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To attract more talents, Unimicron sets incentive systems to attract and retain outstanding employees.
The Company conducts performance evaluations on all employees every year as a reference for compensation
adjustment and promotion. We also participate in external compensation and benefits surveys every year
to regularly review the relation between compensation/benefit measures and the market, and adjust
employees’ salaries promptly to let more talented employees create value for Unimicron.
Compensation-Performance Link
The total compensation of an employee is determined based on employees’ professional knowledge and
skills, job mastery, academic background, work experience, and individual performance, all combined with
the Company’s operating objectives to determine their overall compensation. There is no difference in
salary regardless of gender, race, religion, political views, marital status, etc. To promote cohesion
of the Company, in addition to the basic salary and annual salary adjustment, Unimicron also flexibly
adjusts variable compensation according to the Company's operations and profit to improve morale and
encourage outstanding employees.
To improve employees’ work performance, understand the capabilities, and work adaptability of the
organization’s members, we perform two employee performance assessments every year, so that supervisors
can effectively feedback to subordinates through objective evaluations and continue to teach
subordinates to improve their work capability, to achieve the department’s goal and the Company’s
overall goal.
2021 Performance Assessment
People Who Completed Performance
Assessment
Ratio (%)
Interim
13,899
100%
End of Period
13,918
100%
Note 1: Assessment subject: It refers to the permanent employees after the probation
period is completed including Taiwan and overseas Taiwan cadres.
Note 2: Those who have applied for resignation, those who have not been reinstated
for leave without pay, and those who have been employed for less than 3 months in
the assessment period do not need to participate in the assessment.
Note 3: The supervisor of the previous unit will assess those who have changed their
positions for less than three months; otherwise, the supervisor of the current unit
will assess those who have changed their positions for three months or more.
2021 Female and Male Employees’ Basic Salary Ratio in Various Positions
Region
Taiwan Facilities
Southern China-Shenzhen
Eastern China-Suzhou
Eastern China-Kunshan
Central China-Huangshi
Position
Female
Male
Female
Male
Female
Male
Female
Male
Female
Male
Vice President
1.1
1
---
---
---
---
---
---
---
---
Sr.Director
0.97
1
---
---
---
---
---
---
---
---
Manager Level
0.94
1
1.05
1
1.19
1
0.99
1
0.89
1
General
0.91
1
1.05
1
1.04
1
0.93
1
0.88
1
2021 Female and Male Employees’ Compensation Ratio in Various Positions
Region
Taiwan Facilities
Southern China-Shenzhen
Eastern China-Suzhou
Eastern China-Kunshan
Central China-Huangshi
Position
Female
Male
Female
Male
Female
Male
Female
Male
Female
Male
Vice President
1.74
1
---
---
---
---
---
---
---
---
Sr.Director
0.95
1
---
---
---
---
---
---
---
---
Manager Level
0.9
1
1.08
1
1.05
1
0.99
1
0.86
1
General
0.9
1
0.99
1
1.02
1
0.94
1
0.81
1
Note 1: The basic compensation is the basic monthly compensation, excluding the
variable remuneration; remuneration is the total annual compensation. Statistics do
not include expatriates because the senior executives (Senior Director level or
higher) of the Mainland China Facilities are all-male Taiwanese.
Note 2: Because there are 25 male directors above the vice president level and only
1 female director in Taiwan, there is a discrepancy in compensation.
2021 Starting Salary for Entry-level Personnel to Local Base Salary Ratio
Region
Ratio of Basic Starting Salary for
Unimicron’s General Employees
Local Base Salary Ratio
Taiwan
Facilities
1.03
１
Southern China-Shenzhen
1.00
１
Eastern China-Suzhou
1.51
１
Eastern China-Kunshan
1.14
１
Central China-Huangshi
1.23
１
Note 1: The basic salary includes the base salary and other allowances, excluding
overtime pay.
Note 2: Basic salary is represented by region due to the difference in each plant in
Mainland China.
Compensation of Full-time Employees in Non-Management Positions
2019
2020
2021
Compared to Previous Year
Total Full-Time
Non-managerial Staff Numbered (People)
10,693
10,863
12,358
14%
Average Compensation (NT$)
727,269
753,000
866,000
16%
Median Compensation (NT$)
614,268
646,000
689,000
7%
Note: Not include QunHong Technology Inc.
Employee Benefits
Unimicron attaches great importance to the physical and mental balance of employees. In the workplace,
varieties of welfare systems are planned. In addition to providing various insurance benefits and
pension fund contributions following local laws and regulations, it also provides group insurance that
is superior to that required by law to ensure the safety of employees at work and life, and dependents
can be included in the plan at their own expense. Unimicron also values employees’ leisure life, and
regularly organizes parties and family day activities to promote parent-child interactions between
families and enhance employee morale.
Unimicron has, according to the statutory pension system, set aside pensions for each employee, and 100%
of employees participate in the pension plan. According to the “Labor Standards Act” and the “Labor
Pension Act” in Taiwan, employees who joined the Company before June 30, 2005 (inclusive) are entitled
to the old pension seniority system. Unimicron deposits the escrow amount as stipulated by relevant laws
and regulations, and commissions actuaries at the end of each year to conduct calculations and ensure
that the retirement reserve appropriated is enough to satisfy and safeguard the rights and benefits of
the employees’ future pensions.
2021 Benefit Measures Performance
Club
Parental Leave in Taiwan
Item
Gender
2018
2019
2020
2021
Total Eligible Number for
Parental Leave (A)
Male
709
464
508
641
Female
486
333
378
477
Total
1,195
797
886
1,118
Actual Number of
Applicants (B)
Male
32
48
21
49
Female
99
108
93
132
Total
131
156
114
181
Application Rate (B/A)
Male
4.51%
10.34%
4.13%
7.64%
Female
20.37%
32.43%
24.60%
27.67%
Total
10.96%
19.57%
12.87%
16.19%
Number of Applicants
Qualified for Reinstatement (C)
Male
32
44
19
38
Female
124
100
87
87
Total
156
144
106
125
Actual Number of
Reinstatements (D)
Male
24
23
14
30
Female
85
69
59
71
Total
109
92
73
101
Reinstatement Rate (D/C)
Male
75%
52.27%
73.68%
78.95%
Female
68.55%
69.00%
67.82%
81.61%
Total
69.87%
63.89%
68.87%
82.40%
Number of Reinstatements
in the Previous Year (E)
Male
32
24
23
14
Female
89
85
69
59
Total
121
109
92
73
Number of People
Reinstated for One Year in the Previous Year (F)
Male
25
18
18
14
Female
71
71
61
52
Total
96
89
79
66
Retention Rate (F/E)
Male
78.13%
75.00%
78.26%
100%
Female
79.78%
83.53%
88.41%
88.14%
Total
71.07%
81.65%
85.87%
90.41%
Note 1: Mainland China does not implement the system of parental leave without pay,
so it is not included in the statistics.
Note 2: The number of applicants qualified for parental leave is estimated based on
the number of maternity/paternity leave applications made within the past 3 years.
