Performance Management System

Our performance management system utilizes a quarterly goal-management approach to ensure individual efforts remain aligned with team and company objectives. This structure provides tangible measurement and feedback, clarifying each employee’s quarterly focus, the criteria for evaluation, and how their results translate into actual rewards.

1.Why We Prioritize Quarterly Goal Management?

Compared to an annual appraisal approach, quarterly performance reviews allow goals and feedback to be more immediate and more closely aligned with the actual pace of work.
This system design primarily aims to achieve the following:

• Ensure personal goals are clearly aligned with the company’s direction.
• Review results in a quantifiable and trackable manner.
• Ensure bonus rewards reflect actual performance for the current quarter.
• Provide a reference basis for subsequent career development and capability assessments.

In this system, quarterly performance focuses on output and results, while longer-term capabilities and development potential are considered alongside other systems.

2. Utilizing KPIs As The Basis For Performance Evaluation

Quarterly performance evaluations are primarily centred on the achievement of KPIs (Key Performance Indicators).
Prior to the start of each quarter, clear KPI items and measurement standards are established based on the nature of the role and the specific objectives for that quarter. These serve as the common framework for the entire quarter’s workload.
The design principles for KPIs include:

• Link to the core work direction of the specific job category.
• Correspond to the actual tasks and priorities of the current quarter.
• Possess clear completion criteria and measurement methods.

Through clear KPIs, ensure that priority alignment and resource allocation are easily understood.

3. Quarterly Performance Review Process

1. Beginning of Quarter | KPI Setting

Before the start of each quarter, the KPIs for that quarter are set as a common benchmark for the entire quarter’s work. The process is roughly as follows:

• Determine core job objectives: Align KPI targets with the specific nature of the role and its primary work focuses.
• Set quarterly KPI targets: Define specific KPI items and their corresponding completion standards.
• Define KPI weights and assessment criteria: Set proportional weights for each KPI to ensure the evaluation accurately captures the level of input and organizational impact.
• Achieve consensus with management: Conduct pre-discussions to ensure both parties are aligned on KPI definitions, deliverables, and assessment criteria

By aligning on goals at the start of the quarter, team members will have a clear understanding of where to focus their efforts from day one.

2. End of Quarter | KPI Review

At the end of the quarter, a review and evaluation of results will be conducted based on the pre-established KPIs. The process is as follows:

• Evaluate performance: Compile the completion status and key deliverables for every KPI set for the quarter.
• Evaluate KPI completion: Measure the progress of each KPI against the criteria established at the start of the quarter.
• Conduct a performance review with your supervisor: Confirm the final KPI results and the basis for evaluation through a review discussion.
• Serve as the basis for feedback and bonuses: The final KPI evaluation results will be used as the basis for calculating the quarterly performance bonus.

This process ensures that performance evaluation is built on the foundation of “prior agreement and post-review,” rather than on ad-hoc or subjective judgments.

4. Performance Results Linked to Bonus Feedback

Quarterly performance evaluation results will be directly linked to the bonus feedback for that quarter.
Whether for sales-related commissions or performance bonuses for non-sales roles, calculations are based on KPI attainment to ensure that results are reflected immediately.
This design keeps the system clear and consistent, while helping employees understand how their direction of effort impacts their actual rewards.