To attract talent, Unimicron has established an incentive system to recruit and retain exceptional employees. Annual performance appraisals guide salary and promotion decisions, while industry salary and benefits surveys ensure that Unimicron’s compensation packages remain competitive. Regular market reviews enable timely adjustments to employee salaries and benefits, supporting the recruitment and retention of outstanding individuals committed to creating sustainable value with Unimicron.
Unimicron’s salary levels are set based on employees' professional expertise, academic background, personal performance, and alignment with company goals. There is no variation in salary or benefits based on gender, race, religion, political stance, or marital status. All employees are subject to the same pay scale, ensuring equitable compensation across the board. Employee remuneration and benefits adhere to local laws, including minimum wage, working hours (including overtime), insurance, pensions, and other statutory requirements. To safeguard grassroots employees' rights, we review salary levels annually to ensure compliance with minimum wage standards. Salary adjustments, performance-based bonuses, and stock compensation (including treasury and restricted stock) are offered to attract, retain, and motivate top talent, taking into account employees' performance, responsibility, and future potential.
To boost employee performance and assess their abilities, Unimicron conducts biannual performance evaluations. These evaluations allow supervisors to give objective feedback, support ongoing development, and align individual efforts with departmental and company goals. In 2023, Unimicron achieved a 100% completion rate for mid- and end-of-year appraisals. Annual evaluations focus on reviewing past performance, setting future goals, and aligning work objectives. Supervisors and employees collaborate to identify priority development aspects and create plans based on current work attitudes and skills, or the abilities and values needed for future career goals. For those whose performance is not satisfactory, an improvement plan will be implemented to enhance the performance of the employees. In addition to annual performance reviews, the company encourages daily engagement and instant feedback between supervisors and employees. Through one-on-one interviews, supervisors can engage in regular dialogues with colleagues, fostering continuous feedback and consensus.
We have integrated the employee performance appraisal system with our sustainable development policy. Starting in 2023, senior executive evaluations include ESG projects such as ESG Report preparation and climate risk management. This change rewards employees for involvement in ESG issues and achievement of ESG goals, boosting team performance and aligning with the company's objectives.
Region | Ratio of Basic Salary for Unimicron’s General Employees | Local Basic Salary Ratio |
---|---|---|
Taiwan | 1.02 | 1 |
Shenzhen | 1.00 | 1 |
Suzhou | 1.58 | 1 |
Kunshan | 1.26 | 1 |
Huangshi | 1.66 | 1 |
Note: Basic salary includes base salary and allowances but excludes overtime. It is reported by region due to variations among plants in Mainland China.
Region | Taiwan | Shenzhen | Suzhou | Kunshan | Huangshi | |||||
---|---|---|---|---|---|---|---|---|---|---|
Category | Male | Female | Male | Female | Male | Female | Male | Female | Male | Female |
Vice President | 1 | 1.10 | - | - | - | - | - | - | - | - |
Sr.Director | 1 | 0.95 | - | - | - | - | - | - | - | - |
Deputy Manager / Manager | 1 | 0.94 | 1 | 1.12 | 1 | 1.08 | 1 | 0.96 | 1 | 0.92 |
General | 1 | 0.92 | 1 | 1.05 | 1 | 1.06 | 1 | 0.94 | 1 | 0.88 |
Region | Taiwan | Shenzhen | Suzhou | Kunshan | Huangshi | |||||
---|---|---|---|---|---|---|---|---|---|---|
Category | Male | Female | Male | Female | Male | Female | Male | Female | Male | Female |
Vice President | 1 | 2.60 | - | - | - | - | - | - | - | - |
Sr.Director | 1 | 0.97 | - | - | - | - | - | - | - | - |
Deputy Manager / Manager | 1 | 0.96 | 1 | 1.09 | 1 | 1.01 | 1 | 0.96 | 1 | 0.90 |
General | 1 | 0.90 | 1 | 0.99 | 1 | 1.11 | 1 | 0.94 | 1 | 0.89 |
Note 1: Basic compensation refers to the monthly base salary, excluding variable remuneration; total compensation includes the annual salary. Expatriates are not included as all senior executives (Sr. Director or higher) at Mainland China Facilities are male Taiwanese.
Note 2: In Taiwan, the discrepancy in compensation arises due to the presence of 31 male managers above the vice president level compared to only 1 female manager.
Item | 2020 | 2021 | 2022 | 2023 |
---|---|---|---|---|
Total Full-Time Non-managerial Staff Numbered(People) | 10,863 | 12,358 | 13,143 | 13,700 |
Average Compensation(NT$ thousand) | 753 | 866 | 1,099 | 854 |
Median Compensation(NT$ thousand) | 646 | 689 | 795 | 691 |
Note 1: The scope of the CPA certification is Unimicron.
Note 2: The above information is based on the regulations of Taiwan Stock Exchange, deducting managers (executives) and employees eligible for exemption. Those who have been employed for 6 months but less than 1 year, their compensation is calculated based on their weighted days of employment. Employee compensation is accrued based on an accrual basis, and the unpaid employee compensation is an estimated amount. These numbers have been audited by CPAs and will be disclosed on Taiwan's market observation post system.
Note 3: The variance between 2023 and 2022 is primarily due to a decrease in total employee remuneration.
Unimicron prioritizes the physical and mental well-being of its employees by implementing a range of welfare systems. Beyond offering various insurance benefits and pension contributions following local laws, the company provides additional benefits that exceed legal requirements.
Type | Content |
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Diversified Holidays |
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Mother and Baby Friendly |
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Health Care |
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Welfare Subsidies |
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Work Environment |
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Mr. Ma, the Executive President and Mr. Liu, the General Manager Participated in the Charity Garden Party Organized by the Club
Staff and Their Family Engaged in Parent-child Health Promotion Activities
Migrant Workers Took Part in Christmas Celebrations
To encourage employees to engage in social welfare activities and contribute their skills to those in need, we introduced one day of paid volunteer leave for Taiwan employees starting in 2021. This initiative aims to encourage active involvement in welfare, support disadvantaged communities, and promote environmental sustainability. In 2023, 134 employees utilized this benefit. For details on related activities, please see Chapter 7 of ESG Report.
We contribute to the pension fund for all regular employees as per each country's legal retirement regulations, ensuring 100% participation in the pension plan. In compliance with the Labor Standards Act and the Labor Pension Act, employees in Taiwan who joined the company before June 30, 2005, are covered under the old pension plan and are required to contribute according to relevant laws and regulations. At the end of each year, we engage an actuary to assess our pension plan, ensuring that it adequately protects employees' future benefits and that all required contributions are met.
Region | Retirement Plan | Pension Contribution Ratio | Participation Ratio | |
---|---|---|---|---|
Taiwan | Old system: Company Pension Account | Employer 2%, Employee 0% | 0.4% | |
New system: Individual Pension Account | Employer 6%, Employee 0~6% | 99.6% | ||
China | Southern | Endowment Insurance(Employee’s Account) | Employer 14~15%, Employee 8% | 100% |
Eastern | Employer 16%, Employee 8% | |||
Central | Employer 16%, Employee 8% |