Senior Executive Performance and Remuneration

Senior Executive Performance and Remuneration

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

In addition to linking performance with remuneration indicators, the assessment scope also incorporates financial performance aspects such as corporate governance, green finance, social care, and environmental sustainability. 
The President's remuneration includes treasury stock purchased through compensated subscription, which is deferred over a three-year period and gradually returned to the individual's stock account each year. There is also a long-term incentive bonus with a three-year performance measurement period, amounting to approximately 10% of the total annual bonus. 
Through linking remuneration with TCC's long-term operations, the goal of sustainable management is achieved.

Financial and operational performance indicators

• Net income after tax
• Growth rate
• Return on Assets (ROA)
• Return on Equity (ROE)

Risk indicators

• Regulatory compliance and risk prevention
• Assess long-term risks

Talent development indicators

• Talent development
• Enhance employee capabilities and qualities
• Develop international perspective

Strategic or sustainability goals

• Develop circular economy to achieve circular sustainability goals
• Carbon reduction effectiveness and alternative fuel applications