Corporate Successor

In line with the Company's development direction and goals, the succession plan must consider not only professional ability but also the candidate's integrity and values that are in line with those of the Company. The successor should possess the necessary personality traits to ensure sustainable operation and development.

Succession Plan for Board of Directors

The Company's Board of Directors currently comprises nine directors and independent directors, all possessing the necessary expertise in business, financial accounting, and company operations. Going forward, the composition, structure, and experience background of the Board of Directors will remain consistent with the current structure. In terms of the Board of Directors' succession planning, we will ensure open communication with current shareholders and periodically discuss the identification and selection of potential successors. The Independent Directors are legally required to possess work experience in business, legal affairs, finance, accounting, or company business. Therefore, they are selected by professionals from domestic academic or industry circles.

Succession Plan for Key Management

To achieve the Company's objective of steady growth and long-term operation, a comprehensive succession plan has been devised and implemented in the following stages：
1. Confirm key duties
Through the annual business growth forecast, and the analysis of departmental responsibilities and personnel jobs, we will take stock of the Company's human resource assets, clarify the gap between manpower needs and the actual situation, and then confirm and define the key positions required for the Company's growth.
2. Confirm succession talent pool
When developing a successor plan, our Company will utilize our performance appraisal system, personnel evaluation meeting system, and daily observations to identify a pool of high-potential successor candidates. These individuals must possess exceptional work abilities and share our Company's vision and mission. Additionally, they must be capable of inheriting and perpetuating our Company culture, which is characterized by values such as integrity, innovation, enthusiasm, execution, and customer orientation.
3. Execute Talent Development Plan
The Company has planned various training methods to provide successor talents with multiple growth opportunities. The talent development plan includes enhancing management and professional abilities, job rotation, and inheriting senior executive experience.
Through work practice and participation, the Company aims to cultivate all-round business operation abilities in its employees.
4. Review and Adjust
The Company conducts regular reviews of the implementation status and results of its overall plan, and flexibly revises the plan as needed. This includes assessing the suitability of successor candidates, evaluating learning outcomes, and considering future growth. By reviewing and revising the successor plan, the Company can fully benefit from its implementation.
5.Management Succession Planning:
The Company has established a succession development framework comprising the Chief Executive Officer (CEO) and Co-Chief Operating Officers (Co-COOs). The CEO is responsible for the Company's medium- and long-term strategic planning, board governance, and major decision-making, while the Co-COOs assume responsibility for operational management and profit-and-loss performance. Through practical leadership experience and cross-functional collaboration, the Company cultivates future senior management successors.
6.Development of Future Senior Management Talent:
The Co-COOs continuously accumulate management and leadership experience by participating in major business decisions, cross-functional coordination, and board-related affairs, thereby strengthening their capabilities as potential successors for future senior management positions.

Succession Plans Implementation

In November 2018, two deputy general managers are appointed. One of whom was in charge of Project Management Dept. and the other was in charge of Marketing & AE Dept.
In the re-election of the board of directors in 2020, the general manager Mr. Tian-Fure Shiue was elected as the chairman.
Following the re-election of the Board of Directors in June 2026, Mr. Tie-Min Chen was elected as Chairman of the Board. In August 2026, the Board approved the promotion of senior executives, appointing Mr. Tian-Fure Shiue as Chief Executive Officer (CEO) and President, and Vice Presidents Mr. Wei-Chieh Lin and Mr. Hsien-Wei Wu as Co-Chief Operating Officers (Co-COOs). They are respectively responsible for R&D and product-related functions, as well as marketing applications, sales, and production management functions. Through participation in major operational decision-making, cross-functional coordination, and board-related affairs, they gradually assume responsibility for the Company's daily operations and profit-and-loss management.