goals. In the second half of the year, employees complete their annual performance assessments, followed by performance discussions with supervisors to review their performance and set goals for the next year.