CPC has been recognized for its relentless pursuit to creating a quality work environment and was ranked among the top 20 “Best Employers 2019” - “Chemical and Petrochemical Category” in an online vote organized by 1111 Job Bank According to the survey, corporate policies (compensation, promotion and welfare) and interpersonal relationship (workplace atmosphere and colleague engagement) were the keys to CPC's accomplishment.
CPC was awarded the honor not only for its long-term commitment to building an ideal work environment, but also for rewarding employees based on corporate performance and employees' individual contribution and performance. Clinics, canteens, sports facilities and childcare services have been arranged at multiple departments, and an employee welfare committee is available to address welfare issues, organize recreational and entertainment activities, and arrange group insurance and children's scholarship for the protection of employees' work-life quality. Employees averaged 39.6 years of service upon retirement in 2019, which is representative of CPC's commitment and accomplishment in creating a friendly workplace. In the future, CPC will continue creating a friendly, safe, stable, fair and trusted workplace that appeals to all job seekers.
CPC has established well-defined employment policies in accordance with Regulations on Recruitment for Subordinates of Ministry of Economic Affairs to open, equal and fair recruitment, and has never hired child labor. In addition, to provide vulnerable groups with more job opportunities, we give extra credits to people with disabilities and indigenous peoples. Based on the principle of equal pay for equal work, we ensure equal remuneration for employees regardless of race, belief, religion, political party, place of origin, place of birth, gender, sexual orientation, marriage, appearance, physical and mental disabilities, or past union membership. We also ensure the freedom of association of employees and encourage them to join clubs. As we also conduct business with suppliers and contractors abiding by the above principles, no report regarding gender discrimination or racism has been reported over the years. During the year, there was no human right violation or discrimination case for newly hired employees. Nor is there any human rights impact on our company operation. In 2019, there was no report on violation of human rights, non-compliance with non-discrimination, or impact on business activities as a result of human rights.
CPC has established the “Occupational Health and Safety Committee” to implement work safety, accident prevention, workplace improvement, and employee health maintenance. The committee has 26 seats, including the president as the committee chair and 25 representatives from different units as members. 9 seats (35%) are allocated to workers' representatives, which is more favorable than what the laws require. The Occupational Health and Safety Committee convenes 4 meetings each year; worker representatives raised 12 proposals in 2019, which accounted for 92.3% of all discussions. All issues discussed were highly relevant to the workplace and employees' interest; from additional manpower, equipment installation and improvement, uniform material, employee training, skill certification to adjustment of performance evaluation standards, all requests were taken seriously by committee members and relevant departments were assigned to address the issues raised.
We have established the “Principles for the Investigation and Management of Industrial Safety Accidents” to define the reporting process, investigation, report writing, statistics production, and follow-up of accidents. We have also designed the online “Hazards and Emergency Report Form” on the intranet to timely capture the actuality of accidents occurred in all units.
Apart from building a friendly work environment, we release a range of bonuses based on the overall performance of business units and the contribution and performance of individual employees. We also contribute the welfare fund according to the “Employee Welfare Fund Act” and co-establish EWC with Taiwan Petroleum Workers' Union (TPWU) to organize various types of welfare business and recreational activities. The above measures apply to all full-time and contract employees of CPC. To promote employee welfare, we establish branch committees in different locations. In addition to the mandatory National Health Insurance, Government Employee and School Staff Insurance, and Labor Insurance, we purchase additional group insurance, overseas travel insurance (business trips), and accident insurance for employees. We also provide employees with injury, disability, and death condolence funds to protect the work and life security of employees.
We support employees to take parental leave and process applications according to the Act for Gender Equality in Employment. CPC had a total of 69 employees on extended unpaid parental leave in 2019, of which 23 were male and 46 were female. Return to work rate for employees on extended unpaid parental leave was 100% for males and females, whereas retention rate of employees returning from extended unpaid parental was 100% for males and females.
Note: Includes employees who had applied for maternity leave or paternity leave in 2019
CPC has implemented a robust training framework that aims to equip the workforce with the proper knowledge and skills. Meanwhile, a rational promotion system is available to ensure that employees are selected, trained and recruited to support CPC's growth. We survey and research the professional competencies of individual core, professional duty for the reference of internal promotion and job rotation and recruitment interviews, in order to select personnel with qualified work attitude and concepts. Furthermore, management associate training and on-job management training are arranged for managers and staff of all grades to enhance management capacity. In addition, we encourage employees to take national skill qualification tests, facilitate employees to acquire licenses and certifications in relation to health, safety, and environmental protection (HSE). We have also established directions for further education to encourage employees to engage in lifelong learning, second specialty training, further education after work (in-house and outsourced), foreign language education, and job transfer training. The 2019 training expense amounted to about NT$130 million, and we organized 3,799 training classes with 117,681 participants.
Workforce
Type
Training
CPC has established a Human Resource Training Center that organizes seminars and training classes to support CPC's business development and national growth. The department trains employees on a wide range of expertise from refinery, excavation, engineering, marketing, administration to environment safety, and offers vertical advancement (entry-level, mid-level and advanced level) as well as horizontal advancement (across different fields of expertise) paths to help employees develop the skills needed for their career. Since the new building was commissioned in 2014, number of classes have increased significantly from 334 in 2014 to 591 in 2019, whereas class enrollments have also grown from 13,450 in 2014 to 26,881 in 2019. CPC reached a new milestone in August 2019 when it held its 10,000th class.
In order to grow, train, and promote talents in line with the organization's needs, we have developed a comprehensive management talent development framework that introduces an integrated approach on personnel selection, training and assignment. Management associate classes are organized for talents of different grades.
Classes organized in 2019 by the Department of Administration, CPC University, and participants are summarized below: 1. Senior management reserve: 2 classes; 60 participants; approximately 111 hours per class 2. Professional managers: 3 classes; 106 participants; approximately 76 hours per class 3. Management associates: 5 classes; 175 participants; approximately 58 hours per class 4. Entry-level management reserve (production management): 4 classes; 188 participants; approximately 25 hours per class 5. Entry-level management reserve (service and marketing): 3 classes; 106 participants; approximately 27 hours per class 6. Professional training for assistants: 1 class; 39 participants; approximately 22 hours per class 7. New recruits: 2 classes; 331 participants; approximately 57 hours per class
E Library was created in 2018 as enforcement to CPC's policy of helping employees learning. Knowledge and experience of senior employees are taught through pre-recorded classes and retained in the form of digital materials, thereby enabling accumulation and transfer of knowledge and experience within CPC.
“CPC Seminar” is an education program introduced by CPC's Human Resource Training Center in 2018; since then, the program has continually expanded and improved in terms of target audience, purpose and execution.