Annual Employee Satisfaction Survey

The Company conducted the 2025 Employee Opinion Survey in January 2026 to understand employees’ perspectives on the Company and to design questionnaires on key issues in order to formulate improvement plans. The survey covered eight major dimensions including corporate culture, sustainable management, compensation, work, development, colleagues, supervisors, and overall satisfaction. The employee coverage rate reached 99.3%. We plan to further enhance employees’ strong identification with the Company’s goals in 2026.

Target	All employees
Survey Topics	Corporate culture, sustainable management, compensation & performance, work, development, colleagues and supervisors
Number of Respondents	269 people
Coverage Rate	99.3%
Responsible Department	Administrative Services Department
Survey Frequency	Once a year
Survey Period	2025/1/1~2025/12/31
Overall Satisfaction	4.24 points (minimum 1 point, maximum 5 points)
Survey Results	The overall average score of the Company’s employee satisfaction survey was 4.24, showing an improvement from 4.22 in the previous year. The questionnaire consisted of eight dimensions, and employees’ perceptions in each dimension were above the “satisfied” level. The Company has made continuous efforts to implement and promote initiatives across all dimensions, and the results have gained recognition from employees.
Improvement Initiatives	Based on the survey results, the following improvement actions and initiatives will be implemented in 2026: 1. Increase flexibility in attendance and leave arrangements, including flexible working hours and flexible leave for new employees. This allows employees more time to address family care needs or avoid peak commuting hours. It also provides flexible leave options for new employees who have not yet accumulated annual leave, while promoting a friendly workplace and fulfilling corporate social responsibility. 2. Continue promoting proposal competitions to stimulate creativity and encourage continuous improvement, fostering a high-performance organizational culture. Employees are encouraged to submit proposals that can reduce material usage, time, or manpower, or enhance efficiency, quality, technical capability, organizational atmosphere, and corporate culture. Cash rewards and public recognition will be provided as tangible incentives and appreciation. 3. To better support frontline employees, the previous uniform salary adjustment approach will be revised so that larger salary increases are given to lower-level employees. This aims to prioritize the livelihood needs of frontline staff while supporting talent retention and fulfilling corporate social responsibility. 4. Strengthen education and training as well as talent development. In 2026, AI-focused training programs will be established to promote the use of new technological tools across the organization and support employees in enhancing their professional skills.