Management Team

Succession Planning for Board Members

• In accordance with the Corporate Governance Best Practice Principles and the Rules for Election of Directors, the Company specifies that the composition of the Board shall take diversity into consideration. Considering the Company’s operational characteristics, business model, and development needs, the Company has established diversity policies covering, but not limited to, two main dimensions: fundamental qualities and values, and professional knowledge and skills.
• Board members are expected to possess the knowledge, skills, and competencies necessary to perform their duties. During their tenure, they attend courses offered by designated institutions in accordance with the Directions for the Implementation of Continuing Education for Directors and Supervisors of TWSE/TPEx Listed Companies, and are encouraged to engage in continuous learning to enhance their core values, professional expertise, and capabilities.
• The Company has also established the Board Performance Evaluation Regulations. Through evaluation indicators such as the achievement of corporate goals and missions, awareness of responsibilities, participation in operations, management and communication of internal relationships, professional competence and ongoing training, internal controls, and the expression of constructive opinions, the Company ensures the effective functioning of the Board.
• The results of these evaluations serve as an important reference for the future selection and appointment of directors.

Succession Planning for Key Management

1. The selection of successors for the Company’s key management positions is conducted through internal promotion and external recruitment of outstanding industry talent. Candidates are required to possess strong managerial capabilities and strategic thinking, demonstrate an understanding of industry trends and adaptability, and align with the Company’s values, corporate culture, and management philosophy.
2. To cultivate successors for key management roles and ensure smooth leadership transitions, the Company has established the Regulations for Education and Training Management. These regulations cover the planning of training programs, establishment of internship mechanisms, and assignment of learning coaches to integrate theoretical knowledge with practical management experience.
3. Training for key management successors includes corporate culture inheritance, managerial competencies, professional expertise, and team communication, aiming to strengthen their leadership continuity, decision-making skills, and team influence.
4. Performance evaluations are conducted quarterly in accordance with the Company’s performance assessment system. Successors demonstrating outstanding performance are prioritized for promotion to suitable positions.
5. Arrange for middle and senior managers to participate in management training programs and industry exchange activities to gain insights into industry developments and market trends.