Major-Power Technology Co., Ltd.

member	Name	Main academic experience
Convener and Chairman	Zeng Zhiping/Independent Director	Master, Institute of Physics, Tsinghua University Research Assistant, Chang Gung Memorial Medical College Associate Researcher, National Space Program Office Juyi Technology(shares)Director of the company's R&D Department
Committee member	Zhang Wenjun/Independent Director	PhD in Electrical Engineering from National Taiwan University Lecturer, Department of Electronic Engineering, Delin Institute of Technology Chairman of Taiwan Invention Intellectual Property Association (TIPPA) Vice President of World Invention Intellectual Property Alliance (WIIPA) Independent Director of Yitongzhan Technology Co., Ltd.
Committee member	Lin Yizhou/Independent Director	Stanford University MBA EWD Vice President of Finance of Hong Kong Antai Development Co., Ltd. Director of Financial M&A Department of Lite-On Technology General Manager of Tianli Venture Capital
Committee member	Huang Peihua/independent director	Master of Finance, National Yang-Ming Chiao Tung University Audit Department Manager, Anhou Jianye United Accounting Firm Audit by Qinye Zhongxin United Accounting Firm/Head of tax department

•Regularly review this procedure and propose corrections.
• Establish and regularly review the company's performance evaluation standards for directors and managers, annual and long-term performance targets, and salary and remuneration policies, systems, standards and structures, and disclose the content of the performance evaluation standards in the annual report.
•Regularly evaluate the achievement of performance targets of the company's directors and managers, and determine the content and amount of their individual salary remuneration based on the evaluation results obtained from the performance evaluation standards.
•When performing the functions and powers mentioned in the preceding paragraph, this committee shall comply with the following principles:

Ensure that the company's salary and remuneration arrangements comply with relevant laws and regulations and are sufficient to attract outstanding talents.
The performance evaluation and salary remuneration of directors and managers should refer to the general payment situation of peers, and take into account the results of individual performance evaluations, time invested, responsibilities assumed, achievement of personal goals, performance in other positions, the salary remuneration given to people in equivalent positions by the company in recent years, and the reasonableness of the relationship between individual performance and the company's operating performance and future risks based on the achievement of the company's short-term and long-term business goals, the company's financial status, etc.
Directors and managers should not be led to engage in behavior that exceeds the company's risk appetite in pursuit of salary remuneration.
The proportion of remuneration paid to directors and senior managers for short-term performance and the timing of partial variable salary remuneration payment should be determined by taking into account the characteristics of the industry and the nature of the company's business.
The content and amount of remuneration for directors and managers should be determined based on rationality. The determination of remuneration for directors and managers should not be significantly inconsistent with financial performance. If there is a significant decline in profits or long-term losses, the remuneration should not be higher than that of the previous year. If it is still higher than that of the previous year, a rationale should be disclosed in the annual report and reported to the shareholders' meeting.
Members of this committee are not allowed to participate in discussions and votes on their personal salary and remuneration decisions.

•The salary and remuneration referred to in the first two items include cash remuneration, stock options, dividends and stock subscriptions, retirement benefits or severance benefits, various allowances and other measures with substantial incentives; their scope should be consistent with the remuneration of directors and managers in the standards for matters that should be recorded in the annual reports of publicly listed companies.

•If the salary and remuneration matters of directors and managers of the company's subsidiaries are subject to approval by the company's board of directors according to the tiered responsibilities of the subsidiaries, the committee should first make recommendations and then be submitted to the board of directors for discussion.