KGI Academy

Talent development is essential for becoming an employer of choice. KGI Financial Group has established the "KGI Academy" based on the company's core values and competencies, providing employees with a comprehensive platform for learning, performance management, and personal development. The "KGI Academy" provides Four Learning Programs and Four Development Streams, available to all employees. These initiatives aim to enhance individual capabilities, foster career growth, and optimize performance, while reflecting the Group’s commitment to talent development.

Four Learning Programs

• Leadership and Management Program: Learning priorities are set according to the responsibilities of each level of management: top managers—shaping the future of the organization; middle managers—embedding culture and driving strategy execution; junior managers—delivering execution excellence. Based on these priorities, leadership and management courses are introduced to empower leadership teams at all levels.
• Competency-based Program: Structured around the Group's six core competencies, this program offers courses designed to progressively develop the essential knowledge, attitudes, and skills colleagues need for organizational success.
  
• Functional and Regulatory Program: Offers specialized training tailored to regulations and work requirements, featuring courses on regulatory compliance, information security, occupational safety, and more.
• Culture and Trends Program: Designed to shape corporate culture and address market trends, enhancing employees’ competitiveness. Offerings include courses on DEI, AI empowerment, and sustainability.

Four Development Streams

• Employee Development Stream: Offers a diverse array of learning resources, performance management tools, opportunities for two-way career discussions, and internal job transfers, empowering employees to enhance their skills and actively pursue growth opportunities.
  
• Manager Development Stream: Implements a structured training program for different manager levels, offering tailored leadership development resources and conducting regular assessments to ensure ongoing improvement and success.
  
• Talent Development Stream: Annually selects employees with high potential for focused development ; regularly review the performance of management trainee graduates and continuously track their development.
  
• Successor Development Stream: Regularly assesses potential succession candidates for senior positions and continuously nurture future senior leaders for the organization.

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Talent Development Initiatives

Under the KGI Academy framework, the Group has implemented the following talent development initiatives.

• Succession and Talent Pipeline : Cultivates a robust pipeline of leadership and professional talent across all levels and functions through structured talent selection and diverse development programs, thereby strengthening organizational resilience. This includes Successor Development for Key Roles, Leadership Development, Management Associate (MA) Development, Financial Professionals Development, and Employee Skills Upskilling/Reskilling.
• Leadership Development : Enhances managers’ leadership and management capabilities by offering training programs tailored to the development priorities of different level: top managers, middle managers and junior managers. 
• Digital Transformation : Empowers employees with digital capabilities and fosters a mindset of digital innovation, thereby building a continuously evolving and resilient intelligent organization. 
• Sustainability and DEI : Enhances employees' understanding and application of ESG, and encourages employees to obtain ESG related certifications;  fosters a DEI-friendly workplace culture by addressing unconscious bias and embracing diversity and inclusion across backgrounds, cultures, experiences, and perspectives, while providing clear guidance and practical workplace examples. 
• Diverse Employee Development Resources : Offers a wealth of diverse and flexible learning resources and development opportunities, including self-directed learning platform, KGI Academy - the four learning programs, professional certification subsidy and Internal transfer guideline. These initiatives support upskilling and reskilling employees, fostering long-term career development.  

In 2025, KGI Financial Group continued to receive external recognition for talent development, being awarded “ TCSA Talent Development Leadership Award," and selected as one of the “Top 100 Companies for Talent Sustainability” by CommonWealth Magazine.

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Performance and Individual Development

KGI Financial Group has implemented "Guidelines for Employee Performance Management," applicable to all permanent employees except for those hired in the 4th quarter. This guideline serves as a foundation for employee development. The annual performance management cycle encompasses the following key elements:

• Goal Setting & Individual Development Planning : Each department develops action plans and key objectives that are aligned with company's annual strategy and current major themes, following the SMART principles. These objectives are then cascaded down to establish employees' work goals and personal development plans.
  
• Agile Management : The business team conducts performance reviews on a monthly or quarterly basis, timely providing incentives to facilitate dynamic adjustments, enhance motivation, and drive continuous improvement.
  
• Performance Improvement Plan : A mechanism to help employees understand the causes of underperformance, set actionable improvement plans, define measurement indicators, and outline expected timelines. Timely feedback and coaching are provided to support progress.
  
• Mid-year Performance and Development Review : At mid-year, manager and employee collaboratively review the progress of work objectives and the execution of personal development plans. Through active listening and feedback, they realign their focus for the second half of the year. In addition to the mid-year review, managers provide timely feedback and support via regular and ad-hoc reviews throughout the year.   
  
• Year-end Evaluation and Performance Communication : Year-end evaluations consist of self-assessments by employees alongside manager evaluations, integrating feedback from multiple perspectives.
  
• Cross-team Evaluation : Specific governance and control metrics are assessed by the KGI Financial for its subsidiaries, alongside cross-team evaluations conducted by specialized units within each subsidiary. These evaluations are integrated into the annual performance assessment, impacting both team and individual performance outcomes.
  
• 360-degree Competency Assessment and Real-time Feedback : A comprehensive 360-degree competency assessment was introduced for key management. The initiative aims to enable managers to identify their personal strengths and areas for development, ultimately enhancing their leadership and management capabilities. Additionally, the "Embrace Feedback!" online feedback platform is in place for managers and colleagues to actively invite and provide feedback.

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KGI Financial Group has always adhered to the principle of fair treatment in determining compensation, with rewards closely linked to performance, and market competitiveness taken into consideration. The business results are shared with employees, creating a win-win situation for employees, the organization, and shareholders. Starting salaries are determined based on employee's professional skills and the position they hold, following the principles of equal employment and market competitiveness. The compensation conditions for all personnel (including employees and non-employee workers) comply with the labor laws of the location where the business operates.

The employee compensation structure includes base salary, allowances, and variable bonuses. Annual performance bonuses are distributed based on overall business results and individual performance. This approach aims to optimize resource allocation by rewarding employees with outstanding performance or special contributions accordingly. It fully reflects the Group's profit-sharing with employees and is closely linked to individual performance.

KGI Financial and its subsidiaries participate in market compensation surveys annually and adjust employee salaries based on market levels, economic trends, consumer price Index and individual performance. Through a fair and comprehensive promotion mechanism, outstanding employees are advanced to higher positions with better compensation and robust career development opportunities.

In 2025, KGI Financial Group continues to be selected as a constituent of the “Taiwan High Compensation 100 Index”.

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Benefits

Employee benefits are a vital contributor to overall wellbeing, and KGI Financial Group has been dedicated to continually striving to provide better-than-laws benefits. All Group employees (including permanent and contract employees) are entitled to the following benefits. (For details on benefits applicable to non-employee personnel, please refer to the ESG report.)

Mental Care

• Employee Assistance Program
  

Physical Health 

• Health Checkup
  
• Health Check Leave 
  
• Physical Activities
  
• Staff Cafeteria
  

Financial Wellness

• Employee Trust Shareholding Plan 
  
• Retirement Plan
  
• Group Insurance 
  
• Financial Health Seminars
  

Family and Parental Support

• Primary Caregiver : Maternity Leave, Baby Care Leave, Pregnancy Checkup Leave and Tocolysis Rest Leave
  
• Non-Primary Caregiver: Paternity Leave and Baby Care Leave
  
• Childbirth Subsidies , Childcare Services Benefits, Breastfeeding Rooms, Children’s Education Subsidies
  

Work-Life Balance 

• Flexible Working Program
• Annual Leave
• Volunteer Leave and Birthday Leave
  

Recognition and Rewards

• Values Award
• Volunteer Award
  
• Embrace Feedback! 
  
• Long-Service Award

KGI Financial Group has long been dedicated to the care and wellbeing of its employees. In 2025, the Group was once again recognized with the “Gold Award for Happy Enterprise”. The subsidiaries - KGI Life, KGI Bank, and KGI Securities also received the “Gold Award,” while KGI SITE and CDIB Capital were honored with the “Silver Award.”  Furthermore, in the 2025 employee opinion survey, 74% of employees agreed that " My Company takes a genuine interest in the wellbeing of its employees," clearly demonstrating the employees' recognition of the Group's commitment to their welfare.

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Retirement Plan

The Company's retirement policy has been established in accordance with the Labor Standards Act, which requires that the Company make monthly pension contributions into employees' personal accounts held under the Labor Pension Supervisory Committee. The Labor Pension Act went into effect beginning July 1, 2005 and prescribes the following rules:

(1)All employees who begin their employment on or after July 1, 2005, shall be subject to the Labor Pension Act. The Company shall contribute 6% of employee’s salary in accordance with the monthly contribution table.

(2)Employees who began their employment before July 1, 2005 (exclusive) may choose to elect the Labor Pension Act or the Labor Standards Act for their pension system. This selection must be made within five years from July 1, 2005, otherwise the Labor Standards Act becomes the default the pension system. The contribution is made within the statutory range of 2% to 15% based on the actuarial report.

(3)Employees who meet one of the following conditions, which are better than Labor Standards Act, are eligible to apply for voluntary retirement:  

A. Employees who have completed 10 or more years of service and are at least 55 years old

B. Employees who have completed 25 or more years of service.

(4)The calculation and payment of pension under Labor Standards Act (the old scheme):

A. Two bases are given for each full year of service rendered for the first 15 years. For the rest of the years over 15 years, one base is given for each full year of service rendered. The total number of bases shall be no more than 45. The length of service is calculated as half year when it is less than six months and as one year when it is more than six months.

B. As set forth in subparagraph 2 of paragraph 1 of article 5 of the Retirement Regulations, an additional 20% on top of the retirement amount shall be given to employees forced to retire due to disability incurred from the execution of their duties.

C. The pension shall be paid within 30 days from the day of retirement.