Bonus Scheme

Our bonus scheme is built around a “result-oriented” core, with incentive mechanisms tailored to the nature of different roles to ensure that effort each quarter receives immediate and clear feedback.
Overall, bonuses are divided into two primary scheme based on job category and are directly linked to quarterly performance results.

1. Two Bonus Schemes for Different Types of Contribution

1. Sales Incentive | Applicable to sales-related roles

Since the outcomes of sales roles often stem from overall team collaboration and market performance, the sales incentive adopts a group performance model.
Key highlights of the scheme include:

• Using the team’s overall quarterly sales performance (MQ) as the evaluation benchmark.
• Bonuses are distributed each quarter based on the achievement of group targets.
• Corresponding bonus rewards are granted when targets are achieved.
• When results exceed targets, this performance is also reflected in the bonus.

This design encourages teamwork and ensures that overall sales achievements are shared collectively.

2. Corporate Bonus | Applicable To Non-Sales Roles

The bonus scheme for non-sales roles is primarily based on individual KPI performance, allowing the actual contribution of each role to be clearly evaluated.
Key highlights of the scheme include:

• Performance is evaluated each quarter based on individual KPI attainment.
• Different KPIs are assigned weights based on their relative importance.
• The bonus amount is directly linked to the overall KPI results.

Through this approach, the work contributions of professional, support, and operational roles can be reflected fairly and concretely.

2. Relationship Between Bonuses and Compensation Structure

Within the overall compensation scheme, bonuses are part of “variable rewards,” with different ratios of base salary and bonuses designed according to job categories.
This structure allows bonuses to serve as an effective incentive while maintaining the stability and consistency of the compensation scheme.

3. Immediate Feedback to Support Continuous Growth

Overall, we aim for the bonus scheme to achieve two goals:

• Distributed every three months to ensure results are promptly reflected and encouraged.
• Ensuring that efforts across different job functions are recognized through appropriate methods.

By linking with the quarterly performance scheme, bonuses are not just rewards for results, but also a part of supporting continuous growth.