The annual remuneration for the board members of NDB. includes salaries, transportation allowances, and directors’ compensation. Salaries are determined with reference to industry standards. For directors who also hold other positions within the company, the remuneration for such positions is handled by the Chairman of the Board in accordance with the company’s internal management regulations, as authorized by the Board of Directors.
The remuneration for the Chairman and the directors is proposed by the Compensation Committee based on the level of their participation in the company’s operations and the value of their contributions, and is then resolved by the Board of Directors. Transportation allowances are determined with reference to industry standards and are resolved by the Board of Directors, with payments made in accordance with the directors’ attendance at board meetings.Directors’ compensation is handled in accordance with the company’s Articles of Incorporation. When the company generates profits in a given fiscal year, an amount not exceeding 3% of the profits is allocated as directors’ compensation. The distribution is based on an overall assessment of individual directors’ participation in the company’s operations and their performance evaluations. The evaluation criteria include the implementation of the company’s core values, operational and management capabilities, financial and business performance indicators, integrated management metrics, continuous learning, and participation in sustainable operations. Additionally, other special contributions or major negative events are also considered as part of the performance evaluation and compensation determination process.
The remuneration for managers includes salaries, bonuses, and employee compensation. Salaries, bonuses, and employee compensation are determined with reference to industry salary standards, the scope of responsibilities, contributions to the company’s overall operations, and performance achievements. These are handled in accordance with the company’s Employee Salary Management Guidelines and related regulations.
Employee compensation is specifically handled in accordance with the company’s Articles of Incorporation. When the company generates profits in a given fiscal year, an amount not less than 5% of the profits is allocated as employee compensation. The distribution is based on an overall assessment of individual managers’ participation in the company’s operations and their performance evaluations. The evaluation criteria include the achievement of work performance goals, professional knowledge and potential, internal management and leadership capabilities, and ESG (Environmental, Social, and Governance) sustainability performance.Additionally, other special contributions or major negative events are also considered as part of the performance evaluation and compensation determination process.
The remuneration for directors and the salaries and compensation for managers are proposed by the company’s Compensation Committee in accordance with regulations and submitted to the Board of Directors for discussion and resolution.
The remuneration for directors and managers is reviewed periodically based on their level of participation in the company’s operations and the value of their contributions. This ensures that the likelihood and relevance of future risks are minimized, thereby achieving a balance between the company’s sustainable operations and risk management. Additionally, the company has purchased liability insurance for all directors and managers. Through directors and officers liability insurance, the company mitigates the unknown risks it bears and transfers potential damages arising from the execution of duties by directors, managers, and the company.
Linking Senior Executive Incentive Systems with Sustainability Performance
To realize the vision and strategy of sustainable development, starting in 2024, the company will incorporate Environmental, Social, and Governance (ESG) indicators into the performance evaluations of senior executives, explicitly linking their compensation to ESG sustainability performance.This initiative aims to enhance the sense of responsibility and influence of senior executives in advancing the company’s sustainable development. By integrating ESG indicators into the compensation and incentive mechanisms, we aspire to motivate the leadership team to drive steady corporate growth while actively assuming social and environmental responsibilities, thereby jointly creating a sustainable future for the company.
Performance Evaluation Criteria for Senior Executives (Vice Presidents and Above)
Performance Indicators
Weighting
說明
Strategic and Business Management Indicators
(70%)
70%
- Achievement of Performance Goals
- Professional Knowledge and Potential
- Internal Management and Leadership
Environmental Aspect
5%
- Energy and Greenhouse Gas Management
ESG Sustainability Performance Indicators
(30%)
Social Aspect
15%
- Procurement Practices and Safety
- Customer Service
- Human Rights
Governance Aspect
10%
- Corporate Governance and Ethical Business Practices
- Information Security
The annual remuneration for the board members of NDB. includes salaries, transportation allowances, and directors’ compensation. Salaries are determined with reference to industry standards. For directors who also hold other positions within the company, the remuneration for such positions is handled by the Chairman of the Board in accordance with the company’s internal management regulations, as authorized by the Board of Directors.
The remuneration for the Chairman and the directors is proposed by the Compensation Committee based on the level of their participation in the company’s operations and the value of their contributions, and is then resolved by the Board of Directors.
Transportation allowances are determined with reference to industry standards and are resolved by the Board of Directors, with payments made in accordance with the directors’ attendance at board meetings.Directors’ compensation is handled in accordance with the company’s Articles of Incorporation. When the company generates profits in a given fiscal year, an amount not exceeding 3% of the profits is allocated as directors’ compensation. The distribution is based on an overall assessment of individual directors’ participation in the company’s operations and their performance evaluations. The evaluation criteria include the implementation of the company’s core values, operational and management capabilities, financial and business performance indicators, integrated management metrics, continuous learning, and participation in sustainable operations. Additionally, other special contributions or major negative events are also considered as part of the performance evaluation and compensation determination process.
The remuneration for managers includes salaries, bonuses, and employee compensation. Salaries, bonuses, and employee compensation are determined with reference to industry salary standards, the scope of responsibilities, contributions to the company’s overall operations, and performance achievements. These are handled in accordance with the company’s Employee Salary Management Guidelines and related regulations.
Employee compensation is specifically handled in accordance with the company’s Articles of Incorporation. When the company generates profits in a given fiscal year, an amount not less than 5% of the profits is allocated as employee compensation. The distribution is based on an overall assessment of individual managers’ participation in the company’s operations and their performance evaluations. The evaluation criteria include the achievement of work performance goals, professional knowledge and potential, internal management and leadership capabilities, and ESG (Environmental, Social, and Governance) sustainability performance.Additionally, other special contributions or major negative events are also considered as part of the performance evaluation and compensation determination process.
The remuneration for directors and the salaries and compensation for managers are proposed by the company’s Compensation Committee in accordance with regulations and submitted to the Board of Directors for discussion and resolution.
The remuneration for directors and managers is reviewed periodically based on their level of participation in the company’s operations and the value of their contributions. This ensures that the likelihood and relevance of future risks are minimized, thereby achieving a balance between the company’s sustainable operations and risk management. Additionally, the company has purchased liability insurance for all directors and managers. Through directors and officers liability insurance, the company mitigates the unknown risks it bears and transfers potential damages arising from the execution of duties by directors, managers, and the company.
Linking Senior Executive Incentive Systems with Sustainability Performance
To realize the vision and strategy of sustainable development, starting in 2024, the company will incorporate Environmental, Social, and Governance (ESG) indicators into the performance evaluations of senior executives, explicitly linking their compensation to ESG sustainability performance.This initiative aims to enhance the sense of responsibility and influence of senior executives in advancing the company’s sustainable development. By integrating ESG indicators into the compensation and incentive mechanisms, we aspire to motivate the leadership team to drive steady corporate growth while actively assuming social and environmental responsibilities, thereby jointly creating a sustainable future for the company.
Performance Evaluation Criteria for Senior Executives (Vice Presidents and Above)
Performance Indicators
Weighting
Explanation
Strategic and Business Management Indicators (70%)
70%
- Achievement of Performance Goals
- Professional Knowledge and Potential
- Internal Management and Leadership
ESG Sustainability Performance Indicators(30%)
Environmental Aspect
5%
- Energy and Greenhouse Gas Management
Social Aspect
5%
- Procurement Practices and Safety
- Customer Service
- Human Rights
Governance Aspect
10%
- Corporate Governance and Ethical Business Practices
- Information Security