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: Designed for the development of managers at all levels, this program progressively cultivates leadership abilities and management skills to achieve both personal and team success.
  
• 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 sustainable development, regulatory compliance, information security, occupational safety, and more. Each course is planned by the respective responsible unit.
  
• Newcomer and General Program: Designed to help new colleagues acclimate to the corporate culture and acquire essential knowledge as KGI employees. It encompasses general courses on performance management, fostering a DEI-friendly workplace, and more.

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 and includes MA in the regularly reviewed talent pool.
  
• Successor Development Stream: Regularly assesses potential succession candidates for senior positions and continuously nurture future senior leaders for the organization.

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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 executives at the executive vice president level and above, as well as for key talents at the vice president level and higher. 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 tool was launched on the HR system platform to foster a culture of recognition and enable managers and colleagues to actively invite and provide feedback.

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Talent Development Initiatives

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

• Leadership Development Program : Enhances managers’ leadership and management skills and offers tailored training for managers at all levels—new, junior, mid-level, and senior—to address their specific developmental needs. 
• Succession and Talent Pipeline Programs : Cultivates leadership talents pipeline through strategic talent selection and diverse development programs, including successor development for key roles, Management Associate (MA) Program and Branch Manager Trainee (BMT) Program to prepare future leaders for organizational growth.
• Digital Agility and Transformation Initiative : Enhances employees' understanding and awareness of agile methodologies and digital transformation. Through experience sharing and practical exercises, stimulate the development and application of innovative organizational services and process reengineering.
• Corporate Sustainability and DEI Initiative : Enhances employees' understanding and application of ESG and DEI principles to foster a workplace culture that promotes diversity, equity, and inclusion. It provides essential concepts and practical workplace examples to address unconscious bias and embrace diversity across backgrounds, cultures, experiences, and perspectives.
• 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. The self-directed learning platform provides over 600 online courses, covering Professional Competencies, Management Skills, Diverse Capabilities and Workplace English. With a workforce of 559 foreign nationals spread across 16 countries at KGI Financial Group, Workplace English acts as a common medium for communication and collaboration in this globalized work environment, promoting cultural understanding among diverse teams and effectively bridging cultural gaps.  

In 2024, KGI Financial Group was honored with the "Talent Development Leadership Award" for the second consecutive year, highlighting the Group's exceptional efforts in fostering and advancing employee growth.

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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 2024, KGI Financial Group also continues to be included as a constituent stock 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 Care 

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

Financial Wellness

• Employee Trust Shareholding Plan 
  
• Retirement Plan
  
• Group Insurance 
  
• Sickness Subsidies
  
• Disability Subsidies
  
• Financial Health Seminars
  

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
  

Work-Life Balance 

• Flexible Working Program
  
• Volunteer Leave and Birthday Leave
  

Recognition, Rewards, and Professional Qualification Subsidies

• Values Award
  
• Embrace Feedback! 
  
• Long-Service Award
  
• Professional Qualification Subsidies

KGI Financial Group has been dedicated to the long-term care and support of its employees. In 2024, this dedication was once again recognized with the “Gold Award for Happy Enterprise”. Additionally, KGI Life, KGI Bank, and KGI Securities were also honored with the same award. Furthermore, in the 2024 employee opinion survey, 73% 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.