Workplace reviews and discussion: 千山淨水股份有限公司

One of the advantages of working at Qianshan is the opportunity to gain exposure to basic plumbing and electrical work. Although most of the learning requires building up experience and figuring things out independently, the knowledge gained can all become personal skills. In addition, employees have access to clean drinking water during work, and occasionally may be offered beverages by customers in appreciation of good service, which can be considered an additional small perk.

The following is an objective statement based on my actual work experience during my previous employment at Qianshan. It is provided solely for job seekers to make their own assessment and does not constitute any legal claim, accusation, or characterization, nor does it represent the position of any third party.

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I. Recruitment Information and Actual Salary Structure

According to the recruitment message I received at the time, the company described “a monthly salary of at least NT$50,000” as the main compensation and stated that employees could earn a higher salary (approximately NT$60,000–70,000) after passing the evaluation.

Based on my observations during my actual employment, the following matters may differ from what job seekers expect:

1. The company does have an evaluation system, but its implementation and content differ from the recruitment description.

2. Evaluation results affect the quarterly bonus, which accounts for a considerable proportion of total compensation.

3. During the three-month evaluation period, if an employee does not receive the quarterly bonus, their salary generally consists of base salary and a fixed service bonus, totaling approximately NT$41,000.

The above reflects only what I observed from my personal experience. Actual compensation may vary depending on the supervisor, region, and time period. Job seekers are advised to confirm during the interview whether the salary structure is specified in writing.

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II. Disciplinary System and Evaluation Requirements

During my employment, I observed the following characteristics of the company’s disciplinary system:

1. Disciplinary demerits are linked to deductions. A major demerit may result in a deduction of NT$5,000.

2. Operating standards and procedures may be adjusted frequently, requiring employees to independently monitor relevant updates.

3. In practice, because there are many required tasks—recordings, photographs, scripts, punctual clock-ins, travel time, and so on—omissions can easily occur, and such omissions may be deemed failures to meet the standards.

I am not commenting on whether the system is reasonable; rather, I wish to remind job seekers: “Evaluation and disciplinary outcomes directly affect compensation. Before starting employment, confirm in advance whether the relevant details are clearly set out in written rules.”

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III. Supervisory Responsibilities and Actual Workload

I previously served as a supervisor. The following describes my actual experience:

1. Supervisors are responsible for handling customer complaints, scheduling, staff training, environment management, performance maintenance, review monitoring, and various administrative reports.

2. The actual workload is significantly higher than that of a general technician, and the related responsibilities are closely tied to bonuses, such as the quarterly bonus.

3. A supervisor’s actual earnings may be similar to those of a technician if performance targets are not met, while the supervisor bears greater responsibilities.

Job seekers applying for management positions are advised to pay particular attention to the scope of responsibilities, overtime determination, compensatory-leave policy, and conditions for receiving the quarterly bonus.

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IV. Clock-In and Deduction Rules

During my employment, I observed the following:

1. The company has a “NT$500 deduction for failing to clock in” policy.

2. Because on-site service requires interaction with customers, the likelihood of being unable to clock in on time may increase.

3. The company sometimes waives the deduction by recording an exception; however, that exception may still become part of the employee’s administrative record.

Reminder for job seekers:

Clock-in policies fall within the company’s management authority, but accumulated administrative records may have an impact in disputes upon resignation or other labor-management matters. Employees are advised to retain relevant correspondence and records after joining the company.

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V. Benefits and Support

Based on my experience during employment, I observed the following:

1. The benefits promoted externally, such as group meals and travel, differed from what I personally experienced.

2. Technicians had relatively few opportunities to participate in benefits activities, and supervisors’ group meals were often self-funded.

3. Although there was an expense reimbursement mechanism for business-related parking fees or tool expenses, in my experience there were occasional delays or failures to receive a response.

Job seekers are advised to confirm during interviews whether a benefit is a formal policy, whether it follows a fixed schedule, and whether written information is available.

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VI. Training and Practical Support

My experience was as follows:

1. The company provides remote courses as training.

2. In practice, remote materials alone are insufficient to fully cover every situation.

3. When unexpected problems arise, it may not always be possible to obtain timely assistance from supervisors or colleagues, while the employee ultimately remains responsible.

Job seekers may ask during interviews: “During the onboarding period, is there comprehensive hands-on guidance? Is in-person training provided? Can supervisors provide immediate support?”

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VII. Resignation and Administrative Records

I observed the following:

1. If an employee accumulates multiple major demerits, minor demerits, or other administrative records, this may affect the settlement of compensation upon resignation or in a dispute.

2. The company may require employees to avoid mentioning externally any relationship with other enterprises.

3. Administrative records often accumulate because of the complexity of the system. Job seekers should pay attention to whether the relevant rules are reasonable and clearly defined.

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VIII. Conclusion

The above is solely an objective description based on my personal experience and is not intended to cause detriment to the company or its personnel.

The purpose is only to remind job seekers that before applying for relevant positions, they should:

• Confirm the written salary structure in detail

• Understand the evaluation and disciplinary systems

• Confirm the actual difference in workload between supervisors and technicians

• Clarify whether the benefits and overtime systems have a written basis

• Confirm whether onboarding training and support are adequate

Actual circumstances may vary depending on the time, region, supervisor’s management style, or department. Job seekers are advised to make a careful assessment based on their own needs.