1.2 Overview of Employees and Workers

As of December 31, 2025, the human resource structure of National Military Taichung General Hospital remains stable, with a total of 886 employees, comprising 298 males and 588 females. This indicates that the hospital’s workforce is predominantly female, consistent with the characteristics of the medical industry, where nursing and medical care heavily rely on female professionals. All formal employees are full-time staff employed under indefinite contracts. In cases such as parental leave, when employees take unpaid leave, temporary contracts are used to appoint substitute personnel. This staffing model helps maintain organizational stability, ensures continuity of medical services, and upholds consistent care quality, reflecting the hospital’s emphasis on long-term professional commitment and institutionalized management in delivering medical services.

Regarding human resource governance

The hospital is part of the Ministry of National Defense’s military medical system and exhibits the organizational characteristics of a public-sector medical institution. It operates in accordance with relevant personnel laws and military medical system management regulations; therefore, no applicable collective bargaining agreements exist. However, the hospital maintains two-way communication channels through internal communication mechanisms, cross-level meeting systems, and employee feedback systems to ensure a balance between employee rights, the work environment, and organizational operational efficiency. Additionally, it continuously enhances internal governance transparency and management resilience.

Regarding the composition of the workforce

The hospital categorizes staff into four major groups based on function: physicians (including dentists and traditional Chinese medicine doctors), nursing staff, medical technical personnel, and medical administrative (clerical) personnel. The distribution is as follows: there are 151 physicians (140 males and 11 females), indicating a higher proportion of males in this category; nursing staff constitute the largest workforce group with 356 individuals (25 males and 331 females), reflecting the predominantly female nature of the nursing profession; medical technical personnel total 150 (49 males and 101 females), responsible for clinical medical operations; and administrative personnel number 229 (84 males and 145 females), handling essential functions such as medical administrative support, logistics management, and operational coordination.

Overall.

Our hospital’s staffing structure reflects a typical healthcare organization centered on nursing and medical technical personnel. Through the collaborative efforts of physicians, medical technicians, and administrative support staff, we have established a comprehensive and resilient medical service system. Regarding gender distribution, female employees constitute more than 70% of the total workforce, primarily concentrated in nursing and certain medical technical roles. This highlights the hospital’s characteristic reliance on female professionals in medical care and mirrors the longstanding gender composition trends within the healthcare industry.

In addition, our hospital places significant emphasis on the management and protection of labor conditions for informal staff. As of the end of 2025, the hospital employs non-employee workers, including 36 outsourced cleaning personnel, 11 security staff, 11 air conditioning and electrical maintenance technicians, and 12 kitchen workers. These individuals are responsible for campus environment maintenance, security management, and basic logistical support. Although they are not part of the hospital’s formal workforce, the quality of their services is closely linked to the hospital’s overall operational safety and patient care environment. Therefore, the hospital ensures their working conditions comply with relevant regulations through contract management systems and vendor audit mechanisms, thereby maintaining the safety and professionalism of the medical environment.

Regarding manpower development and sustainable management strategies, our hospital continuously promotes talent cultivation systems and professional competency enhancement programs. Through on-the-job training, interdisciplinary learning mechanisms, and clinical practice, we improve employees’ professional skills and clinical response capabilities. Additionally, we design tiered training frameworks tailored to the needs of different job categories to ensure consistent improvement in medical service quality and strengthen the organization’s overall knowledge management capacity.

Our hospital’s workforce primarily consists of long-term regular staff who serve as the core personnel for medical services and administrative operations. Additionally, based on actual business needs and manpower scheduling plans, we strategically employ fixed-term contract staff to fill staffing gaps, thereby maintaining operational efficiency and ensuring the stability of medical services. This approach results in a relatively stable overall workforce turnover rate, which fosters long-term doctor-patient relationships and strong team collaboration, while minimizing the risk of service disruptions caused by personnel changes. Furthermore, this staffing model enhances the hospital’s responsiveness and organizational resilience during major public health events and emergency medical situations.

In summary, our hospital’s manpower resource allocation effectively balances professional specialization, gender equity, and organizational stability. Through institutionalized management and continuous talent development, we are progressively building a medical team characterized by high resilience, professionalism, and integrative capabilities. Within the framework of sustainable development, human capital serves not only as the core foundation of medical services but also as a key driver for enhancing medical quality, fulfilling social responsibility, and ensuring long-term organizational growth. Moving forward, our hospital will continue to optimize manpower structure and management systems, strengthen cross-disciplinary collaboration, and enhance employee welfare and career development support to meet the evolving demands of the rapidly changing medical environment and sustainable governance.

Our hospital’s manpower resource allocation is as follows:

Employee Category	Total	Male	Female
Physicians	151	140	11
Nursing Staff	356	25	331
Medical Technicians	150	49	101
Administrative Staff	229	84	145
Total	886	298	588