Annual Employee Satisfaction Survey

In January 2025, we conducted the 2024 Employee Satisfaction Survey to gain a comprehensive understanding of employees’ perceptions and to serve as a basis for questionnaire design and improvement planning on key issues. The survey covered eight major dimensions: corporate culture, sustainable operations, compensation, job content, career development, colleagues, supervisors, and overall satisfaction. The survey achieved an employee coverage rate of 96.3%. Based on the survey results, we continued to implement targeted improvement initiatives and further strengthen employees’ recognition with our corporate goals in 2025.

Target Group	All Employees
Topics	Corporate Culture, Sustainable Operations, Compensation, Job Content, Career Development, Colleagues, Supervisors, and Overall Satisfaction
Number of Respondents	272
Coverage Rate	96.3%
Responsible Department	Administrative Department
Survey Frequency	Once a year
Survey Period	2024/1/1~2024/12/31
Overall Satisfaction	4.22 points (minimum 1 point, maximum 5 points)
Survey Results	The overall average score of our employee satisfaction survey was 4.22. The questionnaire covered eight dimensions, and employees’ perceptions across all dimensions were rated above the level of “Satisfied.” We have continuously promoted and implemented initiatives across these dimensions, and the results have been positively recognized by our employees.
Improvement Plans	Based on the survey findings, we have identified the following key improvement actions and initiatives to be implemented in 2025: 1.To foster organizational vitality, stimulate innovation, and cultivate a culture of continuous improvement and high performance, we encourage employees to participate in proposal competitions and improvement initiatives across areas such as production, quality, R&D, equipment maintenance, energy conservation, water conservation, and environmental protection. Improvement outcomes that reduce material consumption, time, and manpower, or enhance efficiency, quality, and technical capabilities, will be rewarded through incentive bonuses and public recognition. 2.To ensure fairness and transparency in salary adjustments and bonus mechanisms, and to strengthen performance-based management, we will further optimize our performance management system. Performance evaluations will be conducted based on employees’ commitment, job competence, performance outcomes, and contributions, providing a sound and equitable basis for promotions, compensation, and other human resource practices. 3.We will continue to optimize work processes, production equipment, and the overall working environment. This includes renewal of computer equipment and office furniture, as well as enhancing the overall appearance and functionality of cafeterias, offices, and work sites, with the aim of providing employees with a safer, more comfortable, and employee-friendly workplace. 4.We will strengthen internal communication mechanisms by expanding diverse communication channels, encouraging the expression of different perspectives, and enhancing both the frequency and quality of upward and downward communication. Through closer engagement, supervisors will be better positioned to understand frontline conditions and identify potential gaps or improvement opportunities. 5.We will further implement employee education and talent development initiatives by establishing a comprehensive training framework and systematically planning for the development of employees’ professional skills and competencies, thereby supporting sustainable talent growth and organizational development.