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.
(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.
To effectively commend, reward, and motivate employees with outstanding performance, the CWTC Group conducts annual performance evaluations. Through two-way communication between supervisors and employees, we ensure the objectivity and transparency of performance evaluations. These evaluations serve as the basis for salary adjustments, promotions, training, and talent development. This approach effectively motivates high-performing employees and helps individuals identify their growth paths. Taking the Taiwan Plants as example, Taiwan Plant 1 conducts quarterly performance evaluations for direct labor employees, while indirect labor employees are assessed semi-annually, in July and December. At Taiwan Plant 2, quarterly evaluations are carried out for employees below the assistant manager level, and those at the assistant manager level and above undergo performance evaluations in August and the following February each year. In 2024, the overall performance evaluation coverage rate for employees at the Taiwan facilities reached 90%. In addition, annual career development assessments are conducted to ensure that all employees have the opportunity to fully realize their professional potential.
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.
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.
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 2024, there were no labor disputes.