Talent Development



Talent Recruitment and Retention


  


Talent Recruitment


Employees have always been the company's most valued and prized assets and are also the strongest support in promoting engineering services of CTCI internationally. With the culture of "Professionalism, Integrity, Teamwork and Innovation", CTCI is committed to providing talents with a friendly and healthy workplace where they can learn, grow, and build their dream career. CTCI has no gender bias in talent selection process. Academic capability, collaborative attitude, and suitability of the working culture are the three essential focuses in our recruitment procedure. With CTCI's growth in business, global talents have been recruited through diverse channels such as collaborations with industries and academia, overseas recruitment and recruitment websites (LinkedIn, etc.). In 2022, there were 801 new  recruits, which accounted for 26.40 % of CTCI's total number of employees. Among the new employees, 62.92% were under the age of 30. CTCI has recruited a total of 1405 new talents in the past three years and have been continuously contributing to the innovation and vitality of the Company.






The overall turnover rate in 2022 is 14.53 %. The total turnover rate of full-time employees was 9.75% and the turnover rate of contract and temporary employeeswas 4.78 %. Among them, the majority were aged between 30 to 50, with engineers having the highest resignation rate. Meanwhile, it was found that 12.58 % of newly recruited employees in 2020  applied for a resignation within a year of employment. The resignation of contract and temporary employees was due to the manpower required according to the progress of the project, Manpower required for suchoperation process of the engineering services was unstable and unpredictable. For full-time employees, the human resources unit would look deeper into the reasons for their resignation by carrying out a resignation analysis report, conducting a survey on employee resignation, and face-to-face communications. In summary, it has been found that due to the large scale talent recruitment from the semiconductor, high-tech industry, and foreign companies, remuneration and benefits, career development, and job content are the main reasons for employees' resignation. After taking into consideration the opinions of the employees, the Human Resources Department will put forward a resignation analysis report, give recommendations in the committee meeting, and develop measures to improve correspondingly. These measures are undertaken in hopes of retaining outstanding talents and with the aim of continually improving the retention system. In these two years, in addition to the four-year retention measure, we have launched a restricted stock program to encourage our colleagues to jointly work for the brighter future of the company. The performance appraisal system is divided into A (Potential correlated with annual salary adjustment) and B (Performance Evaluation correlated with year-end performance bonus), which can further distinguish the performance of colleagues. For the top 5 % employees, the salary of outstanding employees of each operating unit will be adjusted significantly in addition to the existing salary adjustments and bonuses. A "horizontal" evaluation meeting hosted by the chairman will also be held to discuss promotion, salary adjustment, and career planning for colleagues with outstanding performance of each operating unit, hoping to provide them with diversified career development opportunities to prepare for succession as soon as possible apart from substantial financial rewards.






Employee Distribution


In regards to the industry demographics of engineering, the employees of CTCI is male-dominated. In 2022, the total number of employees were 3,034 people (excluding other related companies in the group), of which 2,206 were males and 828 were females. The ratio of female to male employees was 1: 2.66. The majority of the age group ranged from 30 to 50. More than half of the total employees (59.1 %) have worked at CTCI for more than five years. This is beneficial for the inheritance and expansion of engineering technology and business. In terms of their educational level, about half of the employees (43.67 %) have a Master's degree or above. Clearly, CTCI prioritizes employees' ability in being professional and knowledgeable in the industrial field, their ability to gradually inherit and pass on the industrial experience, and their ability to strive for sustainable development in the engineering industry.
















    

  • Definition of executive: Senior executives refers to the position of Vice President and above. Mid-level managers include chief engineer, deputy chief engineer, assistant chief engineer, and senior specialist. Juniorlevel managers include head of engineer, senior engineer, specialist I, and specialist II.
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  • Revenue-generating units include EPC Operations ( E P C O ),Infrastructure,Environment & Power Business Operations (IEPBO), Hydrocarbon Business Operations (HBO), and Plant Maintenance Business Operations (PMBO).
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  • STEM: Includes EPC Operations (EPCO), Infrastructure, Environment & Power Business Operations (IEPBO), Hydrocarbon Business Operations (HBO) and Plant Maintenance Business Operations (PMBO), and departments such as Quality, HSE, and IT. The classification of occupations is in the field of engineers (including management and non-management positions)
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Salaries and Benefits


In terms of identifying abilities, the internal department established a fixed salary structure through the evaluation of positions and work duties suitable for every colleague with no difference in gender. After a promotion, the salary level of the new qualification and salary scale will be applied. In 2022, the minimum starting salary of male employees will be 1.2 times the basic salary, and the minimum starting salary of female employees will be 1.14 times the basic salary. Every year, salary reviews will be conducted based on market salary surveys, personal functions, and performance evaluations. The salary structure is divided into a fixed salary and a variable salary. The former is compared with the market, and the latter is correlated with the performance of the department, team, and individual. Apart from the proposed "Four-Year Talent Retention Program-A Program", In 2021, the "Restricted Stocks" program with the support of the Board of Directors and the Shareholders' Meeting , and under the relevant regulations of the competent authority, the first tranche of restricted shares was implemented. Employees are divided into category A and category B:Category A refers to Senior management executives and Category B refers to general employees, issued upon fulfillment of relevant regulations and conditions. Category A is to achieve the company's operating goals, and to achieve the latest annual business unit performance goals set; Class B is to achieve the company's operating goals, and the average of personal performance A and B in the latest year is not lower than the specified score.
　
CTCI Living Wage Statement