Salary and Bonus
Salary and Bonus
Comprehensive Compensation
Employee Stock Ownership Plan
Launched in 2019, employees contribute a fixed amount from their monthly salary, with TCC providing a 1:1 matching contribution, jointly deposited into a dedicated trust account. Two annual lump sums are also allowed, with a 10% company match. Employees retiring at age 60 can receive multiplied contributions, helping employees accumulate wealth and plan for their future retirement life.
Employee Savings Matching Program
TCC encourages employee savings by adjusting savings amounts based on age, with deposits made every January and July. The Employee Welfare Committee matches 50% of this amount, jointly deposited into the employee welfare trust account. In 2025, the cumulative amount exceeded NT$2 million.
Treasury Shares Program
Serves as a long-term incentive, linking performance appraisal indicators with sustainability objectives (e.g., carbon reduction performance). Employees with strong performance in Taiwan and those assigned to overseas subsidiaries are eligible to participate. To recognize CIMPOR's management team's strong 2025 performance and strengthen long-term retention, a free share allocation equivalent to 5% of CIMPOR shares (approximately €30 million) has been approved for the management team, subject to a strategic lock-up period.
Variable Remuneration
100% of Employees Are Eligible for Variable Remuneration Such as Quarterly and Performance Bonuses
Adhering to the principle of sharing operational performance, TCC formulates its remuneration policy, where employee remuneration is determined by comprehensive factors such as performance and job responsibilities, without discrimination based on gender (including sexual orientation), race, class, age, marriage, language, thought, religion, political party, place of origin, birthplace, appearance, facial features, or physical or mental disabilities.
Performance Bonus
Based on operational results and individual performance, TCC plans its performance bonus system with profit sharing as its purpose, rewarding employees with outstanding performance and incorporating risk and sustainability control indicators into the assessment criteria. This system applies to sites in Taiwan, including subsidiaries.
Environmental indicators: Pollution control, SBT carbon reduction target achievement.
Social indicators: Occupational safety.
Governance indicators: Quality, information security, anti-corruption and anti-bribery, etc.
Quarterly Bonus
Introduced in 2018 to let employees share in results, the quarterly bonus system measures each quarter's EPS and key indicators while also incorporating each plant's carbon intensity target achievement set toward the 2050 carbon neutrality commitment, integrating sustainability performance into company operations.
Performance Appraisal
TCC's fair appraisal system effectively links individual performance with overall corporate profitability and strategy. In 2025, TCC Group Holdings' performance appraisal rate reached 82% (excluding new hires under a 3-month probation). Furthermore, all global sites link annual appraisals to sustainable development indicators, adjusted according to local operations and business priorities.
Mechanism | Execution Targets and Content |
|---|---|
| Goal-Oriented Management | Direct and second-level supervisors conduct initial/secondary evaluations, comprising 60% quantitative goals (including sustainability actions by all) and 40% qualitative competencies. Execution｜Once a year |
| Agile Dialogue | Departments communicate continuously via monthly/weekly meetings, with supervisors encouraged to proactively provide feedback on performance during quarterly appraisals. Execution｜At least once a quarter |
| Multi-Dimensional Performance Appraisal | The headquarters and plants co-evaluate general affairs, HR, and finance staff to ensure that all aspects of performance are covered. Execution｜Once a year |
| Team Performance Appraisal | Evaluates cross-team or cross-business project working groups and provides corresponding rewards for encouragement. Execution｜Once a year |
Note
- The above table covers all sites in Taiwan and Mainland China, corresponding to seven business groups: Cement and Environmental Protection Business (Asia), Asset Management Business, Charging and Storage Business (Asia), Battery Energy Business, Energy for Social Transformation Business, and Investment Business.
- European subsidiaries CIMPOR, OYAK Cement, NHOA Energy, and Atlante conduct annual performance appraisals.
Climate-Linked Remuneration
TCC links annual performance appraisals to sustainable development indicators, adjusted according to local operations and business priorities.
Sustainable Action by All
Taiwan and Mainland China (cross-Business Group)
Annual appraisals for all TCC employees (including the President, Vice Presidents, and management) set the "Sustainable Action by All" and "Sustainable Learning Action Program" learning performance at 10%, directly linking to TCC's sustainable development goals. Indicators cover environmental protection and decarbonization, water reuse, waste management, strengthening supply chain and business partnerships, corporate risk reduction, comprehensive talent training, and anti-corruption and anti-bribery.
SBT-Linked Remuneration
Cement plants of Cement and Environmental Protection Business (Asia)
TCC sets carbon intensity targets for each cement plant under its SBT goals, using cementitious material carbon intensity target achievement as the indicator, serving as a KPI for quarterly and annual performance bonuses.
Executive Compensation Linked to Sustainable Development Goals
To encourage senior executives to focus on long-term overall performance and to advance its sustainable management vision, TCC has, since 2025, tied its sustainable development strategy and targets closely to executives' short-term and long-term incentive compensation. Sustainable development performance indicators carry a combined weighting of 40% of the overall performance assessment, directly affecting annual performance bonuses and long-term incentive awards. This guides the management team to deliver on ESG commitments while pursuing steady financial growth.
In addition, the CFO, the head of the Supply Chain Management Department, and that department are subject to specific indicators that strengthen requirements for suppliers to comply with climate-related regulations and progressively reduce Scope 3 emissions intensity from raw materials. These indicators account for 5% of their variable compensation.
Compensation Indicators Mapped to Sustainability Material Topics
Applies To | Indicator Dimension | Performance Indicator | Proportion | Corresponding Material Topics |
|---|---|---|---|---|
CEO | Financial Performance | Return on Assets (ROA) | 30% | Operational Performance; Disaster Risk Control |
Return on Equity (ROE) | ||||
Net Profit After Tax | ||||
Growth Rate | ||||
Management Team | Personal Performance | Task Performance and Achievement Rate | 30% | – |
Innovative AI Applications and Benefits Realized | AI Process & Information Management | |||
Regulatory Compliance and Risk Prevention, Assessing Long-Term Risks1 | Corporate Governance | |||
| Fostering Talent, Enhancing Employee Capabilities and Qualities, and Cultivating A Global Perspective | Talent Cultivation & Development | |||
Sustainable Development | Green Product Innovation (10%) : Focusing on eco-friendly R&D to boost green revenue share. | 10% | Low-carbon Products and Services (Construction Methods) | |
Low-Carbon Manufacturing (10%) : Driving process energy efficiency and carbon reduction. | 10% | Climate Action and Net-zero Emissions | ||
Circular Economy (10%) : Enhancing resource recycling and circular utilization. | 10% | Resource Co-processing & Circular Economy | ||
Sustainable Procurement (5%) : Strengthening supply chain assessment and local sourcing. | 5% | – | ||
Occupational Health and Safety (OHS) & Strategic Initiatives1: Targeting a zero-accident goal, and strategic projects covering Corporate Governance and Community Engagement. | 5% | Disaster Risk Control; Workplace Health & Safety; Corporate Governance, and Stakeholder Engagement & Just Transition |
Note
- Indicators marked with this note are related to risk management.