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444.3.4 Succession Planning for Board Members and Key Management Personnel( %u4e00 ) Board Member Succession Planning%u2022 The appointment of board members of the company, unless otherwisestipulated by laws or regulations, shall be conducted in accordancewith the company%u2019s election regulations for directors and supervisors.Considering the overall composition and diversity of the board, andbased on performance evaluation results, adjustments to the membercomposition will be made as necessary. Additionally, in the successionplanning process, successors must meet the company's standards andpossess the ability to perform their duties effectively.%u2022 The company%u2019s key management team consists of board memberswho are trained to develop strategic capabilities and become familiarwith board operations. After evaluation, they are expected to bepotential candidates for future board succession.( %u4e8c )Key Management Personnel Succession Planning%u2022 -The succession plan for the company's key management personnelfocuses on talent pool development, identifying high-potentialemployees. The company has a comprehensive education and trainingsystem and promotion pathways in place, providing ongoingopportunities for improvement and development to meet futuresuccession needs for key management positions.%u2022 The company encourages employees to enhance their skills. Inaddition to internal training, employees are also allowed to participatein external training programs.%u2022 The company%u2019s management hierarchy is organized into differentlevels, with senior and middle managers in each department. Middlemanagers are trained to serve as potential successors for seniormanagement roles. Additionally, employee performance evaluationsare conducted every three months. Through regular observation andperformance review meetings, the company identifies areas forimprovement and understands employees' personal expectations. Theresults of these evaluations are used as a reference for successionplanning.4.4 Functional Committees and Operational MechanismsThe company has established a board performance evaluation policy approved by the board of directors. This evaluation is conducted at least annually and covers the board of directors, individual board members, the Compensation Committee, and the Audit Committee. The results, along with the directors' self-assessments, serve as a reference for the nomination of directors for reappointment. The performance evaluation results for 2022 were presented to the board of directors on March 9, 2023.4.4.1 Audit Committee OperationsThe current Audit Committee was established in 2022, with independent directors serving as committee members. The committee meets at least once per quarter to oversee the quality and integrity of the company%u2019s accounting, auditing, financial reporting, and financial controls, aiming to continuously enhance the efficiency of the board's operations and foster a robust corporate governance culture. The company's internal audit supervisor and external auditors attend the Audit Committee meetings to report on relevant issues and respond to inquiries from independent directors. Communication and discussions with independent directors occur as needed, through face-to-face meetings, phone calls, or emails. The annual work focus and operational status of the Audit Committee will be disclosed on the company%u2019s website and in the annual report.BBIOTEQUE CORPORATION2023 Sustainability Report