5.2 Employee Relations
Human Rights Protection
Managing Human Rights Issues
Our hospital strictly follows labor and human rights laws during the recruitment and employment process, including the Labor Standards Act, Employment Service Act, and Act of Gender Equality in Employment. Based on these laws, we have also established internal Work Rules for Hired Employees. We are committed to fairness, justice, and equality. We ensure that no form of discrimination occurs during hiring, regardless of race, social class, language, beliefs, religion, political affiliation, place of birth, gender, appearance, physical features, disability, or union membership history.
Protecting Employee Rights
When employees experience incidents of sexual harassment or assault, the hospital will handle the case according to the “Regulations on Handling Sexual Harassment and Preventing Sexual Assault for Military Personnel.” After receiving a complaint, the responsible administrative unit will establish a Sexual Harassment Complaint Committee within seven days. Upon approval from the hospital’s authorized officer, a dedicated investigation team will be appointed to conduct the investigation. The committee will consist of 7 to 9 members, and the proportion of female representatives must not be less than half. The investigation process will adhere to principles of fairness and justice, with confidentiality measures in place to protect the privacy of those involved. If the investigation results in disciplinary action, it will be handled according to the “Punishment Act for the Armed Forces” and its enforcement rules, with the utmost effort to protect the dignity and rights of the affected employee.
If employees experience workplace (medical) violence such as physical attacks, verbal abuse, threats, or intimidation during their duties, the hospital will establish an investigation team according to the Occupational Safety and Health Act and hold review meetings to assess the incident and develop improvement and prevention measures. During the process, supervisors will provide necessary care and adjust workloads to ensure the employee can continue working without concern. In addition, clinical psychologists will provide psychological counseling services, and social workers from the Social Services Office will offer related resources to help employees deal with emotional and psychological impacts, ensuring their overall well-being is properly cared for. Through this support system, we are committed to creating a safer, more caring, and supportive work environment where every employee feels respected and protected.
In addition, the hospital conducts an anonymous employee satisfaction survey every year as a basis for continuous improvement. Through effective internal communication and feedback mechanisms, we strive to build an open communication culture where employees can freely express ideas and suggestions, and management can respond and take action in a timely manner. In 2024, the employee satisfaction survey showed that 61.4% of employees rated their overall job satisfaction as “satisfied” or above.
Compensation and Benefits
Compensation System
Employee Benefits
The salaries of military personnel at the hospital are handled according to the “Regulations for the Payment of Salaries for Employed and Contracted Personnel of the Armed Forces.” The salaries of hired civilian personnel are based on the Ministry of National Defense Medical Bureau’s “Regulations for the Payment of Salaries for Employed and Contracted Personnel of the Armed Forces” and the “Management Regulations for Personnel Employed under the Military Medical Services Fund for Production and Service Operations.” Requests for hiring and salary of new employees must be submitted to the Operations Management Committee’s supervisory team for review. Bonuses for all employees are granted based on personal performance and ability evaluations. In terms of salary structure, the highest individual annual salary is 10 times the median annual salary of all other employees. The growth ratio between the highest-paid employee’s salary and the median salary of other employees is 0.77. For junior-level employees, regardless of gender, salaries follow the minimum wage standards as set by the Labor Standards Act. There is a notable gender pay gap among the hospital’s doctors and administrative staff, mainly because there are fewer female doctors, and most do not hold management positions. Additionally, new administrative staff are mostly female, which affects the overall salary ratio. The hospital adheres to a fair and just salary policy, committed to creating an inclusive and gender-equal work environment. We aim to motivate professional performance and improve the quality of medical services through a transparent and reasonable compensation system.
Zuoying Armed Forces General Hospital recognizes that employee well-being is the foundation of organizational growth and is committed to building a friendly, supportive, and caring workplace. To improve job satisfaction and quality of life, we continuously promote a wide range of employee benefits. In addition to providing legally required leave and insurance, we also offer various extra benefits, such as holiday gifts, birthday bonuses, referral rewards for recommending new hires, and wedding/funeral allowances. We also organize a variety of team-building and recreational activities to help employees relax and strengthen teamwork. In 2024, the hospital celebrated Nurses Day by organizing a three-day harbor cruise for nurses and holding a Nurses Day celebration, during which certificates and bonuses were awarded to 14 outstanding nurses in recognition of their hard work.
In terms of healthcare, the hospital places special emphasis on employee well-being by offering free low-dose lung CT scans (LDCT) and coronary artery calcium scoring for employees aged 40 and above to support early health management.
In addition, we value employees’ career development by providing financial support for further education and training activities. In 2024, the hospital subsidized 9 employees pursuing doctoral degrees (totaling NT$288,830) and 6 employees pursuing master’s degrees (totaling NT$240,000). In September, a two-day, one-night consensus camp for nursing supervisors was held in Kenting to encourage communication and enhance professional skills in a relaxed and pleasant setting. At the same time, we also provide career counseling and vocational training resources for soon-to-retire employees to help them smoothly transition into the next stage of life.
Employee Competency Management
Talent Development
To support the growth and development of newly recruited healthcare professionals, Zuoying Armed Forces General Hospital follows the two-year training program guidelines issued by the Ministry of Health and Welfare to create a professional training plan for each new employee. Through this structured training system, we aim to help new healthcare staff transition smoothly from academic education to clinical practice and develop their core professional competencies, enabling them to independently provide high-quality medical care. In this process, we actively incorporate the concepts of CBME and apply evaluation methods such as Milestones and EPAs to ensure that each healthcare professional meets clinical competency requirements and maintains the quality of medical services.
For current employees, the hospital follows the “Employee Education and Training Plan” to design required courses tailored to different job categories. These courses are divided into five major areas: Basic Competency Training, Professional Skill Development, ESG-related Courses, Legal and Safety Courses, Leadership and Management Training. To keep up with social trends, the hospital also updates its general education courses with new topics such as ESG training and ChatGPT applications, helping employees stay informed about emerging issues and digital tools, while enhancing cross-disciplinary knowledge and work efficiency. After completing each course, employees are required to fill out an online satisfaction survey and take an online test. For external training programs, employees may either be assigned by the hospital or participate on their own. After completing the course, they must submit a reflection report. In 2024, the average satisfaction score for employee education programs was 4.58 out of 5, reflecting the hospital’s commitment and success in professional training.
