Member of the Audit Committee
Chairman：Cheng-Chung, Huang
Member：Tsui-Ping, Huang
Member：Neng-Chieh, Yang
Member：Kai-Hsiang, Chang
Duties of the Compensation Committee
The Committee shall exercise the care of a good administrator to faithfully perform the following duties and present its recommendations to the Board of Directors for discussion:
(1) Periodically reviewing Compensation Committee Charter and making recommendations for amendments.
(2) Establishing and periodically reviewing the annual and long-term performance goals for the directors, supervisors, and managerial officers of the Company and the policies, systems, standards, and structure for their compensation.
(3) Periodically assessing the degree to which performance goals for the directors, supervisors, and managerial officers of the Company have been achieved, and setting the types and amounts of their individual compensation.
When performing its duties, the following principles should be adhered to：
Ensure that the company's compensation arrangements comply with relevant laws and are sufficient to attract top talent.
The performance evaluation and compensation of directors and managers should take into account the general industry standards, as well as individual performance evaluations, the time invested, the responsibilities undertaken, the achievement of personal goals, performance in other roles, the compensation provided to individuals in equivalent positions in recent years, and the correlation between personal performance, the company’s operational results, and future risks, based on the achievement of the company’s short- and long-term business objectives and the company’s financial situation.
Directors and managers should not be incentivized to engage in behavior that exceeds the company's risk appetite in pursuit of compensation.
The proportion of short-term performance-based compensation and the timing of variable compensation payments for directors and senior managers should be determined by considering the characteristics of the industry and the nature of the company’s business.
When determining the content and amount of compensation for directors and managers, its reasonableness should be considered. Compensation should not significantly deviate from financial performance. In cases of significant profit declines or long-term losses, compensation should not exceed that of the previous year. If it does exceed the previous year, a justification should be disclosed in the annual report and reported at the shareholders' meeting.
Committee members shall not participate in discussions or voting on matters related to the determination of their own compensation.
Compensation Committee Operations
The Compensation Committee held 2 meetings in the 2023, with 100% attendance by the members.
