The Company adopts a candidate nomination system for Directors, with each term lasting three years. The appointment of Directors, except where otherwise provided by laws or articles of association, is carried out in accordance with the "Director Election Procedures" revised by the Company in the first quarter of 2020. In accordance with the provisions of the "Corporate Governance Practice Guidelines" and the "Director Election Procedures," the selected Board members of the Company should generally possess the necessary knowledge, skills, and qualities for performing their duties. To achieve the ideal goal of corporate governance, the Board of Directors as a whole should also possess eight abilities, including operational judgment, accounting and financial analysis, management, crisis handling, industry knowledge, international market perspective, leadership skills, and decision-making. Furthermore, the distribution of Board members in the Company also emphasizes gender equality, with female members accounting for 43%.
To enhance the effectiveness of Directors in performing their duties, we will constantly consider changes in internal and external environmental conditions and development needs of the Company. Arrange annual training programs to enhance the professional knowledge and abilities of the Directors. Additionally, starting from June 22, 2021, the "Board of Directors Performance Evaluation Procedures" have been established. Every year, internal Board evaluations and individual Director evaluations will be conducted. The results of these performance evaluations will serve as reference criteria for future selection or nomination of Directors for reappointment.
In the Company's succession planning for executives, the successor must possess outstanding job capabilities and their values must align with those of the Company. Their personal traits should include integrity, innovation, pragmatism, and the ability to earn customer trust. The executive roles considered for succession planning include Directors with managerial roles, general managers, deputy general managers, assistant managers, and corporate governance executives. The succession plan for senior management is as follows:
The training for senior management positions includes various programs such as the Mentor Program and HBR Leadership Program. The content of these programs covers areas such as business decision-making, operational risks in companies, leadership and governance, intergenerational communication, digital transformation, ESG (Environmental, Social, and Governance), and more. Depending on individual job responsibilities and learning needs, one-on-one Mentor training sessions began in October of 2021. Additionally, participants will join the Harvard Business Review's Leadership Program starting in July of 2022. Through these professional development initiatives, the participants will integrate and apply their newly acquired skills to enhance their decision-making abilities, aligning with future succession planning needs.
The senior executives also serve as chairpersons of various functional committees and report to the Board of Directors. This combines the expansion of job exposure and the cross-organizational operation mechanism of the functional committees. It allows the senior executives to take on the role of chairpersons or management representatives in committees such as the ESG Sustainability Committee, PIP Committee, Risk Management Committee, and Education Training Committee. They provide reports during Board meetings, enabling them to become familiar with Board operations and engage in exchanges with Board members. This approach helps develop versatile leadership, management, and decision-making capabilities across multiple functions and dimensions. It ensures the promotion of organizational development and the smooth operation of the Company.
IR ContactAnnie Wu
Common Stock Transfer AgentThe Transfer Agency Department of
Chinatrust Commercial Bank
Address: 5F, 83, Sec. 1, Chung-Ching S. Rd.,
Taipei, Taiwan 100, R.O.C.