Workplace reviews and discussion: 宸佳科技有限公司

1: Overtime pay is very easy to cheat out of the company

2: It is very easy to shift the blame—just find someone who is not good at speaking and dump the work on them

3: Senior management does not understand the equipment, so performance evaluations are graded randomly. Just flatter them and you can take the credit

The vice president does not act in the company’s interests, but only out of personal grudges, giving money to the people he personally wants to reward. Mingfang was the one who canceled the machine commissioning bonuses, and now the vice president wants to issue them again? Was the points system also the vice president’s idea for handing out money? In the end, team leaders, section chiefs, assistants, and assemblers all compete for it—who does it ultimately go to? Isn’t it obvious? At year-end, they bring up performance evaluations again. I asked how the scores for running customer service should be calculated. There was no follow-up and no result. The supervisor said they were reviewing all of us. And in the end? The people who stayed inside the plant ranked at the top in points and performance evaluations! Then they turn around and say my performance evaluation is low? They tell me I have poor cooperation with SMIC? I also asked whether we could take turns handling customer service. Because I do assembly, I do machine delivery and commissioning, and I do customer service—a one-stop service—and my performance evaluation is still poor? Is this a case of judging heroes by the outcome? Getting paid is what really matters; the company making money is what really matters! The result is that assemblers get the pay, the person in charge gets the responsibility, and the customer complaints get handled by someone else. The lofty leaders sit in high positions, draw high salaries, and cut those insignificant few thousand dollars from our performance bonuses, as well as year-end bonuses of less than NT$30,000?