Management Team Remuneration Policy

Management Team Remuneration Policy

The remuneration policy for the President, Vice Presidents, and Managers is based on its business strategy, profitability, individual performance, and market salary levels. Reasonable recommendations are submitted to the Remuneration Committee and approved by the Board of Directors. 
Variable remuneration is realized through both short-term and long-term performance:

Short-term performance

Quarterly bonus system and Annual performance bonus

Long-term performance

Treasury stock plan

To reinforce its sustainability commitments, TCC directly links 40% of senior management's remuneration to ESG performance targets,motivating management to continuously improve in environmental protection, social responsibility, and corporate governance. Furthermore, specific remuneration for the CFO, Chief Procurement Officer, and the Procurement Department is tied to key sustainability indicators. The CEO's entire variable compensation is paid in stock, deferred over a three-year period to a personal stock account. This aligns remuneration with the company's long-term performance to achieve sustainability objectives.

Financial Performance Indicators

• Return on Assets (ROA)
• Return on Equity (ROE)
• Net Profit After Tax
• Growth Rate

Personal Performance Indicators

• Task Performance and Goal Attainment
• AI Innovation and Application Effectiveness
• Legal Compliance and Risk Prevention
• Assessment of Long-term Risks
• Talent Cultivation
• Enhancing Employee Capabilities and Qualities
• Fostering a Global Mindset

Sustainability and Climate Indicators

• SBT Carbon Reduction Target Progress
• Alternative Fuel Usage
• Green Electricity Usage
• Sustainable Supply Chain Management Practices
• Percentage of Sales from Low-carbon Products
• Zero Penalties for Water Resources
• Zero Penalties for Occupational Safety
• Female Employee Ratio