To ensure stable corporate governance and sustainable operations, HIWIN Technologies has designed a comprehensive succession planning and operational mechanism for the Board of Directors, CEO, and management team, building a diverse, professional, and enduring leadership structure.
1. Board of Directors Succession Planning
The Board is categorized into Non-Executive Directors, Executive Directors, and Independent Directors, with specific principles and measures for each.
Non-Executive Directors
Definition: Nominated by major shareholders or strategic partners, serving without executive duties.
Principles:
- • Adjust seats and ratios based on shareholder structure and company scale
- • Prioritize candidates with industry experience and strategic capabilities
Measures:
- • Establish a transparent nomination system
- • Implement term rotation and performance evaluation to maintain vitality and efficiency
Executive Directors
Definition: Directors actively involved in company operations (e.g., Chairman, President).
Principles:
- • Systematic development of internal senior talent to ensure operational stability
- • Build emergency succession capability to strengthen risk management
Measures:
- • Create a key talent list and development plan
- • Implement job rotation to broaden strategic vision
- • Apply long-term incentive programs to stabilize core leadership
Independent Directors
Definition: Individuals with no significant equity or interest ties, possessing professional expertise and supervisory responsibilities.
Principles:
- • Emphasize professionalism and independence to enhance governance
- • Promote diversity and gender balance
Measures:
- • Establish a talent pool with diverse expertise (finance, academia, precision manufacturing)
- • Implement term rotation and performance systems
- • Provide onboarding training (e.g., governance education) to improve effectiveness
2. CEO Succession and Continuity Plan
Three mechanisms are designed for different scenarios to ensure seamless leadership transition.
Planned Succession
Description: Select and develop successors in advance.
Strategies:
- • Build a multi-tier leadership talent pool
- • Design comprehensive training and development programs
- • Set a clear timeline with defined milestones
- • Conduct regular evaluations and adjustments
- • Facilitate close collaboration between current CEO and successor for smooth handover
Retirement Succession
Description: Transition due to statutory term or age-related retirement.
Strategies:
- • Initiate retirement transition plan years in advance
- • Regularly assess successor readiness
- • Align successor with corporate strategy and vision
- • Systematize knowledge and experience transfer
Emergency Succession
Description: Immediate transition due to health, accident, resignation, or incapacity.
Strategies:
- • Assign interim leadership through consensus between the individual (if possible) and the Board
- • Prepare an emergency succession manual and utilize management committees for continuity
- • Maintain stakeholder confidence through established communication channels
3. Management Team Succession Plan
HIWIN has long implemented systematic development from entry-level to senior management, ensuring operational stability through a complete succession framework.
Strategies:
- • Systematically identify high-potential talent for succession programs
- • Provide diverse training and development (including workshops, job rotation, overseas assignments) to cultivate leadership aligned with corporate culture
- • Encourage cross-functional rotations and project management experience
- • Hold annual consensus workshops for mid-to-senior managers to align organizational vision
Through a comprehensive succession structure, HIWIN ensures leadership stability, continuous organizational evolution, and fulfillment of sustainable operations and corporate responsibility.