To attract and retain top talent, CWTC designs its compensation packages based on market standards, external competitiveness, and labor market supply and demand. We offer competitive salaries that comply with local minimum wage regulations and ensure no gender-based discrepancies.
The compensation structure includes fixed and variable components. Fixed salaries are adjusted according to market salary levels, educational background, work experience, and market surveys. Variable compensation consists of year-end bonuses and employee profit-sharing, which are distributed based on the Company’s operational performance and individual achievements. Salary and promotion adjustments depend on the Company’s overall business conditions, individual performance, the consumer price index, and government policies.
Comparison of the Non-managerial Positions at CWTC
(In Thousands of New Taiwan Dollars)
Note ：The number of employees in this table excludes managers of the Company. The term “manager” is as defined in the Official Letter No. Taiwan-Finance-Securities-III-920001301 issued by the competent authority on March 27, 2003. It is consistent with the scope of managers disclosed in the Company's annual report.
Performance Evaluation System
To effectively commend, reward, and motivate employees with outstanding performance, the CWTC Group conducts annual performance evaluations. For example, Taiwan Plant 1 conducts annual performance evaluations for operators every July, while Plant 2 conducts annual evaluations for employees in non-managerial positions every December. In 2023, the employee performance evaluation coverage reached 87% (with males and females representing 50% and 37% of the total workforce in our Taiwan plants, respectively, and managerial and non-managerial positions representing 11% and 76% of employees at each level, respectively). Additionally, the Taiwan plants conduct annual employee career development assessments to ensure that all employees have the opportunity to fully realize their potential.
Employee Care and Benefits
To enhance employee engagement and ensure their rights, the CWTC Group has established a comprehensive benefits system and, in accordance with local regulations, has set up an employee benefits committee. This committee is responsible for managing and distributing the benefits funds. Each plant is tasked with planning and implementing corresponding welfare policies to fully address employees' benefit needs.
Retirement System and Implementation
In accordance with the Labor Pension Act, CWTC contributes 6% of the employees' monthly wages to the individual labor pension accounts set up by the Labor Insurance Bureau, and our employees may voluntarily make additional contributions within the 6% of their monthly wages.
Labor-management Committee
CWTC has established a labor-management committee in accordance with the law to facilitate effective communication between the Company and its employees, aiming to build a positive labor-management relationship. The committee meets at least quarterly, and in addition to handling labor-management matters submitted by various departments, it solicits employee proposals through representatives from both sides to ensure that employee opinions and needs are thoroughly considered. In 2023, there were no labor disputes.