Benefits and Rights
Remuneration System
SYSTEX has set up a complete performance management and remuneration system, linking organizational and individual performance targets and evaluating them regularly, and giving rewards based on their contribution, in line with the remuneration strategy of high performance, high contribution and high salary.
In line with the Human Rights Policy, SYSTEX implements a fair remuneration mechanism based on the principle of equal pay for equal work for men and women, regularly and fairly reviews performance and pay remuneration on time. There’s no gender-specific difference in salary for each position, and the basic salary of each position is higher than the statutory minimum wages. In 2022, the ratio of the statutory minimum wage to the average salary of entry-level employees (Level 1 & 2) is 1:1.50.
Ratio of Total Salary by Job Type (Female : Male)
Note:
1. The data scope is the non-management level employees of SYSTEX Group (Taiwan) who have served for more than half a year in 2022.
2. Total salary is basic salary plus variable salary, such as overtime pay or bonuses.
Remuneration Overview of Full-time Non-management Level Employee
Note:
1. The data scope is the non-management level employees of SYSTEX Group (Taiwan) who have served for more than half a year in 2022.
2. This table is consistent with that disclosed by the Market Observation Post System, SYSTEX Corporate: 6214. For more details, please refer to https://emops.twse.com.tw/server-java/t58query.
Performance Management
SYSTEX is committed to helping employees continue to grow. In the comprehensive performance management system, there is no gender-specific difference in performance evaluation. The evaluations are conducted twice a year, excluding the employees who fail the probationary period, leave without pay and leave more than 3 consecutive months, and are temporary employees. In the second half of 2022, 3,143 employees participated in performance appraisal, accounting for 81.28% of all employees, slightly increasing compared to the previous year. Supervisors have been trained in complete performance evaluations, so as to provide employees with guidance and support to help them grow in their careers.
Key Performance Indicator
The KPI of performance management is divided into financial and non-financial indicators. During annual indicator setting process, supervisors and employees communicate and give feedback to ensure alignment with organizational targets. After confirmation of indicator setting, they interact regularly to check and improve performance in time, and conduct evaluation twice a year according to regulations. After the performance appraisal, the results finally determined by the senior management level and will be used as the basis for personal promotion and salary adjustment.
Employees Receiving Performance and Career Development Reviews (by gender and job type)
