Diversification of the Board of Directors and Succession Planning Operations

In the "Election Methods of Directors", it clearly stated that the composition of the board of directors should consider diversification, and formulate appropriate diversification policies in accordance with its own operation, operation type and development needs, including but not limited to the following two major standards :
1. Basic conditions and values: gender, age, nationality and culture, etc.
2. Professional knowledge and skills: professional background (such as law, accounting, industry, finance, marketing or technology), professional skills and industry experience, etc.
The members of the board of directors should generally have the knowledge, skills and literacy necessary to perform their duties, and their overall capabilities are as follows:
1. Operational judgment ability.
2. Accounting and financial analysis capabilities.
3. Operation and management capabilities.
4. Crisis handling capabilities.
5. Industrial knowledge.
6. International market outlook.
7. Leadership ability.
8. Decision-making ability. 

Regarding the succession planning of the board of directors, the directors of the company have expertise in business management and operation. The composition structure and member experience background of the future board of directors will continue the current structure, and the board of directors now has young generations of directors, and the inheritance of decision-making experience is already in progress. For directors’ training, the company arranges at least six to twelve hours of refresher courses per year to allow board members to gain new knowledge, and board members conduct annual performance evaluations. The evaluation results are used as a reference and decision when selecting or nominating directors, and as a reference basis for its individual salary remuneration. As for independent directors, they must have work experience required for business, legal affairs, finance, accounting or corporate business in accordance with the law. There is no shortage of relevant domestic professionals. Therefore, the succession of independent directors will be planned for professionals in various fields. 

In terms of succession to important management levels, recruiting, retaining, and educating talents go hand in hand. Usually, by performing different project tasks, training the management skills of the management levels to become all-round management talents, and encourage the management levels to participate in professional training courses to continuously absorb to learn new knowledge and improve their own professional skills, and the salary and remuneration committee will regularly evaluate the salary and remuneration of the management levels, and continue to train the successors of important management levels.