Inclusive Society

Talent Attraction and Retention

Compensation Plan

Salary to Compensation

SKS’s personnel system (e.g., salary, benefits, evaluation, promotion, rewards and punishments, training, job assignment, and contract termination) is free from differential treatment regardless of race, color, nationality, class, language, ideology, religion, party affiliation, ancestry, place of birth, gender, sexual orientation, age, marital status, pregnancy, appearance, facial features, physical and mental disabilities, or previous status as a labor representative.

In terms of the promotion system, the median salary as well as salary cap and floor are set for each position rank in accordance with their market value and SKS’s compensation policy, with an aim to maintain reasonableness and fairness of the employee salary structure, thereby motivating them to improve their performance. The salary level of the same position does not differ regardless of gender, instead, is based on academic background, work experience and seniority. For junior staff, the ratio of starting salary to the statutory minimum salary for male to female is 1:1.

SKS has always attached great importance to employee welfare measures. In accordance with the Employee Welfare Fund Act, we have established an Employee Benefit Committee to offer various welfare measures and incentive bonuses such as variable bonuses, year-end bonus, performance bonus, excellent performance bonus, and employee compensation. SKS also offers incentive bonuses to its employees when they catch thieves to protect the property of our customers. Besides, dispatch personnel are also rewarded with apprehension bonus when they apprehend thieves in order to ensure the safety of client property.