2024 Performance Highlights (S)

• Compared to the overall employee evaluation score of 80.3 for a friendly workplace in 2023, TIPC achieved a score of 83.2 in 2024, significantly outperforming the market survey data of 59.6. This demonstrates the effectiveness of our efforts in building a friendly workplace environment.
• Total training hours: 93,245 hours
• A subsidy of NT$4.44 million was allocated to support employee training and further education.
• The average satisfaction rate of training courses reached over 91%.
• Approximately NT$27.65 million was invested in education and training.
• Subsidies for external training and language proficiency tests were provided to 371 individuals.

Comply with the SDGs

• SDG4【SDG 4.4；SDG 4.5】
• SDG5【SDG 5.1；SDG 5.4】
• SDG8【SDG 8.5；SDG 8.6；SDG 8.7】
• SDG10【SDG 10.2；SDG 10.3；SDG 10.4】

Management Policy

Covered material topics

• Employee development and commitment
• Employee benefits

Policy

• Talent Attraction and Retention【Human Resources Policy】

Management Evaluation System

• Talent Attraction and Retention【Human Resource Management System】

Talent Attraction and Retention

Human Resources Policy

TIPC coordinates the development, construction, and management of Taiwan's international commercial ports under the concept of a port cluster. Despite the rapidly changing maritime transport market, the company continues to perform well. In order to enhance salary competitiveness, improve internal and external employment stability, attract and retain talent, and allow employees to settle down, TIPC will continue to review employee benefits and welfare.

Committed to creating a workplace environment that embraces 'Diversity, Equity, and Inclusion' (DEI), TIPC actively promotes a human-centered, employee-friendly workplace, respecting and valuing the diversity and uniqueness of every employee. It supports employees by placing them in roles well-suited to their strengths, aiming to foster a sense of accomplishment and belonging among its workforce.

With regard to training and education issues, TIPC has established key points for the implementation of training and continuing education, planned a wide variety of professional training programs, and provided multiple digital learning channels. In addition, we offer subsidies for personal further education, certification, and professional training courses to encourage employees to self-improve and enhance their career competitiveness.

Human Resource Management System

In order to assess employees' satisfaction with different aspects of workplace environment and understand the effectiveness of relevant policies and systems, TIPC conducts annual surveys to gain insight into employees' actual experiences. Through analysis of survey results, the company develops improvement measures to continue optimizing the workplace environment. Additionally, regarding training and education programs, we also conduct post-training satisfaction surveys to ensure that training content aligns with employee needs and enhances learning outcomes.

Employee Turnover

To establish a sound human resources system, TIPC has formulated work rules in accordance with Article 70 of the 'Labor Standards Act' and relevant laws and regulations, clearly stipulating provisions regarding staff employment, salaries and bonuses, attendance and leave, and performance evaluation and rewards/punishments. This is aimed at safeguarding the rights and interests of both employers and employees, enhancing organizational efficiency, and promoting business development. In accordance with the 'People with Disabilities Rights Protection Act', the company was required to recruit 59 people by the end of 2024, with 63 actually recruited, exceeding the target by 4 people. Additionally, in accordance with the 'Indigenous Peoples Employment Rights Protection Act', the company exceeded the target by enrolling 11 indigenous individuals (6 men and 5 women). Hualien branch adopted a regional recruitment approach to increase the employability of indigenous groups, further promoting diversity, inclusion, and equal employment opportunities.

As of the end of 2024, TIPC had a total of 2,086 employees (including 9 part-time employees, with the remainder being full-time employees), all of whom were hires from Taiwan. The proportion of senior management personnel of Taiwanese nationality was 100%. Due to the nature of port operations, the number of male employees exceeded that of female employees. Additionally, there were 389 non-employee workers, who were contracted personnel engaged in business operations. Detailed information on the company's workforce structure for 2024 detailed information is provided in the "Employee Distribution" and "Workforce Mobility" section under "Friendly Interactive Information" on the TIPC Sustainability website.

Employee Gender Ratio Employee Gender Ratio & Non-Employee Workers Ratio of TIPC

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.

Recruitment and Talent Retention

To enhance the competitiveness of the port, efforts are being made to implement relevant recruitment plans to find qualified talent. Through industry-academia collaboration, professional port talents are being cultivated. To ensure the stable development of the organization, the Company continues to promote various talent retention measures, including employee education and training, job development planning, incentive systems, and communication and care. These initiatives are designed to provide incentives for mutual growth, thereby ensuring the organization's stable development.

• Recruitment of Practitioner

Recruitment of employees is conducted to address the company's personnel attrition and business expansion needs. In 2024, a total of 1 recruitment test was conducted, and 170 individuals were recruited.

• Industry-Academia Collaboration Project

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 2024, fifteen 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 32 orientations in 2024.

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 20-24 employees are selected each year based on the company's employee ratio. Selected exemplary employees are publicly recognized, awarded 24 trophies, and given an incentive bonus.

Employee Care

TIPC promotes an Employee Assistance Program (EAP) to help employees with psychological, family, interpersonal, work, financial, and legal issues, supporting them in maintaining a healthy state of mind during career transitions or important life stages (such as marriage, childbirth, illness, injury, or retirement) so they can face challenges head on. In 2024, we commissioned 'New mind EAP Consultation Co., Ltd.' to provide EAP services. Employees can access initial consultations via a free hotline and, if necessary, be referred to professionals such as psychologists or lawyers for individualized services. In special cases, management consultation meetings may be convened to assist the company and human resources department in jointly addressing the issue. In addition to consultation services available to all employees, customized care plans are developed for specific groups to provide more flexible and tailored support services.

The company has established a dedicated care program for the senior generation, encouraging relevant personnel to engage in diverse learning opportunities and participate in external courses to promote their social engagement.

Employee Training and Development

TIPC is committed to ensuring that every employee is placed in the right position to maximize their potential. The company's human resource development strategy focuses on enhancing professional expertise, strengthening management capabilities and reinforcing talent training systems. After each training session, satisfaction surveys are conducted, with average satisfaction levels exceeding 90%, providing valuable feedback for future course planning. The company will remain dedicated to advancing education and training topics. In 2024, TIPC reported an average training hours per employee of 44.7 hours, with total training costs amounting to NT$ 27.65 million, resulting in an average training cost per employee of NT$ 13,255.detailed information is provided in the ":Average Training Hours" section under " Sustainability Information Disclosure-Friendly Interactive Information" on the TIPC Sustainability website.

TIPC provides a wide range of professional training programs and digital learning resources, along with financial support for employees' further education, certification exams, and specialized courses. This encourages continuous learning and enhances workplace competitiveness. To strengthen career development and talent retention, the company has established a performance evaluation and talent development system. In 2024, 100% of both managerial and non-managerial employees underwent performance evaluations. All employees, regardless of gender, are granted equal opportunities for promotion and salary adjustments.

The company operates a wide range of businesses with locations across Taiwan, offering employees opportunities for horizontal rotation and long-term career development. For potential future leaders, talent development programs and advanced training courses are provided to cultivate leadership competencies and build a strong succession talent pool, ensuring a well-structured career progression plan. Since 2023, TIPC has participated in the Ministry of Education's 'Central Government Employee Learning System Incentive Program', and has been awarded the Excellence Award for two consecutive years (2023 and 2024). This highlights the company's strong commitment to employee growth and sustainable development. Looking ahead, the company will continue to promote diverse learning pathways, aiming to build a proactive learning organization that fosters mutual growth for both employees and the enterprise.

Competency Planning and Development

Training Planning

TIPC is committed to fostering a workplace that encourages employee growth and continuous learning. To align training with job responsibilities, business needs, and career development requirements, the 'TIPC Port Learning Map' is designed to establish a systematic and hierarchical training and development framework. This framework encompasses core competencies, professional skills, and managerial capabilities, ensuring employees receive the necessary training for their roles while continuously enhancing their professional capabilities. Approximately NT$27.65 million was allocated in 2024. In addition to planning diverse professional training programs and providing multiple digital learning channels, the company also offers subsidies for personal further education, certification exams, and professional training courses to encourage employees to enhance their skills and improve their workplace competitiveness. To align employees' career development with the company's growth and implement effective talent retention measures, the company has established a reasonable performance evaluation and talent development system, offering annual opportunities and channels for job promotions and salary increments. Additionally, TIPC's diverse business scope and widespread work locations across Taiwan provide talent with flexible development and transfer opportunities, facilitating long-term career growth. For the cultivation and development of future managers, the company organizes talent development programs and advanced training courses to enhance leadership skills, and has established a reserve managerial talent pool to complete succession planning for managers at all levels.

Advanced Study Incentives

To encourage employees to pursue further education during their spare time, in 2024, TIPC provided subsidies for employees to pursue higher education at colleges and universities. Employees were eligible to apply for a maximum subsidy of NT$ 20,000 for tuition and credit hour fees or up to 8 hours of paid time off per week for part-time education. This initiative aimed to enhance the quality of talent within the company. A total of 87 employees applied for the subsidy, and 42 employees applied for part-time education. To encourage active language learning among employees, TIPC selected eligible individuals to participate in training programs, including certification training and professional development, and provided subsidies for language proficiency examinations. A total of 371 employees applied for the subsidies, and NT$4.44 million was allocated for these initiatives in 2024.

Employee Training and Development

TIPC is committed to ensuring that every employee is placed in the right position to maximize their potential. The company's human resource development strategy focuses on enhancing professional expertise, strengthening management capabilities and reinforcing talent training systems. After each training session, satisfaction surveys are conducted, with average satisfaction levels exceeding 90%, providing valuable feedback for future course planning. The company will remain dedicated to advancing education and training topics. In 2024, TIPC reported an average training hours per employee of 44.7 hours, with total training costs amounting to NT$ 27.65 million, resulting in an average training cost per employee of NT$ 13,255.

Digital Learning Platform

The company has established the ALOHA online learning platform to enrich and provide more self-improvement resources for employees. The platform digitizes internal courses for online learning, covering topics such as emerging trends, skill development, EAP employee assistance, group discussions, expert advice, and ongoing training. Additionally, the company purchased accounts from two leading online learning platforms in Taiwan, HAHOW and YOTTA, for employee use. In response to rapid changes in the global economic and trade landscape and the development of emerging technologies, the company purchased 350 sets of the Business Edition of the Innovation Academy online courses from Master Cheers at the end of 2023. Each set of accounts was provided to every manager in the company. The aim is to empower company managers to adapt to changing situations, enhance their technological management and leadership skills, and cultivate their own learning paths and rhythms through diverse learning channels.

Employee Benefits

Compensation and Benefits

As a state-owned enterprise, TIPC implements its salary system in accordance with applicable laws and regulations, which consists of base salary (grade-based) and a position-based salary. In 2024, the highest annual salary was 3.19 times the median annual salary. Bonuses include performance-based and merit-based bonuses. To boost employee morale, salaries were increased by 4% in 2024 in line with adjustments for military, public sector, and educational personnel, and will be further increased by 3% in 2025.

TIPC adopts a position-based compensation system, ensuring that starting salaries are not influenced by gender, ethnicity, religion, or other differences. Performance ratings are categorized into four levels: Outstanding, Excellent, Good, and Fair, which are directly linked to salary adjustments and bonuses. Salary adjustment proposals are submitted by the Human Resources Department to the Board of Directors for approval and are then reported to the Ministry of Transportation and Communications for record. For employees of the same position, seniority, and grade, the base salary and total compensation ratio between male and female employees is 1:1, in full compliance with the principle of gender pay equality. Overall salary differences are attributed solely to variations in job roles, length of service, and performance outcomes.。

In 2024, the starting salaries at TIPC are set as NT$39,670 per month (equivalent to 1.39 times the minimum wage) for entry-level staff and NT$56,680 per month (equivalent to 1.98 times the minimum wage) for professional-level staff, both of which exceed the minimum basic salary standard in Taiwan.

For details regarding the annual total compensation ratio and the gender-based base salary and compensation ratio in 2024, detailed information is provided in the "Entry-Level Employee Salary Standards " and" Gender Pay Ratio." section under " Sustainability Information Disclosure-Friendly Interactive Information" on the TIPC Sustainability website.

Employee Welfare Committee

The Company has established an Employee Welfare Committee. The committee allocates welfare funds in accordance with the Organizational Charter of the Employee Welfare Committee of TIPC and formulates guidelines for subsidies through the Subsidy Guidelines of the Employee Welfare Committee of TIPC.

In 2024, the parental leave return-to-work retention rate at TIPC reached 91%. Detailed information is provided in the "Parental Leave Statistics" section under " Sustainability Information Disclosure-Friendly Interactive Information" on the TIPC Sustainability website).

TIPC promotes a family-friendly workplace by providing seven days of fully paid family care leave per year, a one-hour reduction in daily working hours for employees with children under the age of three, extended flexible working hours, flexible work locations, a child-friendly environment, childcare centers that feature local colors, and temporary childcare services.

Retirement Plan

The company manages employee retirement in accordance with the Civil Servants Retirement, Severance and Compensation Act, the Labor Standards Act, the Labor Pension Act, and related internal regulations. In 2024, the company contributed a total of NT$116,346,871 to retirement funds, accounting for 6.98% of the company's total annual salary expenditure of NT$1,668,054,149.

In 2024, TIPC introduced a dedicated care program for the 'silver generation', organizing retirement planning courses and seminars to assist employees in planning their retirement lives. The company also provided consultation and learning resources in health, finance, and family-related aspects to enhance the self-development and social participation of older employees. The company also supports volunteerism, giving priority to rehiring retired employees for various service roles and issuing volunteer service certificates to promote workforce reintegration. Additionally, the company continues to support the Port and Maritime Retirees Association, sponsoring its operations and events annually. In 2024, a total of NT$350,000 was provided, along with office space to serve as a liaison point.

Workplace Diversity and Inclusion

Human Rights Education and Training

In 2024, human rights-related training sessions were conducted, covering gender mainstreaming, creating a friendly workplace, sexual harassment prevention, household division of labor, breaking gender stereotypes, LGBTQ+ issues, unconscious bias elimination, CEDAW, and more. A total of 1,988 individuals were trained. Based on 2,000 employees (from a total of 2,086 employees, excluding 34 on unpaid leave and 52 temporary staff), the training participation rate reached 99.4%, accumulating a total training time of 8,818 hours.

The company places strong emphasis on employee rights and well-being, adopting a people-centered management approach. In addition to strictly complying with relevant civil service and labor laws, the company has established a grievance mechanism to support employees in cases where their rights are violated or improperly handled and unresolved through regular channels. Furthermore, the company maintains multiple internal communication platforms to ensure transparent dialogue and effectively safeguard employee human rights.

To achieve and promote gender equality, TIPC has established a gender mainstreaming implementation plan for 2024. Internally, this includes conducting diverse educational training programs, producing informational materials, and reviewing participation mechanisms related to gender equality (1/3 principle). Externally, we conducted gender equality outreach at 32 in-person campus recruitment events and setting up multiple gender equality promotional booths at company events. Custom-designed gender equality folders and posters were distributed on-site to advocate for gender mainstreaming. We have also invited gender equality scholars to visit the Penghu Port Passenger Service Center, office areas, and signal stations to review facilities such as breastfeeding rooms, restrooms (including accessible restrooms), elevators, passenger flow and clearance routes, waiting areas, and parking lots to ensure they meet user needs.

Labor-Management Communication and Grievance Mechanisms

To protect employee rights, TIPC has established 'TIPC Personnel Management Complaint Handling Guidelines', 'Complaints and Investigation Procedure for the Prevention and Handling of Sexual Harassment' and 'Prevention Plan for Wrongful Acts of Assault in the Performance of Duties of TIPC'. These mechanisms are inclusive of all employees, including indigenous groups, and ensure accessible channels for filing grievances. Employees may submit complaints through their respective HR units. Passengers who encounter sexual harassment at port terminals may file complaints at the Cruise Terminal Service Centers. In 2024, there was a total of 1 sexual harassment complaint case, which was closed on February 14, 2024. The complainant and the respondent had their work locations adjusted, and the complainant was offered an employee assistance program (e.g., psychological counseling). The respondent was also reported for disciplinary action and required to undergo more than 8 hours of sexual harassment prevention-related training. Additionally, the company reinforced awareness campaigns on sexual harassment prevention for all employees to enhance their awareness of gender equality and sexual harassment prevention. In the same year, the company did not experience any incidents or related matters involving the infringement of indigenous peoples' rights.

The investigation process for sexual harassment cases is conducted in a confidential manner to fully protect the privacy of the parties involved. The investigation is carried out with objectivity, fairness, and professionalism, providing the parties involved with ample opportunity to express their opinions and defend themselves. When the company receives a formal complaint, a task force is formed within 7 days to conduct investigation. The findings are then presented to the company's 'Sexual Harassment Prevention and Complaint Review Committee' for evaluation and resolution. To further protect employee rights, employees who believe that human resources-related disciplinary actions or measures taken by the company are unlawful or inappropriate, thereby affecting their rights, may, if they are civil servants, seek redress in accordance with Civil Service Protection Act. Otherwise, they may file a complaint or appeal in accordance with the company's Personnel Management Complaint Handling Guidelines.

TIPC respects employees' legal rights to freedom of association and assembly, and is committed to providing open channels for labor-management communication. These include convening labor-management meetings, coordination meetings with professional associations, and holding employee forums and briefings as needed. The aim is to integrate all available resources and work in unity towards shared goals. In 2017, TIPC signed a collective agreement with the corporate union. To date, all corporate unions at the headquarters and branch offices have signed similar agreements. As of the end of 2024, 93.07% of employees are covered under collective agreements, with the remaining employees' rights and protections adhering to the provisions of the Labor Standards Act. Additionally, five labor director seats have been established on the board of directors to better represent employees' voices. The collective agreements cover not only personnel matters—such as transfers, promotions, rewards and penalties, and performance evaluations—but also extend to occupational injury compensation and occupational safety and health. These agreements comply with domestic regulations and international human rights standards, demonstrating our strong commitment to safeguarding employee rights. In 2024, the labor-management meetings addressed a total of 104 proposals, all of which were resolved through consensus. The coordination meetings with professional associations addressed 15 proposals, also all resolved with agreement.

(Note: In accordance with Article 14 of the Labor Union Act, supervisory employees who represent employer in exercising managerial authority may not join the labor union in that business entity. The company encourages employees to join the union. In 2023, the collective agreement coverage rate among employees was 91.3%, and in 2024, it increased to 93.07%. All of the company's human resources regulations comply with labor laws, therefore employees not covered by the collective agreement are still afforded a comparable level of employment protection.)