6.3 Reasonable Salary and Benefits System
Our hospital continuously develops a competitive salary and benefits system that embodies fairness and transparency to attract and retain outstanding medical and professional talent. Guided by the core principles of “reasonable compensation, performance orientation, and employee care,” we implement sustainable human resource management strategies. In designing the compensation system, our hospital adheres to relevant laws and military payment regulations to establish a systematic salary structure and performance evaluation mechanism. This approach ensures consistency, fairness, and comparability in salary determination across various job categories while considering professional contributions, responsibility levels, and service performance to enhance both internal equity and external competitiveness.
Regarding the performance and reward system
Our hospital continuously optimizes performance evaluation indicators to better align with various aspects, including clinical quality, patient safety, service efficiency, and teamwork. This approach guides the organization toward delivering high-quality medical services. In 2025, the average bonus for attending physicians reached NT$268,186, reflecting an upward trend compared to the previous year. This demonstrates the hospital’s effective integration of professional input and service outcomes through a performance-oriented reward system, which also enhances medical professionals’ work engagement, retention, and organizational identification.
Regarding Salary Fairness
Our hospital remains committed to gender equality and the fairness of the compensation system, ensuring that salary payments across all job categories adhere to principles of equity. According to 2025 statistical data, the basic salary ratio between male and female staff in administrative, nursing, and medical technician roles is 1:1, demonstrating that the hospital has implemented equal pay for equal work and upheld gender equality principles within the basic salary system, with no institutional salary disparities based on gender.
Regarding the overall salary analysis of physicians
In 2025, the annual salary ratio between female and male physicians was 1:2.07. This disparity primarily reflects differences in job ranks, years of service, specialty distribution, management position assignments, and the manpower structure within the military medical system. Since higher-level executive positions, certain specialties, and senior physician roles typically command higher salaries—and these positions are predominantly held by male physicians—this influences the overall average salary statistics. These differences represent the current manpower structure and job assignments rather than institutional salary discrimination based on gender. Physicians with the same rank, position, and salary conditions receive compensation according to consistent salary standards and associated benefits.
Our hospital will continue to uphold the principle of fair compensation by regularly reviewing the salary system and manpower structure. We will enhance development opportunities and promotion pathways for diverse talents through talent cultivation, career development, and leadership training programs. We remain committed to fostering a diverse, equitable, and inclusive workplace environment to strengthen the foundation for sustainable organizational growth.
Summary Table of Total Annual Salaries by Category at Our Hospital
| Salary Proportion by Category | Number of People | Total Annual Salary (Yuan) | Salary Ratio | |||
|---|---|---|---|---|---|---|
| Female | Male | Female | Male | Female | Male | |
| Medical Staff | 10 | 134 | 16,877,204 | 469,222,692 | 1 | 2.07 |
| Nursing Staff | 312 | 24 | 263,390,105 | 19,775,421 | 1 | 0.98 |
| Medical Affairs Staff | 100 | 49 | 75,181,113 | 47,723,264 | 1 | 1.29 |
| Administrative Staff | 120 | 74 | 88,718,002 | 72,375,482 | 1 | 1.32 |
Note:
- The salary ratio of females to males (annual salary ratio) is calculated as the average annual salary of females in the category divided by the average annual salary of males in the category.
- The total annual salary includes the base salary, year-end bonus, and medical duty subsidies, excluding night shift pay and overtime pay.
- Excluding 7 physicians (due to military service) and hourly workers—including 20 nurses, 1 medical staff member, and 35 administrative staff—totaling 63 personnel.
The basic salary statistics for our hospital are presented in the table below:
| Salary Proportion by Category | Basic Salary (Yuan) | Salary Proportion | ||
|---|---|---|---|---|
| Female | Male | Female | Male | |
| Medical Staff | 46,770 | 46,770 | 1 | 1 |
| Nursing Staff | 41,640 | 41,640 | 1 | 1 |
| Medical Technicians | 41,640 | 41,640 | 1 | 1 |
| Administrative Staff | 33,720 | 33,720 | 1 | 1 |
Note: 1. The salary ratio of females to males (annual salary ratio) is calculated as the average annual salary of females in the category divided by the average annual salary of males in the category.
Regarding the Employee Welfare System
Our hospital embraces the concept of holistic care, recognizing employee health and well-being as essential foundations for sustainable human capital management. We consistently promote health initiatives and preventive healthcare measures, aiming to create a safe, healthy, and supportive work environment that enhances employees’ physical and mental well-being, as well as their job satisfaction.
Regarding Health Management
Our hospital offers an employee health examination program that exceeds regulatory requirements, with the hospital fully subsidizing the costs to ensure all employees can regularly monitor their health. The examination items are tailored and scheduled based on employees’ age and health risks. In addition to general health check-ups, advanced screening is provided for employees aged 40 and above and 45 and above, including low-dose computed tomography (LDCT) of the lungs, to enhance early disease detection and health risk assessment. This approach embodies the principles of preventive medicine and health promotion, reduces the risk of major diseases, and helps maintain employees’ health and work capacity.
Comprehensive Employee Care System
In addition to healthcare measures, our hospital has established a comprehensive employee care system. For employees who are hospitalized due to illness or injured on duty during their employment, condolence payments and support measures are provided to offer practical assistance and show concern for both employees and their families. This approach helps colleagues receive treatment and recover with peace of mind, while also enhancing employees’ sense of belonging and their recognition of the organization.
In 2025, five hospital employees were hospitalized due to illness, and 21 employees sustained injuries while on duty. All related cases received appropriate assistance and condolences in accordance with the hospital’s care protocols. Moving forward, our hospital will continue to enhance employee health promotion and care initiatives, strengthen health management, occupational safety, and employee support systems, and foster a workplace environment that integrates health, safety, and well-being. We are committed to implementing a people-centered philosophy of sustainable development.
The statistics on the number of employees receiving condolences and the items distributed in 2025 are shown in the table below:
| Month | Injured on duty | Admitted to this hospital due to illness | ||
|---|---|---|---|---|
| Number of people | Amount (Yuan) | Number of people | Amount (Yuan) | |
| January | 2 | 1,000 | 0 | 0 |
| February | 3 | 1,500 | 2 | 1,000 |
| March | 1 | 500 | 0 | 0 |
| April | 2 | 1,000 | 0 | 0 |
| May | 3 | 1,500 | 1 | 500 |
| June | 3 | 3,000 | 0 | 0 |
| July | 1 | 1,000 | 0 | 0 |
| August | 1 | 2,000 | 0 | 0 |
| September | 1 | 1,000 | 1 | 1,000 |
| October | 0 | 0 | 0 | 0 |
| November | 2 | 2,000 | 1 | 1,000 |
| December | 2 | 2,000 | 0 | 0 |
| Annual Statistics | 21 | 16,500 | 5 | 3,500 |
Note: Starting in June 2025, the condolence payment amount will be increased from 500 yuan to 1,000 yuan.
In addition to providing a health examination system that exceeds regulatory requirements, our hospital has established a comprehensive follow-up and health management mechanism for health check results. Through preventive medicine and health risk management measures, we continuously safeguard employees’ physical and mental well-being and foster a healthy, supportive workplace environment. For employees whose health check results fall under Level 2 or Level 3 management, our hospital’s dedicated unit initiates subsequent health management procedures, offering individualized health follow-up, medical consultations, appointment scheduling, and healthcare services. Utilizing a case management system, we continuously monitor employees’ health status and progress, assisting high-risk individuals in receiving early medical intervention and professional care, thereby minimizing the impact of health risks on both individuals and workplace productivity.
The 2025 statistical results indicate that the follow-up visit rate for employees classified as Level 2 and Level 3 management reached 100%, demonstrating that our hospital has established a comprehensive and effective health follow-up management system. This ensures that high-risk employees receive timely, thorough, and continuous medical support and healthcare, embodying the health management principle that prevention is better than cure.
Diverse Employee Benefits and Health Promotion Programs
In addition to health management measures, our hospital continues to promote a diverse range of employee benefits and health promotion programs. These include health promotion activities, psychological health support resources, flexible scheduling and working hours tailored to various job categories, as well as family-friendly initiatives. Through an integrated benefits system design, we enhance employees’ physical and mental well-being, job satisfaction, and work-life balance, fostering a supportive and caring workplace culture. Regarding health promotion, our hospital regularly organizes activities and educational campaigns on topics such as chronic disease prevention, healthy eating, exercise promotion, mental health, and stress management. We encourage employees to adopt autonomous health management practices and healthy lifestyles, aiming to reduce chronic diseases and occupational health risks at their source, thereby improving overall health and work efficiency. Reason: The revision improves clarity and readability by breaking up long sentences, refining vocabulary, and ensuring consistent terminology. It also corrects minor grammatical issues and enhances the flow of ideas for better comprehension.
Overall, our hospital considers employee health and welfare to be a fundamental pillar of sustainable development. By integrating health examinations, follow-up care, disease prevention, psychological support, and diverse welfare initiatives, we continuously foster a work environment that prioritizes health, safety, and well-being. Moving forward, our hospital will further enhance the employee health management system, strengthen mechanisms for health risk prevention and care, improve employee welfare and organizational resilience, and cultivate a people-centered, sustainable medical workplace. Our goal is to achieve mutual prosperity for employees, the organization, and society.
The following is a list of the diverse employee benefits offered by our hospital:
| Item Number | Description of Diversified Welfare Items |
|---|---|
| 1 | Exclusive discounts for contracted merchants. |
| 2 | Birthday gift voucher worth 200 NTD. |
| 3 | Hospitalization condolence money for employees. |
| 4 | All hospital staff can apply for leave subsidies during their vacation; 1,600 NTD can be applied for per day, up to a maximum of 10 days totaling 16,000 NTD. |
| 5 | Bonuses are awarded to employees based on hospital operational performance and the “Medical Duty Bonus Issuance Regulations.” |
| 6 | Military personnel pursuing further education during off-duty hours can receive a subsidy of up to 20,000 NTD per semester. |
| 7 | Various departments such as the Environmental Protection Office, Occupational Safety Office, and Mental Health Center organize diverse workplace happiness lectures or hands-on courses. |
| 8 | Provide employees with free health check-ups, flu vaccinations, health lectures, and more. |
| 9 | Free parking is provided for all employees in the staff parking lot. |
| 10 | Night shift employees are provided with free parking in the public parking lot. |
| 11 | Free employee dormitories. |
Our hospital’s 2025 Employee Voluntary Health Check-up Management Statistics:
| Category | Number of People | Number of Follow-up Visits | Follow-up Rate |
|---|---|---|---|
| Level 3 Management (High Risk / Immediate Treatment) | 85 | 85 | 100% |
| Level 2 Management (Abnormal / Outpatient Follow-up) | 317 | 308 | 100% |
| Level 1 Management (Normal / Regular Follow-up) | 120 | Self-Management | Self-Management |
| Total number of people | 522 | – | – |
Overall, our hospital continuously enhances its capabilities in talent attraction, retention, and development through institutionalized compensation management mechanisms, performance-based reward systems, and diversified employee welfare policies. We prioritize employee health and well-being as a core component of human capital management, gradually cultivating a sustainable workplace environment that balances fairness, competitiveness, and a culture of care. By providing reasonable compensation, comprehensive benefits, and career development support, we not only strengthen employees’ sense of identification and cohesion with the organization but also improve the quality of medical services and the organization’s overall competitiveness.
Our hospital’s approach to employee care is grounded in health promotion and preventive medicine. We integrate health check-ups, health tracking management, psychological support resources, and family-friendly initiatives. We continuously enhance our employee care mechanisms to help colleagues maintain good physical and mental health, fostering a safe, healthy, and supportive work environment that reflects a people-centered management philosophy.
Looking ahead, our hospital will continue to refine the compensation management system and performance evaluation mechanisms, enhancing fairness, rationality, and incentive effects across various job categories, levels, and professional fields. This will enable the compensation system to more effectively align organizational goals with individual performance and professional contributions. Simultaneously, we will further advance health management and preventive medicine strategies by integrating digital technologies and health management tools to promote data-driven health risk analysis, tiered health management, and personalized health promotion programs, thereby improving the precision and effectiveness of healthcare measures.
In the future, our hospital will continue to advance toward the goal of creating a “healthy workplace, happy employees, and a sustainable organization” by transforming employee welfare systems from traditional passive care to proactive health promotion and comprehensive health management models. By integrating talent development, healthcare, and a supportive workplace culture, we aim to establish a sustainable medical work environment that fosters professional growth, physical and mental well-being, and organizational resilience—realizing a vision of mutual prosperity for employee welfare and the hospital’s long-term development.