1. 董事會積極參與公司營運，善盡指導與監督公司策略、重大業務及風險管理之責，建立妥適之內部控制制度，評量分數：得分率 98.86%。
2. 依據董事自行填具績效評量 113 年董事績效評量結果，評量分數：平均得分率 97.76%。
3. 功能性委員會整體運作情況完善，符合公司治理，各委員會均克盡其責，有效增進董事會職能：

審計委員會評量分數：得分率 97.58%。
薪資報酬委員會評量分數：得分率 98.22%。

1. Succession Planning and Implementation for Board Members

The selection and election of the Company’s directors adopt a candidate nomination system, with each term lasting three years. The Board of Directors consists of seven members (including three independent directors). All members possess leadership and decision-making capabilities, operational judgment, business management expertise, financial and accounting proficiency, industry-academic knowledge, a global market perspective, crisis management abilities, and other specialized management skills essential to the Company’s operations.

In accordance with regulatory requirements, the independent directors possess essential professional experience in commerce, law, finance, accounting, or areas required by the Company's business. Currently, the academic backgrounds, professional experience, and expertise of all board members align with the Company’s Board Diversity Policy.

Unless otherwise provided by laws, regulations, or the Articles of Incorporation, the election of directors shall be conducted in accordance with the Company’s "Rules for Election of Directors". To strengthen the effectiveness of directors in performing their duties, the Company keeps pace with the times. We arrange annual continuing education courses based on changes in internal and external environments as well as development needs, thereby enhancing the directors' professional knowledge and expertise.

Furthermore, the Company established the "Regulations Governing the Evaluation of Board of Directors Performance" on January 10, 2020. Internal evaluations of the Board of Directors and individual board members are conducted annually. The results of these performance evaluations serve as a key reference for the future selection, nomination, and reappointment of directors.

2. Succession Planning and Implementation for Key Management

In the Company's succession planning, potential successors must not only exhibit outstanding work capabilities but also share values aligned with the Company. Essential personality traits include integrity, commitment, innovation, and the ability to win customer trust. The Company implements talent development programs by integrating core and managerial competencies with targeted training and job rotation. The succession planning for senior management is structured as follows:

Successor Nomination and Training:

For each key position within the Company, at least one successor must be nominated. Regular training and development are conducted in alignment with the Company's core and managerial competencies. Successors are required to participate in both internal and external training programs—such as business strategy, leadership and management, and digital transformation—to broaden their professional perspectives and decision-making capabilities.

Senior Management Competency Training:

The training framework is divided into four modules: Managerial Capabilities, Professional Competencies, Individual Development Plans (IDPs), and Job Rotation. Training content covers human resources, financial risk, leadership, overseas assignments, EMBA programs, and language learning. Training schedules are customized annually based on individual job requirements and learning progress, with implementation reviewed periodically. Through professional competency training, trainees are expected to integrate and apply their skills, cultivating the decisive judgment necessary to meet future succession needs.

Job Rotation and Deputy System:

By combining job rotations with a robust deputy system, senior executives gain multi-functional, multi-dimensional leadership, management, and decision-making execution capabilities. This dual approach ensures sound organizational development and seamless corporate operations.

3. Continuous Review and Improvement

The succession plan is continuously reviewed and refined in response to corporate strategies and external environmental changes. This ongoing evaluation ensures the succession mechanism remains consistently effective and fully aligned with the Company’s long-term development goals.