TECO Human Resource
 
Compensations and benefits
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  TECO offers employees compensations somewhat above the median level in the market. There is no sex discrimination in determining starting pays for newcomers. The  company  embraces  merits-based  compensation system, including pay raise and the provision of variable bonuses and dividend sharing, on top of a complete system for job classification and ranking, which is applied impartially to  both  male  and  female  employees.  The  company conducts performance evaluation twice a year, as a basis for pay adjustment and job assistance. Compensations for  managerial  staffers  vary  quarterly,  in  line  with  the company's business performance. Various incentives are granted, as reward to staffers, hard work and fulfillment of responsibilities.
(1) Competitive compensation system: The company has  formulated  “measures  for  compensation management,” as the basis for pay setting and adjustment for employees. It also actively tracks the general payment level on the market and regularly reviews the company's compensation  policy,  to facilitate and retain talent. Subsidies are available for jobs with rigorous working environment and overtime works on holidays are entitled to pays higher than 1.5  times  regular  pays  as  stipulated  in  the  Labor Standards Law. The company also provides various bonuses to stimulate employee morale, in the aspects of business, R&D, patent, proposal, and passage of technical certification. Compensation system is tailored to the retention of talent and employees can share the company's business fruit in the form of year-end bonus and dividend sharing.

(2) Annual  performance-based  pay  adjustment:  When considering pay raise, the company takes into account general market level, living-cost index, and company's finance. Pay hike, if approved, takes effect on Jan. 1, every year and staffers, pay-hike scale varies according 
to individual performance. New comers with less than one year of service time would receive discounted pay raise proportionately. 

(3) Promotion and pay raise: Staffer receiving promotion according  to  the  company's  “measures for job promotion” would get corresponding pay raise, on the basis of the “measures for compensation management.” Statistics for pay differential, based on average pays for male and female staffers with different job ranking and nature, follow:

 

 
CSR commitment
On TECO's Sustainability Report
Teco Sustainability Commitment
Stakeholder issue and interests
Performance for Key Issuesof Concern to Stakeholders
Greenness & Energy Conservation
Development of green products
Green energy-conservation solutions
Development of new green energy businesses
Green supply chain
Sustainable Development
Operation performance
Sustainability concept and corporate core value
Corporate governance
Risk Management
Legal compliance
Earth Friendliness
Impact of the electric machinery industry on the environment
Environment-related achievements and performance
Green product life cycle
Customer Satisfaction
Products and norms
Premium quality management
Customer services
Customer satisfaction
Human Resource
Human-resources policy
Human-resources management
Communications channel
Career development
Compensations and benefits
Work-Life balance
Occupational health and safety
Social Contribution
Innovation Teco, technology and humanism jointly developed
Scientific education
Creativity education
Sustainable education for aboriginal tribes
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