Succession Plan for Board of Director Members and Senior Management

Article 1: Tai Tung Communication Co., Ltd. (hereinafter referred to as the company), in order to maintain the professionalism and experience of board members and senior management, the company plans the succession for board members and senior management to follow.

Article 2: In order to establish a constructive board of directors improve the functions and strengthen the management mechanism of the board, the election of directors of the company adopts a candidate nomination system.

Article 3: The business philosophy of the company is based on honesty and solidity, and in order to achieve sustainable operation and ideal goal of corporate governance, the composition of the board members should be diversified to enhance the overall capabilities of the board of directors. It can combine different perspectives, experiences, knowledge and skills to assist the board to think from a macro perspective and provide appropriate recommendations to senior management and insights into the future development.

The board members should generally be required of knowledge, skills and literacy to perform their duties, and the handling unit should arrange the training for the board members to maintain their core values, professionalism and ability.

Article 4: When the company faces the resignation, retirement of senior management or changes due to unexpected situations, in order to make successors can perform the duties of original positions properly, including training the internal talent pool, the company also should consider recruiting the outstanding management talents.

Article 5: The handling unit arranges senior management members to participate in the appropriate internal and external trainings, regularly tracks the training situation of each management member and substitute, and checks if the job description is updated in time. After the end of the year, they should also collect training assessment forms of senior management substitutes and establish talent pool then report to the general manager in order to maintain healthy competition, improve strength and establish good succession plans and corporate inheritance of senior management.

Article 6: This succession plan will be implemented after the passed resolution of the board of directors, so does the amendment. The company currently has a total of 7 directors (including 2 independent directors), and the election adopts a candidate nomination system. The company may, pursuant to a resolution adopted by a majority vote of a meeting of the board of directors attended by two-thirds or more of all directors, to elect one of them as chairman. There are 2 female reigning directors; Board members all have rich professional knowledge and experience. The company also arranges suitable external training courses for board members to advance their studies, and board members can provide appropriate and good management advices. In succession plan, in addition to excellent work abilities, the successor must have views on values which are consistent with the company, and personality traits must include "integrity and solidity." The top supervisors of all departments are the important senior management, with a total of 10 people including the general manager's office, each of whom has completed job descriptions and substitution training plans; the management department reviews the actual operation situation every six months and reports the annual training results to the board of directors; currently, the general manager successor training program has been launched. The training content includes: leadership, planning ability, work performance, sense of responsibility, coordination and communication, coaching ability, morality, words and deeds, and cost awareness. It is expected to complete the general manager succession training program in 3 to 5 years.