Employee Recruitment

Wafer Works recruits employees based on the Company's operational strategy and annual human resource goals, ensuring compliance with local labor laws, competitive compensation, and inclusive hiring practices. In collaboration with local government employment initiatives, the Company prioritizes the hiring of local residents and adopts various measures to increase local employment opportunities. Talent is recruited through multiple channels, including online job banks, campus recruitment, industry-academia collaboration programs, R&D substitute military service, job fairs, and employment service center job matching. These efforts strengthen the integration of academic and industrial talent, enhance Wafer Works' R&D capabilities, and provide developmental opportunities for Ph.D. professionals in academic fields, thus contributing to the training of high-level personnel. In response to Taiwan's declining birth rate and the shortage of local technical staff, the Company has also begun recruiting engineering and technical talent from overseas, expanding channels to attract multinational professionals.

1. Collaborating with the National Science and Technology Council to sponsor doctoral students in the fields of gallium nitride (GaN) and insulated gate bipolar transistor (IGBT) research.
2. Participating in the Ministry of the Interior's R&D Substitute Military Service program to cultivate high-quality research and development talents.
3. Cooperating with the Taoyuan City Government to promote the "Taoyuan Youth Employment Incentive Program."
4. Mid-Level Technical Talent (Foreign Migrant Workers): Wafer Works actively cultivates young, cross-border technical professionals and provides promotion pathways for migrant workers to become technical backbones of the Company. In 2024, the Company launched its first “Foreign Migrant Worker Promotion Review Committee” system. Three long-serving migrant workers (each with over six years of work experience in Taiwan) were promoted and re-employed as foreign mid-level technical personnel. These individuals received training to enhance their bilingual communication skills and were assigned roles as training specialists or quality technicians responsible for mentoring and guiding other migrant workers.
5. Foreign Professionals (Former Migrant Workers): Wafer Works continues to rehire outstanding migrant workers who have completed 12 years of service with the Company under the status of general foreign professionals.

In 2024, one former migrant worker was reappointed as a white-collar foreign professional in the position of Quality Technician to support cross-cultural communication within the team. Through an inclusive and accessible promotion system, the Company strengthens the stability of multinational talent and fosters a competitive and sustainable working environment.

Before hiring employees, a thorough screening process and fair salary mechanism are implemented. We treat all applicants equally, regardless of their region, gender, age, or ethnicity. Additionally, we employ people with disabilities, encouraging the contributions of vulnerable groups in the workforce.The Company provides appropriate assistance such as arranging sign language interpreters for regular translation and care, ensuring a secure working environment for employees with disabilities.

Before hiring employees, a thorough screening process and fair salary mechanism are implemented. We treat all applicants equally, regardless of their region, gender, age, or ethnicity. Additionally, we employ people with disabilities, encouraging the contributions of vulnerable groups in the workforce. The Company provides appropriate assistance such as arranging sign language interpreters for regular translation and care, ensuring a secure working environment for employees with disabilities.

Nondiscrimination and Prohibition of Child Labor

Wafer Works is committed to protecting the rights and privacy of employees and prohibits discrimination. In talent recruitment, we adhere strictly to principles of fairness, impartiality, and integrity. Our recruitment, selection, and hiring processes comply with government regulations and do not discriminate or offer differential pay based on race, class, language, ideology, religion, political affiliation, native place, birthplace, gender, sexual orientation, age, marital status, appearance, facial features, disability, or union membership. We explicitly forbid the use of child labor to ensure that no child workers below the legal minimum employment age are hired and that the health and safety of underage employees are safeguarded, with dangerous work being strictly prohibited. Wafer Works During the reporting period, Wafer Works had no incidents of child labor violations. Additionally, we require our suppliers to observe the Wafer Works Supplier Code of Conduct, which prohibits the use of child labor in any manufacturing processes. Should any instances of employing child labor be discovered, Wafer Works will render assistance and offer remedial measures.

Wafer Works is dedicated to creating a diverse and enriching learning environment to cultivate highly committed and engaged employees, establishing a foundation for corporate excellence. The Company continuously invests in areas such as technology, products, trends, and mindset to achieve the dual goals of employee growth and self-fulfillment, alongside improved company performance. The Human Resources Department promotes talent development by conducting annual training surveys and planning, formulating the training plan for the following year, and launching relevant courses.

Comprehensive Training System

Wafer Works offers a comprehensive and professional talent development system, catering to employees at all levels, from new hires to senior executives, to meet the varying needs at different career stages.

Based on the Company's operational goals and skill requirements, annual education and training objectives are set. Individual learning and development plans are established by aligning departmental goals with personal goals and career development. Professional competency courses are run to hone employee skills, strengthen organizational competitiveness, and build a complete career system for employees. This is integrated with an E-Learning platform for continuous development.

Titles of Drawings

Semiconductor Talent Cultivation

In line with the goal of "nurturing semiconductor talent" and fulfilling corporate social responsibility, the Company has long been dedicated to sharpening the skills of both internal and external talent. Additionally, it has redoubled efforts to fulfill its obligation in cultivating semiconductor emerging talent by actively engaging in various industry-academia collaboration initiatives in 2024.

Wafer Works promotes various industry-academia collaboration and internship activities each year. In 2024, the Company partnered with institutions such as Chung Yuan Christian University, Lunghwa University of Science and Technology, and Fan Shu Vocational School, engaging a total of 49 students. From the school stage onward, the Company cultivates talent in semiconductor materials, actively matches students with internship positions, and provides professional courses that enable students to gain deeper knowledge and technical skills in semiconductor materials during their studies. Upon graduation, interns are promoted and retained as full-time employees. In 2024, 9 interns were converted to regular positions, and their development was closely aligned with future talent development pathways, laying a strong foundation for the cultivation of semiconductor professionals and fulfilling the Company’s corporate social responsibility.

Performance Management and Career Planning

Consistent attention to employees and team members cultivates a mindset geared towards future enhancements and encourages forward-looking dialogues. At Wafer Works, we execute performance management via an open appraisal system accessible to all permanent staff. Through routine performance evaluations, managers conduct performance interviews with employees, addressing goal attainment, suggestions for skill enhancement, and career feedback. By understanding the differences in task completion and expectations between employees and supervisors, we underscore the mechanism of "prioritizing employee development over performance assessment."

Additionally, timely feedback and support, accessible at any time and from anywhere, facilitate swift improvements, ensuring prompt resolution of any performance issues. The Company highly values communication and feedback, nurturing and developing individual employee capabilities, thereby enhancing competitiveness and overall organizational efficiency, essential for corporate advancement.

In November each year, supervisors, in alignment with departmental goals for the following year and employees' career intentions and personal development needs, devise individual annual development plans. This allows employees to proactively acquire the knowledge and skills required for their positions, preparing them for future career development and achieving performance enhancement and development goals. During the year-end review, the effectiveness of their execution is evaluated based on the goals, job responsibilities, and learning plans set at the beginning of the year.

The Company conducts annual performance evaluations, wherein assessment criteria are tailored to job titles and responsibilities, serving as benchmarks for year-end bonuses, promotions, or salary adjustments. As per regulations, all employees with over a month's tenure undergo evaluations, with a 100% participation rate.

Employee Distribution and Structure

As of the reporting period, Wafer Works employed a total of 1,056 people, with a foreign employee ratio of 23.3% and an overseas employee ratio of 0.1%. The detailed distribution of employee types and genders during the reporting period is shown in the table below:

To strengthen community relations and enhance job stability, Wafer Works prioritizes hiring local residents when expanding personnel. As a result, 100% of management positions at level 9 and above are filled by local Taiwanese residents. The following statistics show the number of employees, gender distribution, and categories over the past three years:

Employment of a Diverse Workforce

Wafer Works abides by the regulations of the "People with Disabilities Rights Protection Act," ensuring that employees with disabilities make up at least one percent of the total workforce. By actively hiring individuals with disabilities, Wafer Works fosters an innovative and inclusive workplace and implements job redesign measures. The distribution of our diverse workforce is as follows:

Taiwan is an island with a rich diversity of ethnic groups and cultural backgrounds. Embracing this spirit of multiculturalism, Wafer Works actively hires indigenous peoples and foreign spouses, thereby enhancing their employment opportunities. In compliance with regulations, we grant indigenous employees a day off during traditional festivals. Our workforce is characterized by diversity and inclusivity, and we treat all employees equally and with respect. In 2024, there were no incidents of infringement upon the rights of aborigines.

Recognizing that talent is the cornerstone of business operations, Wafer Works upholds the spirit of "co-creation, co-prosperity, and sharing." The Company is dedicated to providing employees with quality working conditions and creating a happy workplace. This includes offering a comfortable office environment, competitive salaries, equal opportunities, and a diverse range of benefits to retain talent and attract outstanding individuals to join Wafer Works, thereby creating an unlimited future together.

Competitive Salaries

To ensure the Company's long-term development while maintaining employees' living standards, Wafer Works places importance on salary and benefits. Every year, the Company evaluates market and regional salary levels through various channels and makes appropriate adjustments to ensure competitive compensation, attracting talent to the Company.

Wafer Works ensures pay equity among employees regardless of gender, race, nationality, age, etc. However, salary decisions are determined by professional capabilities and qualifications during the hiring process. Following employment, annual salary adjustments are conducted based on individual performance and overall company performance, leading to variations in pay scales across job categories.

As of the end of the reporting period, the salary ratio between men and women and the starting salary levels are as follows:

In addition, non-managerial salaries of the Company are disclosed on the Market Observation Post System.

Enhancing Welfare System

Wafer Works aims to establish a comprehensive organization and provide employees with comprehensive protection through the formulation and promotion of various welfare measures. By coordinating funds through the Welfare Committee and implementing welfare measures that surpass the standards set by the Labor Standards Act, we provide a range of diverse welfare options. This fosters greater engagement among employees in planning and executing practical activities, promoting holistic development, and upholding the constitutional freedoms.

Equal Treatment for Every Employee

With the goal of creating equal working conditions and promoting gender equality and ethnic integration, salary design and determination are based on factors such as the applicant's educational background, professional knowledge or skills, professional experience, and job category. There is no differentiation based on gender, race, political stance, marital status, native place and ethnicity, age, or religious belief. All positions are open to equal competition as long as applicants are competent and confident, without any distinction in terms of job responsibilities, promotions, or employee training.

Occupational Safety and Health

Wafer Works has adopted an Occupational Safety and Health Management System, gradually implementing safety and health management practices in accordance with the PDCA cycle. The system's implementation and its applicable targets encompass all operational areas across our fabs and all workers. Contractors and subcontractors are governed by their contractual agreements. The management approach includes scheduling annual emergency response drills and training courses, covering emergency instructions, proper gear usage, and response drills. These activities aim to familiarize employees with procedures and mitigation measures for abnormal situations, thereby reducing potential harm and losses. In accordance with the Occupational Safety and Health Act, when an immediate risk arises in the workplace, the employer or workplace supervisor must promptly cease operations and evacuate employees to a safe location. Employees who identify an immediate risk while performing their duties may independently cease operations and evacuate to a safe location without endangering other workers, and must promptly report to their immediate supervisor. Wafer Works will never dismiss, transfer, withhold wages during work stoppage, or take any other adverse actions against employees who exercise this right.

Both Wafer Works' Yangmei and Longtan fabs are certified under the ISO 45001:2018 Occupational Health and Safety Management Systems. This certification ensures continuous and effective safety coverage for all employees, contractors, suppliers, guests, visitors, and other stakeholders within the plant premises, promoting a safe and healthy working environment. Additionally, all processes involving external service rendered by personnel are included to ensure comprehensive safety and health management, aiming to achieve a zero-accident workplace.

 Risk Hazard Identification

In accordance with the Occupational Safety and Health Administration's (OSHA) Risk Assessment Technical Guidelines, Wafer Works has established the "Hazard Identification Risk Assessment Management Regulations" and related processes to identify, assess, and control workplace and operational hazards. Under the plant's supervision, hazards arising from operational activities, modifications to the occupational safety and health management system, etc., in the vicinity of the workplace are identified. The results of identified and assessed moderate to high-level risks deemed unacceptable are incorporated into the management plan for improvement to mitigate the risk level, ensuring effective risk control and management system effectiveness.

Health Management

Employees are essential assets to Wafer Works, and the Company prioritizes their health. Every year, comprehensive health check-ups are provided to all employees, along with special health examinations for those engaged in tasks posing specific health hazards within the factory premises. In accordance with the Occupational Safety and Health Act, regular environmental monitoring is conducted in units involved in tasks with special health hazards. Based on the monitoring results, relevant special health examinations are carried out, and the findings are compiled and managed accordingly.

Medical units continue to provide interviews, individual health education guidance, and relevant recommendations for employees classified under level two management. The tables below show the statistics of Wafer Works' general health examinations and the number of individuals undergoing special health examinations in 2024.

 Highlights of Public Service Activities