As a state-owned enterprise, TIPC operates under the guidance of directives from the central competent authority, fully complying with the relevant laws and regulations for public servants and labor. When hiring employees, professional ability and experience are the primary considerations. There is no discrimination based on race, ideology, religion, political affiliation, nationality, place of birth, gender, sexual orientation, marital status, appearance, physical or mental disability, or previous union membership. Additionally, no child labor is employed.

The company oversees numerous ports with extensive jurisdictions and diverse business attributes, thus welcoming talents from various fields. Over the years, the recruitment of new employees has strictly adhered to the Labor Standards Act, Act of Gender Equality in Employment, and Employment Service Act. In fulfilling corporate social responsibility, the company continually increases employment opportunities for individuals with disabilities and indigenous peoples. During the recruitment of new employees, the Hualien branch, located in an indigenous area, adopts a regional admission approach to increase the chances of indigenous candidates being hired. Additionally, when there is a need to hire interns, candidates with disabilities and indigenous backgrounds are given priority consideration.

The company aligns its operations with government policies and international commitments, striving to create a workplace environment that adheres to the principles of the UN Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) and gender equality. This includes organizing relevant training courses and activities, and establishing sexual harassment complaint procedures.

Employee Turnover

As of the end of 2023, the total number of employees in the Company is 2,071, all of whom are full-time employees. All employees are 100% recruited from the Taiwan region. Due to the nature of port operations, there are more male employees than female employees. There are 370 non-employee workers stationed within the company, mainly contracted workers who assist the company in carrying out related tasks.。

年度總薪酬比率

註： 

1. 董事長不算薪酬最高之個人，除非兼任總經理/執行長。 
2. 年度薪酬中位數比率計算公式：該年度年薪最高之個人年薪/該年度年薪位於中位數之個人年薪。
3. 年度薪酬增加比率計算公式：該年度年薪最高之個人年薪增加百分比/該年度年薪位於中位數之個人年薪增加百分比。

因港埠現場之業務屬性，使得男性員工多過於女性員工；駐公司內非員工工作者為370人，主要為協助公司執行相關業務之承攬工作者。

工作者分布

員工多元化

人員流動

註： 

1. 新進員工人數不扣除中途離職人員。 
2. 該年齡組男(女)性員工新進率=當年該年齡組新進男(女)性人數/當年末營運據點總人數。
3. 總新進員工僱用率=當年新進人數/當年末營運據點總人數。

註： 

1. 各類別離職率(%)=當年度該類別離職人數/當年度年底員工總人數。
2. 總離職率(%)=當年度總離職人數/當年度年底員工總人數。
3. 離職員工人數包含自願離職與非自願離職。 
4. 自願離職人員包含辭職與退休，非自願離職人員包含在職病故、解雇、資遣與不續約。

To effectively motivate outstanding colleagues, the company provides a smooth promotion pathway based on the principles of fairness, impartiality, and transparency. This aims to efficiently promote talented individuals and build a talent pool for port operations. The company conducts promotion processes twice annually. Transfers and retirements are handled according to regulations to maintain workforce stability and enhance service quality. Employees who have served at the same port for at least two years may apply for transfer according to specified procedures and timeframes. Additionally, the company employs a regional recruitment and regional admission approach. Employees who have served in their assigned port for at least three years may also apply for transfer.

2023年人員異動

According to the collective agreement, if there is a change in an employee's position that makes it difficult for them to perform their duties, they can file a complaint within 30 days from the effective date of the notification. If the complaint is rejected, they can submit a request to terminate the labor contract or retire to Party A (TIPC) within 7 days after the rejection. Alternatively, within 30 days from the effective date of the notification, they can submit a request to terminate the labor contract or retire to Party A (TIPC). In the case of significant operational changes, the notice period is determined according to the provisions of the Labor Standards Act.

1.Where a worker has worked continuously for more than three months but less than one year, the notice shall be given ten days in advance.
2.Where a worker has worked continuously for more than one year but less than three years, the notice shall be given twenty days in advance.
3.Where a worker has worked continuously for more than three years, the notice shall be given thirty days in advance.

Recruitment of Practitioners

Recruitment of employees is conducted to address the company's personnel attrition and business expansion needs. In 2023, a total of 1 recruitment test was conducted, and 94 individuals were recruited.

Industry-Academia Collaboration Projects

To integrate academic studies with employment, a collaboration system has been established for 3rd-year university students from schools that have signed industry-academia cooperation agreements with TIPC. In 2023, three 4th-year students were recruited to intern at the TIPC's Vessel Traffic Service (VTS) for a duration of 10 months. The Company provides business guidance and internship allowances, and upon graduation, the students have the opportunity to join the team.

Campus Recruitment Orientation

In order to promote the recruitment of our employees, we will hold campus recruitment orientations at universities and colleges, and we had held 41 orientations in 2023.

Campus Recruitment Orientation

Career Development Planning

The Company implements regional recruitment planning and a mechanism for employees in remote areas to return home, reducing the need for remote assignments, ensuring smooth channels for career advancement. Furthermore, the company provides employees with a Career Development Path to help them understand their career development trajectory and provide clear direction for their efforts. It encourages employees to continuously enhance their abilities and embrace the career development blueprint in the port industry, gradually achieving long-term commitment to the company.

Incentive System

Planning incentive bonus system and adding outstanding performance assessment, TIPC strengthens the effective linkage between performance assessment, bonuses, training, and promotion development systems, ensuring the continuity of incentives and enhancing the intention of excellent employees to stay with the company for its development. In addition, to encourage employees to strive and contribute to the company with their expertise, and to establish role models among the staff, the port company has established Criteria for Selecting Exemplary Employees. Approximately 20-22 employees are selected each year based on the company's employee ratio. Selected exemplary employees are publicly recognized, awarded a medal, and given an incentive bonus.

the exemplary employees 2023

Employee Care

In 2023, we commissioned Newmind EAP Consultation Co., Ltd. to provide free counseling services to employees. Employees can engage in discussions with professional consultants through a dedicated helpline to address their concerns, receive initial consultations or clarification, or be referred to specialized professionals (such as psychologists, lawyers, etc.) for further individual counseling services.

n addition to assisting employees in resolving personal issues, the consulting company can also collaborate with the company's HR department and relevant management personnel to provide management consulting services, guiding the company in addressing and managing specific cases as needed. In addition to providing counseling services available to all employees, the company also develops tailored service plans for specific groups.

Shift Workers

The company conducts a "Work-Life Satisfaction and Needs Survey" specifically for shift workers to understand if their shift work affects their family life and work-life balance. Based on the survey results, tailored service plans are developed for shift workers. On-site inspections are conducted at the port to assist colleagues in improving their physical and mental health and office environment, ensuring their workplace safety and health.

Facing retirement personnel

• In response to encouraging the "Silver Generation" aged 55 and above to continue learning and engage in the social production cycle, the company conducts a "Employee Retirement Preparedness Assistance Needs Survey" for personnel who will retire within the next 5 years. This survey aims to understand the concerns of retiring individuals, assess the completeness of their retirement preparations, and identify the assistance measures they hope the company can provide before retirement.
• In 2024, the company will develop relevant programs to encourage personnel to engage in diverse learning opportunities and participate in external courses, thus promoting their social participation.

Employees in four situations: Marriage, Childbirth, Illness or injury, and Bereavement

Considering that the four situations mentioned entail significant role transitions and turning points, to assist colleagues in smoothly transitioning and adapting during these periods, the company proactively provided care packages and small cards to colleagues experiencing any of the aforementioned situations in 2023, conveying wishes of blessings and consolation, along with providing information on relevant subsidy application forms and counseling resources.

On-site work environment survey at port shift units