Sustainable Workforce
Corporate Governance
Friendly workplace
Financial Information
Shareholder Services
Talent Recruitment and Retention
Total compensation at CMI includes base salary, allowances, bonuses, and employee profit-sharing. Salaries are determined based on job responsibilities, core competencies, educational and professional background, individual performance, market trends, the company’s strategic outlook, employee retention goals, and shareholder interests. CMI maintains a policy of non-discrimination, ensuring that compensation is not influenced by gender, age, race, religion, political affiliation, marital status, or other unrelated factors.
In 2024, there were no significant differences in compensation between male and female employees across the CMI Group. The slight difference observed at the Head Office is attributable to longer average tenure among male employees compared to their female counterparts.
Note 1:
Basic Salary refers to the minimum fixed amount paid to employees for fulfilling their job responsibilities. It excludes any additional forms of compensation, such as overtime pay, bonuses, or allowances.
Note 2:
Total Compensation includes basic salary plus additional payments made to employees. These may include seniority allowances, bonuses (cash and equity-based), benefits, overtime pay, compensatory leave, and other subsidies such as transportation, living expenses, or childcare support.
Local Employee Care
Since its establishment in 1980, Apex has been operating in Xindian District, New Taipei City for over 40 years. Additionally, its flexible printed circuit (FPC) and wire production facilities in Kunshan, China have been in operation for more than 25 years. To support local communities where it operates, Apex Group prioritizes the hiring of local residents. As of December 31, 2024, local employees account for more than 10% of the workforce at each site, with an overall local employment rate of 17% across the Group’s total of 742 employees.
| Location | Total Employees | Local Employees | Local Employment Rate |
|---|---|---|---|
| Headquarters | 71 | 18 | 25% |
| FPC Plant | 530 | 67 | 13% |
| Wire Plant | 141 | 40 | 28% |
| Total | 742 | 125 | 17% |
Talent Development and Growth
Training and Development System
To cultivate talent needed for business development, the company and its subsidiaries have established education and training management guidelines. Annual training plans are developed based on business conditions and human resources needs to enhance management skills and professional capabilities, preparing talent at all levels.
Training Programs：
New Employee Training: Helps new employees understand the company’s culture, history, policies, regulations, core values, quality policies, and business conduct guidelines to integrate quickly into the team.
On-the-Job Training: Tailored to different job levels and positions, including professional skills, management abilities, general knowledge, and required certifications or special job-related training.
Management Level: In line with the Company’s business development strategy and commitment to sustainability, professional, regulatory, and management-related training is provided to supervisors and professional managers to enhance their expertise and leadership capabilities.
In accordance with information security regulations, training is conducted on topics such as information security, personal data protection, and trade secrets to strengthen employees’ awareness of cybersecurity risks and ensure information security.
