Board Succession Planning

Board Diversity Policy & Succession Planning

1

The Company's "Articles of Incorporation" specify that the election of directors adopts a candidate nomination system. The "Corporate Governance Best Practice Principles" and "Rules for Election of Directors" outline a diversity policy for board composition, covering core values, professional knowledge, and skills.

2

The Board structure is determined based on the scale of business development, major shareholder holdings, and practical operational needs.

📋 Director Succession Selection Criteria

  • (1) Core Values: Integrity, responsibility, innovation, decision-making ability, and core expertise.
  • (2) Industry Experience: Practical experience relevant to the Company's business operations.
  • (3) Overall Benefit: Ability to contribute to an effective, synergistic, and diverse board.
  • (4) Professional Expertise: Strategy, management, accounting, taxation, finance, and law.
  • (5) Selection Norms: Compliance with qualification reviews to ensure effective identification of candidates when vacancies arise.
4

The Company has established the "Regulations Governing the Board Performance Evaluation", with metrics including:

Objective Management Role Awareness Operational Participation Internal Relations Professional Development Internal Control

Evaluation results serve as a key reference for the future selection and nomination of directors.

Succession Planning for Key Management

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Management Scope & Core Values

Key management at Harvatek includes employees at the Assistant Vice President level and above. Each management level has a designated deputy. Beyond professional expertise, candidates must align with our core philosophies:

Management Ownership Mindset The Next Process is Our Customer

🎓 Multi-Dimensional Development

Governance Exposure Attending Board meetings and participating in key management and executive monthly meetings to enhance strategic thinking.
Practical Training On-the-job training (OJT) through project management and job rotation to broaden operational experience.
Mentorship One-on-one knowledge transfer and guidance to systematically strengthen the future leadership team.
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Performance & Succession Review

Annual performance appraisals are conducted to assess development needs and align personal goals with company expectations. These results serve as a primary reference for adjusting the long-term succession pipeline.