1. Succession plan and operation of board members

The company's directors adopt a candidate nomination system, and each term of office is three years. Unless otherwise provided by laws or articles of association, the election of directors shall be conducted in accordance with the company's "Director Selection Procedures". In the evaluation of director candidates, in addition to considering their own professional qualifications and industry experience, a diversified approach to the company's operations, operating types and development needs and the ability of the overall board of directors should be formulated as a reference for director nomination.

In order to enhance the effectiveness of directors' performance of their functions, we will keep pace with the times, refer to changes in internal and external environmental conditions and development needs of the company at any time, and arrange annual refresher courses to enhance the professional knowledge of directors. According to the "Board of Directors Performance Evaluation Method", the performance evaluation of the internal board of directors and individual director members is carried out once a year, and the performance evaluation results are used as a reference for future selection or nomination of directors for renewal.

2. Succession planning and operation of important management levels

When a company is planning a succession plan, important management levels need to have organizational management, decision-making and analytical capabilities. In addition to being able to effectively display their execution capabilities in professional fields, their values ​​must be consistent with the company's business philosophy, and they must have integrity and integrity. Personality Traits. In response to the company's operational development and organizational structure, the company has configured appropriate management and succession planning, and uses performance, personality traits and future potential as evaluation criteria as a reference for successors. The senior management succession planning is as follows:

(1) Improve the education and training system:

We provide management courses and professional courses in various fields through internal and external training, use professional training to enhance and cultivate the abilities of successors, and cultivate management with organizational leadership, operational risk awareness, problem analysis and countermeasures capabilities, integrity management and sustainable development concepts. class.

(2) Senior executive training courses:

Participate in external high-level manager training courses to expand management horizons and patterns through diversified learning and experience exchange, and improve leadership decision-making thinking.

(3) Position authorization and agent system:

Combined with job rotation experience and job agency system, senior managers can develop multi-functional and multi-faceted leadership management and decision-making execution capabilities, and ensure good organizational development and company operations.

(4) Operation and management meeting:

By participating in the company's regular or unscheduled business management meetings, you can participate in learning the company's development strategies and operational aspects, and enhance your all-round management perspective.