Simon Chen

Chairman and CEO of ADATA Technology Co., Ltd

Shalley Chen

President of ADATA Technology Co., Ltd

LAI,JIA-HUI

Bow-Da Investment Co.,Ltd Representative/Director of Procurement, ADATA Technology

Chiang, Shu-Ching

Bow-Da Investment Co.,Ltd Representative

Director The term of office：2023/6/2~2026/6/1

Li, Tsung-Jung

Chairman, HON-SIANG Investment CO., LTD

Chen, Tzu-Chang

Chairperson, J-Garden Co., Ltd.

Hu, Yao-Jen

Chairman, Well Hand Electronics Co., Ltd.

Hu, Bai-Sha

Chairperson and President, United Alloy-Tech Company

Hu, Gin-Ing

Vice President, BeneLife Management Ltd.

Independent Director

Board Diversity

The composition of the Company's Board of Directors takes into consideration the operation, business model and developmental needs of the Company, and aims at diversity. We seek suitable candidates for the Board members using diverse criteria of gender, age, professional knowledge and skills, and industrial experience. We adopt the candidate nomination system as required by the Company's Articles of Association, and the directors are elected by the Shareholder's Meeting.
The Company regularly develops director training plans based on the Company's size, business, future strategic development, and the professional knowledge required by the directors. The Remuneration Committee establishes and regularly reviews the policies, systems, standards, and structure of director performance assessment and remuneration, and annually implements performance assessments in accordance with the Regulations Governing Board Performance Evaluation. Assessment results also serve as a basis for future election or nomination of directors and individual director remuneration.
Regarding the succession planning for the Board of Directors, the Company has cultivated senior managers to join the Board of Directors. The managers are well-versed in the operations of the Board of Directors and the business of the units in the Group. Job rotations are implemented to deepen their industry experience.

Board member successor planning

Regarding the succession of key managerial staff, successors must be competent in strategic planning and managerial integration, and shall transmit the Company's business philosophy and management experience. Each managerial position has specific duties and designated deputies. Through professional courses, assignment and promotion of important projects and tasks, experience and rotational appointment in various professional fields, expansion of the scope of management, and participation in the Company's business policy formulation, we develop future leaders who are competent in strategic planning, decision making, and team leadership and possess a caring personality, among whom we explore potential successor candidates to facilitate managerial staff succession planning.&nbsp;
The Remuneration Committee establishes and regularly review the policies, systems, standards, and structures for the performance assessment and remuneration of managerial officers, and regularly assess their progress of toward their performance targets to set the contents and amounts of individual compensation packages and evaluate their successor candidates.

(Global)