Succession Planning

Succession Planning for Board Members

The election of directors, including independent directors, must follow uPI’s guidelines governing the election of directors. Each board member shall have a professional background and skill. The current board of directors of the company consists of nine directors, including three independent directors. Directors have diversified industrial experiences (covering computer equipment, semiconductors, electrical machinery, electronic components, investment and financial management, renewable energy, etc.) and professional knowledge (covering financial accounting, business management, chemical materials, electrical electronics, etc.). uPI has only one director who is also an employee of the company. In the future, the composition structure of uPI’s board of directors will continue to implement the goal of diversification, which should include but not be limited to the following standards to build a database of director candidates for continuous director succession planning:

• Be honest, responsible, innovative and decision-making, in line with the company’s core values and have professional knowledge and skills that are helpful to the company’s operation and management.
• It is expected that the joining of this member will continue to provide the company with an effective, coordinated, diverse board of directors that meets the needs of the company.
• The professional capabilities of the board of directors should include business management, leadership and decision-making, industrial technology and development, accounting and taxation, financing, and law.
• The qualifications of candidates for directors and independent directors shall meet legal requirements.

To enable directors’ professional knowledge and refinement, uPI arranges more than 6 hours of training courses every year. The course content covers finance, risk management, business, legal affairs, accounting, corporate social responsibility, etc. to ensure that all directors have a considerable degree of corporate governance capabilities.

Succession Planning for Executives

uPI has established succession planning for executives to meet corporate sustainability and talent development. uPI requires that the values of middle and high-level executives must be consistent with the corporate culture and philosophy. They need to have the characteristics of integrity, innovation, quality, teamwork, and entrepreneurship, etc. uPI will arrange management skills training from time to time according to the needs of their management functions. Through conference to comprehensively cultivate the decision-making ability and judgment required by senior managers, and prepare for the talent echelon needed for the company’s long-term development.

Implementation status in 2023：

• uPI assisted directors in completing 6 hours’ director training courses and 12 hours’ corporate Governance Officer training courses in 2023. The training certificates have obtained before December 31, 2023.
• To effectively cultivate mid-to-senior level talent, the Company conducts annual performance evaluations of mid-to-senior managers to review their execution results. These evaluations serve as a reference for promotions and the review of individual managerial compensation. Additionally, each center maintains a list of key talent with high potential to ensure a high-quality and sufficient talent pool for succession into the senior leadership team.
• The Company emphasizes the transmission of experience and gender equality, regularly conducting promotion assessments to advance outstanding talent. In 2023, a total of 23 employees were promoted to managerial positions, of which 16 were mid-to-senior level managers. Notably, women comprised 31% of these promotions.