The 111th Annual Succession Planning of Board Members and Important Management and Related Operations

Succession planning and related operations of board members and key management levels:
In the company's succession plan, in addition to excellent professional and management skills, the successor must have values ​​consistent with the company's, and personality traits must include integrity, integrity, innovation and action. The training content for the successors of the high-level management includes management, professional ability training, job rotation, experience in expatriate group companies, etc., so as to comprehensively cultivate the management ability of senior executives.

I. Succession planning of board members:

The company currently has a total of 9 directors (including 4 independent directors), all of whom have relevant experience in operation and management, leadership and decision-making, and recruit talents with professional backgrounds such as industry knowledge, financial analysis and law-related fields. Extensive industrial practice or professional financial accounting experience, as well as practical management experience, in addition to professional background (such as accounting, industry, finance, marketing, etc.) and professional skills (such as marketing ability, operational judgment ability, accounting and financial analysis ability) , business management ability, industry knowledge, international market outlook, leadership ability, etc.), should also have the expertise and philosophy of the company's business and business planning; the company also regularly conducts internal board performance evaluation, and the evaluation results are used to select or nominate directors time reference. Regarding the succession planning of the board of directors, in addition to the company's existing director election method and high-level management talents, the company's major shareholders have also been involved in the communications industry for a long time, and there is a sufficient talent pool to take over future director vacancies. As for the part of independent directors, the company is fully integrated with the domestic and foreign communication markets, and there are enough talents to take over the future director vacancies, and the supply of these professionals in the country is not in short supply. Therefore, the successor of independent directors, the company plans to come from Professionals in various fields of industry or academia to more effectively improve the operation of corporate governance.

II. Succession planning of important management levels:

The company regards associate level and above employees as an important management level, mainly based on personality traits, performance performance and future potential as evaluation benchmarks. Personality traits should include integrity, commitment and breakthrough thinking. In addition, it must also be in line with the company's core values ​​and mission vision. Since the important management level covers all departments of the company, they are all the objects of the company's active cultivation. Department heads have clear job responsibilities, and designate job agents for training and training. In addition, the company also encourages important managers to undertake on-the-job training or participate in education and training provided by external units to enhance their all-round capabilities. Based on future development and various investment plans, the company conducts cross-departmental cooperation training for key talents, hoping to cultivate the multi-faceted abilities of successor talents, so as to facilitate the smooth progress of future succession plans.