Remuneration Policies
According to the Primax Remuneration Committee Organizational Charter, the Board has established a Remuneration Committee whose members do not hold any positions within the Company. The Committee is responsible for reviewing the remuneration policies, systems, standards, and structures for directors, senior executives, and managers, as well as approving performance targets and evaluating results.
Board remuneration consists of directors' compensation and fees. In accordance with the Company's Articles of Incorporation, if profits are recorded, up to 2% may be allocated as directors' compensation. This allocation is determined by the Remuneration Committee, approved by the Board, and reported to the Shareholders' Meeting. The Company considers operational performance, individual contributions to performance, and the results of Board performance evaluations to ensure reasonable compensation. The Chairman's remuneration is proposed by the Human Resources Department based on the competitive landscape, operational risks, internal policies, and incentive plans. The proposal is reviewed by the Remuneration Committee and submitted to the Board for approval. All performance evaluations and compensation arrangements are reviewed by the Remuneration Committee and the Board, and the remuneration framework is adjusted as necessary to reflect operational conditions and regulatory requirements.
Director Training and Development
To enhance the competencies of Board of Directors members, the company arranges Ad Hoc training programs based on the "Primax Corporate Governance Best Practices," "the Directions for the Implementation of Continuing Education for Directors and Supervisors of TWSE Listed and TPEx Listed Companies," and regulatory guidelines. These programs encourage members to stay informed about the developments in economic, environmental, and social regulations, both domestically and internationally. This includes training in areas such as finance, Risk Management, business operations, commerce, accounting, Legal, corporate governance, ethics, and corporate social responsibility, to maintain their core values, professional advantages, and capabilities. In 2025, all directors participated in training, accumulating a total of 90 hours, all in compliance with the "Directions for the Implementation of Continuing Education for Directors and Supervisors." The details of director training for the year 2025 are shown in the table below. For comprehensive information on director training, please refer to the Corporate Website under Board of Directors.
Board and Functional Committee Performance Evaluation
The company has established the "Rules for Performance Evaluation of the Board of Directors" and conducts an annual Board performance evaluation every December. Additionally, it commissions an external organization to conduct the Board performance evaluation at least every 3 years. The assessment covered overall Board performance, individual director performance, and the operations of the four functional committees, including the Audit Committee, the Remuneration Committee, the Nomination Committee, and the Sustainability and Risk Management Committee. The performance evaluation methods include internal self-evaluation by the Board, self-evaluation by individual Directors, and commissioning external professional organizations, experts, or adopting other appropriate methods. The most recent external Board performance evaluation was conducted in 2023 by the "Taiwan Investor Relations Institute" (abbreviated as TIRI) and the next external evaluation is scheduled to be completed in 2026.
The internal performance evaluation of the Board of Directors for the year 2025 was conducted in accordance with the aforementioned rules and was completed by the end of 2025. The evaluation was conducted by the Finance and Admin Dept. using questionnaires, and the results were reported to the Board of Directors on January 20, 2026. Results indicated that all evaluation criteria were rated between "Excellent" and "Outstanding," demonstrating a strong consensus among Board members regarding the soundness of the Board and each functional committee's governance systems and the effectiveness of their operations.
After evaluation, it was determined that the overall Board of Directors of Primax and individual director members possess objective independence and are gradually implementing gender equality policies. In addition, to maintain the Board of Directors' members and senior management's professionalism and experience, a succession plan for the Board members and key management positions has been established. The evaluated company has established an Audit Committee, Remuneration Committee, Nomination Committee, and Risk Management Committee to enhance supervisory functions and strengthen management capabilities. Overall evaluation results ranged from Agree to Strongly Agree (with evaluations divided into 5 levels, where a score of 1 means Strongly Disagree and a score of 5 means Strongly Agree). For detailed internal and external performance evaluation results, please refer to the Corporate
Website under Board of Directors.