ECOVE is committed to creating a happy and friendly working environment, providing comprehensive support and care for our employees. Through holistic talent development and professional training programs, we empower our colleagues to continuously enhance their careers. We integrate individual career planning with the company’s long-term strategic goals to cultivate a team with core competitiveness, enabling every employee to realize their full potential on the ECOVE platform.

We firmly believe that employee growth and corporate prosperity go hand in hand. Therefore, we actively foster a workplace culture that inspires potential, encourages collaboration and innovation. Every member of ECOVE is a partner on the path to a sustainable and brighter future.

Talent Attraction and Retention

Employee Composition and Distribution

As a company focused on the circular economy, ECOVE recognizes that professional talent is the key driver of sustainable development. Thus, we actively invest in talent recruitment and training. As of 2024, ECOVE employed 937 staff members (excluding overseas employees and board members), along with 115 non-employee workers including long-term contractors for security (36), cleaning (69), and landscaping services (10) (excluding overseas contractors).

Given the nature of our operations, the majority of our employees are male, accounting for 77.4% of the workforce, with 96.6% being full-time employees, reflecting our stable employment model. Notably, all employees are local talent from Taiwan, demonstrating our commitment to supporting local economic development and job creation. In 2024, ECOVE employed 16 persons with disabilities, surpassing the legal requirements in Taiwan, showcasing our firm commitment to a fair, inclusive, and friendly workplace.

Inclusive Employment Practices

ECOVE is committed to promoting diversity, inclusion, and social responsibility by creating an equitable and friendly workplace. In addition to full compliance with labor regulations, these practices are embedded as strategic goals within the company’s Sustainable Development Committee, and have been consistently achieved for multiple consecutive years.

All of ECOVE’s primary operations are based in Taiwan, and 100% of our executive leadership are local residents. Furthermore, the company has exceeded legal requirements for hiring Indigenous peoples and persons with disabilities, affirming our dedication to equal employment and social integration.

New Hires and Departures

In 2024, ECOVE hired 128 new employees, accounting for 13.7% of the total workforce. The majority of new hires were within the 31–50 age group. The number of departures was 69, representing 7.36% of all employees, which aligns with the 2024 turnover rate target (5–8%) set in 2021. Additionally, three employees met retirement qualifications and chose to retire voluntarily.

ECOVE attaches great importance to talent sustainability. The Sustainable Development Committee has set a new hire retention rate target of 85%. In 2024, the company achieved a retention rate of 89.1%. Through comprehensive training, employee care, mentor programs, and new employee satisfaction surveys, we continuously improve retention and satisfaction, ensuring the mutual growth of the company and its employees, and the realization of sustainable management.

Promotion and Compensation

ECOVE is dedicated to providing fair and competitive compensation policies to attract, retain, and motivate outstanding talent. An annual performance appraisal is conducted every September for all employees who have passed their probationary 
period; new employees still on probation are evaluated at the end of their probation period through a dedicated assessment. Salary adjustments and bonus payments are primarily based on individual performance, job responsibilities, and future development potential. We are committed to ensuring that adjustments and bonus standards are not influenced by employment type, gender, or age.

In addition, the company has established a performance improvement counseling mechanism. For employees whose work performance requires improvement, the department supervisor and the employee jointly develop a specific counseling 
plan lasting three months. This plan follows the SMART principles (Specific, Measurable, Achievable, Relevant, and Time-based), outlining clear improvement actions, completion timelines, and evaluation criteria. During the counseling 
period, supervisors regularly review progress, document results, and provide timely feedback and suggestions to ensure the plan is effectively implemented and objectives are met.

ECOVE actively participates in market salary surveys to ensure the provision of competitive total compensation and continuously safeguard the quality of life for employees. In 2024, at ECOVE’s primary operating base in Taiwan, the minimum monthly salary for female entry-level employees was 1.04 times the statutory minimum wage, and 1.08 times for male entry-level employees. Each year, the company conducts a comprehensive salary review and adjustment based on market survey results and employees’ competencies and performance. Furthermore, salary adjustments are made in line with the "Living Wage" assessment results, ensuring that employee compensation is not only competitive in the market but also meets their basic living needs.

The core objective of ECOVE’s living wage policy is to ensure that employees and their families can maintain a reasonable 
standard of living in areas such as food, clothing, housing, transportation, education, and insurance. This wage standard not only meets the legal minimum requirements for basic working hours but is also adjusted by referencing data provided by competent authorities, ensuring employee income is sufficient to cover essential expenses and stably support their families. The calculation of the living wage adopts the average per capita consumption expenditure data from the “Household Income and Expenditure Survey” published by the Directorate-General of Budget, Accounting and Statistics, Executive Yuan, and compares the cost of living across various counties and cities to verify that the current wages meet employees’ basic needs. This approach ensures employees enjoy adequate protection above the minimum wage, enhancing their job satisfaction and well-being.

Human Rights Protection and Welfare

ECOVE adheres to the human rights policies established by the CTCI Group, actively supporting the core principles of the United 
Nations Global Compact (UNGC), the Universal Declaration of Human Rights, and the UN Guiding Principles on Business and Human 
Rights. We are committed to ensuring that no employee, in any workplace environment, is subject to discrimination, exclusion, or unfair 
treatment based on gender, race, religion, political affiliation, sexual orientation, job level, nationality, or age. The employee Code of 
Conduct clearly stipulates that all employees must maintain a healthy, safe, and respectful workplace that values diversity. The company 
strictly prohibits any form of sexual harassment, violence, threats, or intimidation, and requires all employees to treat each other with 
respect and foster a fair and dignified workplace culture.

To ensure that the human rights policy is effectively communicated and internalized, ECOVE actively promotes and implements relevant 
training for employees, offering two mandatory courses: new employee orientation and Compliance Week activities. New employee orientation is required for all new hires and covers topics such as sexual harassment prevention, the Code of Conduct, and personal data protection. These courses help employees understand the company’s values and rules of conduct, increasing compliance. In 2024, new employee orientation accumulated 512 hours of training with a 100% participation rate.

Every year, ECOVE holds Compliance Week activities to strengthen employees’ knowledge of regulations and operating procedures, enhance risk identification, prevention, and response capabilities, and avoid compliance incidents. The courses cover occupational safety and health, quality, administration, HR, and more. Key topics include workplace sexual harassment prevention, gender equality, codes of ethical conduct, personal data and trade secret protection, integrity compliance, and occupational safety regulations. In 2024, a total of 896.5 hours of training was completed, with 100% participation. Additionally, ECOVE provides elective courses at CTCI University, covering subjects such as compliance, the Personal Data Protection Act, prevention of illegal acts, labor standards, and prevention of overwork, helping employees deepen their understanding of human rights and compliance.

In response to incidents of sexual harassment, ECOVE has established a dedicated "Sexual Harassment Complaint Handling Committee." The committee is chaired by a department head from the General Management Office, with other members coordinated by the highest executives of the General Management Office to ensure representation from various unit heads, with the proportion of female members not being less than half. A dedicated hotline (02)2162-1688#56112 and a specific email address: HR@ecove.com are also provided for employees to file complaints. When a sexual harassment or suspected incident occurs, the committee will initiate an investigation procedure, conducting the investigation based on principles of confidentiality and non-disclosure, and will present the investigation results within three months. If the allegations are substantiated, penalties will be imposed based on the nature and severity of the incident.

ECOVE is committed to safeguarding employees' freedom of association and strictly adheres to regulations prohibiting child labor. We uphold the belief of caring for employees and creating shared benefits, striving to provide a good working environment and smooth communication channels. In 2024, ECOVE did not experience any incidents of sexual harassment complaints or unlawful discrimination, nor did it face strikes or work stoppages due to labor disputes, which is a result of the company's continuous efforts and commitment to human rights and labor regulations.

The main human rights issues for ECOVE cover both the operational phase (employees, contractors) and the procurement phase (suppliers). Through management processes such as identifying human rights issues, affected parties, due diligence investigations, and complaint channels, we assess high-risk human rights issues and parties annually, and subsequently formulate risk mitigation measures and compensation systems. In 2024, the identified potential risk human rights issues include forced labor/hours, safety, and health. Compared to 2023, the risk value slightly decreased from 14.29% to 14.09%. The ECOVE Health Center has established a systematic health management model, conducting surveys on overwork and work load/types, and performing statistical analysis on health check results, aiming to achieve comprehensive health management while preventing occupational diseases and actively promoting employees' personal health. For human rights management concerning suppliers and contractors, please refer to the sections on "Innovation and Supply Chain" and "Safe and Healthy Workplace." We will continue to strengthen human rights advocacy among our partner manufacturers to enhance human rights protection.

Communication Channels

Establishing diverse and transparent communication channels is critical to promoting labor-management harmony and enhancing employee satisfaction throughout the company’s sustainable development journey. ECOVE offers multiple channels to collect employee suggestions and demands, demonstrating a high regard for employee voices. These channels include labor-management meetings, face-to-face forums, internal grievance mailboxes, the employee feedback platform, and engagement surveys. Additionally, the Group’s “my CTCI APP” serves as a digital platform that further improves the convenience and immediacy of communication, allowing employees to submit feedback and track responses anytime, anywhere.

These communication mechanisms collectively foster an efficient, transparent, and inclusive corporate culture, encouraging employees to participate in decision-making while promoting mutual understanding and trust. With comprehensive communication in place, there were no incidents of labor disputes or violations of labor laws at ECOVE in 2024.

• Employee Feedback Platform
  • Five categories: facility management, employee mailbox, improvement proposals, sexual harassment complaints, and whistleblowing on code of conduct violations.
  • Confidential handling to protect the rights of complainants.
• Internal Grievance Mailbox
  • Employees may provide feedback via HR@ecove.com
• Labor-Management Meeting
  • Equal representation from labor and management.
  • Meetings held quarterly to discuss labor conditions, benefits, work efficiency, etc.
• my CTCI APP
  • Integrates HR, training, and real-time information systems, enabling seamless communication.
• Engagement Survey
  • An employee engagement survey is conducted every two year.
  • The survey gathers insights into employees’ views on their working environment and conditions.
• Internal Customer Satisfaction Survey
  • An internal customer satisfaction survey is conducted every year.
  • The average score in the past two years has remained above 8.8.

Employee Engagement Survey

ECOVE adheres to an employee-centric management philosophy and conducts a company-wide engagement survey every two years. In 2023, a total of 813 employees participated in the survey, with a response rate of 98% and an overall engagement score of 76%. The survey covers a wide range of topics, including management effectiveness, career planning, and compensation and benefits. Results showed the highest levels of employee agreement in areas such as “compliance with safety regulations,” “alignment between personal work and company goals,” and “awareness of benefits.”

For areas with relatively lower engagement scores, ECOVE proactively implements improvement actions, such as enhancing the transparency of career planning and talent allocation, establishing a resource-sharing mechanism for technical experts, strengthening emotional connection and communication skills among supervisors, and designing key talent retention mechanisms. All these measures are carried out according to plan and are continuously reviewed and optimized to systematically increase employees’ identification with and commitment to the company.

Employee Care and Diverse Benefits

ECOVE is dedicated to creating a secure and supportive work environment. In addition to providing statutory labor insurance, health insurance, and retirement pensions, the company also offers comprehensive support in four key areas: work-life balance, maternity and family care, health and insurance, and employee development. For expatriate employees, ECOVE provides full airfare subsidies, home leave, and relocation allowances to reduce the burden of balancing family and work. Through thorough protection and thoughtful care, ECOVE ensures that employees can focus on their work without concerns, fostering shared sustainable value and mutual growth for both the company and its people.

Implementing parental leave policies not only reflects our strong commitment to work-life balance for employees, but also serves as a vital corporate strategy for sustainable development. These policies support the global Sustainable Development Goals (SDGs), specifically Goal 5 (Gender Equality) and Goal 8 (Decent Work and Economic Growth), by enabling employees to concentrate on family care during the critical early stages of a child’s life and reducing the pressure of balancing work and parenting. This helps improve workplace satisfaction for parents and strengthens their sense of identification and belonging with the company.

Comprehensive Employee Benefits

Labor Pension Fund Supervisory Committee established, with full compliance and adequate funding for both old and new schemes (6% of monthly wages to individual pension accounts).

ECOVE and its subsidiaries set up an employee welfare committee, and in 2020, the "CTCI Group Joint Employee Welfare Committee" was established to provide travel, family days, club activities, sports days, year-end teeth and various allowances. In 2024, a 2-day and 1-night staff tour will be held in the northern, central and southern 
districts, with more than 700 people participating. Set up a "Welfare Corner Platform" to provide online subsidy application and activity registration, and introduce a welfare point mechanism to replace physical gift certificates, so that employees can flexibly redeem travel, shopping and various gift certificates, and improve the convenience and flexibility of welfare use.

ECOVE employees actively participate in company trips.

In order to promote employee relations, in addition to providing employee care and assistance, and handling employee opinions (including proposal improvement, employee complaints, illegal infringement, sexual harassment, and reporting), we also entrust external professional units to handle CTCI Group's employee professional counseling psychological employee assistance programs (EAPs), provide free consulting services, and provide online self-assessment questionnaires, psychological health education information, resource channels and other information to assess employees' overwork, depression, physical and mental adaptation, and assist colleagues to deal with and face problems, so as to create a healthy working environment. Promote physical and mental well being.

Talent Cultivation and Development

Training and Industry-Academia Collaboration

To keep pace with rapid industry changes and cultivate employees’ ongoing professional and language skills, ECOVE proactively promotes diverse education and training policies, demonstrating our commitment to and support for employee growth. Each employee is entitled to one fully subsidized TOEIC exam during their employment, as well as subsidies for foreign language courses to encourage continuous improvement in language proficiency. If business needs require participation in short-term professional training or in-service graduate studies (domestic or overseas), the company will cover all associated costs, including tuition, materials, and travel expenses, ensuring employees' peace of mind during upskilling.

Based on business attributes and professional requirements, ECOVE has developed the "Employee Continuing Education Management Guidelines," which guide annual training plans and ensure training effectiveness through performance reviews. To enhance global competitiveness, the company encourages employees to pursue foreign language certifications (e.g., English, Japanese, German, Arabic), offering subsidies, online learning resources, book loans, and discounts on tutoring courses to create a supportive learning environment.

To strengthen employees' professional skills and support cultural integration, new staff are required to take core courses such as green energy, carbon neutrality, carbon cycle basics, information security, and sustainability. This helps accelerate alignment with company values. Each year, all employees complete training in ethics, sexual harassment prevention, data protection, trade secret and IP protection, phishing awareness, and workplace safety, enhancing risk awareness and professional standards.

For managers, a three-level leadership program covers basic, general, and advanced strategy training, progressively developing practical management and innovation skills to prepare leaders for diverse challenges. For retirees, a reemployment system supports knowledge transfer and talent retention, helping staff transition to new roles while preserving valuable expertise and reducing skill gaps within the company.

Fostering the Next Generation of Professionals through Industry-Academia Collaboration

To build on previous cooperation programs and meet the company’s growth needs, ECOVE continued to deepen collaboration with relevant academic departments in 2024. This included campus recruitment events, company information sessions, and internship programs that fostered resource sharing and talent development. ECOVE participated in 13 campus recruitment events at universities across Taiwan and held company information sessions at Yunlin University of Science and Technology and National Formosa University. Internship collaborations involved six universities, resulting in 14 interns, one of whom became a full-time employee after graduation. These efforts demonstrate ECOVE’s commitment to talent cultivation.

Through long-term industry-academia cooperation and professional training, ECOVE not only nurtures technical professionals but also strengthens links between industry and academia, driving talent development in the incineration sector and opening the door to a forward-looking future

Performance Appraisal

To thoroughly assess each employee’s annual performance and potential, ECOVE has developed a unique evaluation system based on objective management and performance management principles. Performance appraisals are linked to salary adjustments and bonuses to incentivize employees. Except for consultants, interns, employees on leave for more than nine months, and new hires joining after the start of the appraisal period, all employees are included in the annual appraisal.

Performance Management System

• Applicable To: All employees
• How It Operates:
  • Objective Management
    • Departmental goals are cascaded down to individual goals at the beginning of each year, derived from corporate strategies, department objectives, key supervisor tasks, and individual KPIs. During the year, supervisors regularly review progress to ensure both continuous performance improvement and achievement of business objectives.
  • Multi-Dimensional Performance Evaluation
    • Two scoring dimensions are used:
      • Score A:Supervisors assess whether employees demonstrate the key competencies for their current position or potential for higher roles, as well as alignment with corporate values (linked to salary adjustments).
      • Score B: Based on personal goal achievement, execution, work attitude, contribution, and communication (linked to annual bonus).

Team-Based Evaluation

Goals are set at the department level and aligned with company strategy. Supervisors and employees work together to achieve these goals, and all evaluations are balanced and confirmed by subsidiary GMs.

Agile Performance Dialogue

Employees and supervisors set annual goals at the start of the year, regularly track progress, conduct monthly feedback meetings, and review achievements at year-end, with improvement suggestions and goal-setting for the next stage.

Implementation Details

• KPI is set at the beginning of the year.
• Mid-year review and discussion.
• Year-end performance evaluation.
• Annual performance appraisal meeting.

 Confirm the bottom-performing employees and arrange a 3-month Performance Improvement Plan (PIP), with monthly reviews, extendable up to 6 months.
In recent years, bottom-performer elimination has been strictly implemented. The elimination rate has been reduced from 5% to 3%.

Internal Mobility and Promotion

To strengthen talent development and maximize the use of human resources, ECOVE has established mechanisms for internal job rotations. Employees can apply for internal transfers based on their career plans, providing opportunities for diverse experience and stimulating innovation. In 2024, the internal job vacancy fill rate was 100%.

Learning Platform: CTCI University

The CTCI University digital platform offers employees a borderless learning experience, combining TOEIC courses and YouTube resources to transform professional knowledge into efficient learning content and support career growth. Modeled after a university system, CTCI University is organized into six colleges, each providing targeted professional training for different career tracks. Employees are assigned to 
departments and tailored annual training plans are created to support continuous learning at every career stage.

In 2024, ECOVE Group implemented a diverse range of training programs—including online learning, in-person sessions, and external courses—accumulating a total of 49,755.38 training hours. These programs covered areas such as incinerator operations, occupational safety and health, personal health management, general education, and management, thereby effectively enhancing employees’ professional competencies and safety awareness. The annual training expenditure reached approximately NT$2.31 million, demonstrating the company’s commitment to employee growth and laying a solid foundation of talent to support sustainable development.

ECOVE Elite Talent Development Outcomes

ESG for all employees

ECOVE integrates corporate culture with sustainable development, promoting internalization activities to embed ESG concepts into daily operations and realize the vision of full employee participation in sustainability. Through ongoing, soft communication—such as bulletin board announcements, group sharing, and team advocacy—ECOVE ensures that every employee receives information about ESG topics and carbon reduction results. Various activities increase employee awareness of ESG, encourage team participation, strengthen corporate culture, and enhance team cohesion, making sustainability an integral part of the company's daily operations.

ECOVE actively fulfills its corporate social responsibility by integrating sustainability topics into its corporate culture. Through a series of internalization activities, the company enhances employees’ awareness and engagement with ESG issues, fosters a sense of identification, and encourages proactive participation in daily operations, thereby amplifying its sustainability impact.

As the first step in promoting “ESG for all employees,” ECOVE has incorporated ESG topics into its meeting procedures. For all internal meetings with more than five participants, the meeting must begin with an “ESG Moment” to broaden employees’ perspectives beyond their immediate responsibilities, encouraging greater attention to sustainability and environmental protection issues.

The Sustainability Microfilm and ESG Award are initiatives organized by the CTCI Group to encourage employees to submit proposals themed around climate action—including net-zero EPC, circular economy, biodiversity, and social impact topics such as talent development, diversity, equity, and inclusion (DEI), and social engagement.

Upholding the spirit of “ESG for all employees,” ECOVE employees actively participated in these initiatives in 2024. In the Sustainability Microfilm competition, the entry “Spreading Love for Sustainability Together” received an Excellence Award. In the ESG Award for Sustainable Excellence and Impact, ECOVE colleagues won in both the climate action and social impact categories, with projects focused on biodiversity—namely, “Purple Butterflies Reflected Because of You” and “Flourishing Ecology—Biodiversity LINE Stickers.”