Our Strategy
AIKO holds an open, equal and caring attitude to provide a quality platform for talents to realize their ideals and struggle for a long time. We build the development strategy of talent ladder, make short, medium and long term talent recruitment plan, take “insisting on the equality of labor” as the first principle of talent recruitment, and are committed to providing all workers with equal employment opportunities and fair employment conditions.
Our Governance
AIKO strictly adheres to applicable laws and regulations, including the Labor Law of the People’s Republic of China, Labor Contract Law of the People’s Republic of China, and Regulations on the Prohibition of Child Labor, among others. The company has developed internal rules and regulations such as the AIKO Labor Policy, Recruitment Management Regulations, Labor Employment Management Guidelines, Personnel Management Regulations, and AIKO Human Resources Development and Management Policy to strictly regulate labor practices. We respect human rights and prohibit all forms of forced labor, child labor, abuse, harassment, and discrimination against employees based on factors such as skin color, race, religion, gender, age, sexual orientation, or disability. The union is responsible for supervising and ensuring the implementation of these policies.
- Career Development System
AIKO adheres to the principle of aligning business strategy with employees’ development aspirations. The company has established a dual-career path system, offering both professional and managerial tracks. Additionally, an internal job rotation mechanism has been implemented. Currently, AIKO has defined 59 career tracks and developed 58 competency standards for various positions.
- Talent empowerment system
Our Practices
- Talent Recruitment
AIKO has established a talent development strategy and formulated short, medium, and long-term recruitment plans to carry out organized recruitment activities. At the same time, the company collaborates with external consulting firms on high-potential talent identification projects and drives key position succession planning, continuously supplying talent to critical fields within the company.
We actively foster a diverse, equal, and inclusive work environment, committed to providing all workers with equal employment opportunities and fair working conditions. The company conducts annual specialized training for all employees on topics such as “Equal and Compliant Employment” and “Preventing Workplace Harassment,” aimed at enhancing labor rights protection awareness. - Talent Development
Supporting Employee Educational Advancement
We support all employees, including part-time staff and contractors, in obtaining higher education and certifications for self-improvement. Through partnerships with educational institutions such as Gaodun and Chunhua Education, we offer customized financial training courses and academic programs to enhance employees’ qualifications, providing access to quality higher education resources for those pursuing further studies, including from junior college to bachelor’s degree.
Supporting Employee Skills Development
In the year 2024, with the qualification as the traction, the company carried out leadership training, professional and technical training, freshers’ training, etc., and the participation of the company’s training employees reached more than 3,000 in the current year.
- Employee Care
AIKO is committed to ensuring the basic welfare of employees by providing comprehensive benefits, including social insurance, housing fund, paid leave (such as statutory holidays, maternity leave, parental leave, etc.), and other welfare protections. In addition to statutory social welfare, the company also offers diversified care benefits for all employees:
AIKO Employee Benefits
We provide high-quality apartments for all employees, equipped with facilities such as restaurants, gyms, swimming pools, and activity centers. We have a professional team of sports coaches who offer personalized fitness plans, personal training sessions, and other services to encourage employees to enjoy happy work and healthy living.
Additionally, the company provides various subsidies for employees, including meals, shuttle services, business travel, and family visits.
Retirement and Rehired Employees’ Benefits
We offer assistance programs for retirees, providing commercial insurance and implementing bonuses, stock incentives, and other relevant benefits in accordance with human resources welfare policies.
Support for Employees in Need
We proactively carry out employee care and assistance activities, establishing a mutual aid fund policy to support employees facing major illnesses, injuries, or family accidents and natural disasters that cause financial hardship. - Compensation, Incentives, and Performance Evaluation
The compensation for all AIKO employees consists of fixed income, performance bonuses, special position allowances, long-term incentives, and other subsidies. Based on a “gain-sharing” mechanism, employee bonuses are linked to the company’s performance. Additionally, the company implements a time-based unit plan (TUP3) for optimizing long-term incentives, adopting a dynamic allocation mechanism. This allows employees to hold company restricted stock and stock options, ensuring that contributors at different stages can share in the company’s growth.
AIKO has established a performance management system applicable to all employees. Based on the “Personal Performance Management Regulations” and the Personal Business Commitment (PBC) model, the company regularly conducts individual performance evaluations and feedback for various employee groups.
- Employee Communication and Complaint Channels
AIKO values the protection of employee rights and is committed to listening to and actively addressing employee requests and reports. The company has established a diversified communication platform and mechanism that includes both online and offline channels.
Legal Department: Provides email, mail, and other channels for handling reports/complaints related to legal matters.
Audit Department: Offers email, phone, mail, Welink, and public account channels for receiving reports of fraud from business partners and employees.
Human Resources Department: Provides email and mail channels for handling reports/complaints of major behavioral incidents, including but not limited to human rights violations (e.g., discrimination, harassment, invasion of privacy, forced labor), deviation from AIKO’s values, inaction, slow action, misconduct, causing economic losses or severe consequences, and damaging the company’s reputation.
AIKO Voice Community: Designated personnel track anonymous posts and complaints submitted by employees. Each base/factory/department has community liaison officers responsible for following up on and addressing employees’ concerns, as well as publishing improvement measures and results to ensure transparency.
Factories: Set up a “Factory Manager’s Mailbox” and regularly hold employee discussion sessions and democratic life meetings. - Employee Satisfaction Survey and Improvement
Every year, we conduct a satisfaction survey for all employees through questionnaires. We place great importance on the issues raised by employees and the results of the survey. Based on dimensions such as work rewards, training and development, leadership effectiveness, and cultural vision, we develop improvement plans and track the progress of resolving the identified issues, with the aim of continuously enhancing employee satisfaction.
Highlighted Performance
- In 2023, AIKO carried out the organizational climate satisfaction assessment project, and the annual organizational climate satisfaction score was 90 points.
- In 2024, in order to continuously optimize the organizational culture and working environment, the company will continue to carry out annual organizational satisfaction survey for all employees.
- In 2024, AIKO will carry out employee skill improvement and career development training for employees, the accumulated training hours is 128,790.46h, the per capita training hours is 13.92h, and the average satisfaction of employee training is 98.92%.
Our Strategy
AIKO is committed to building a green, transparent, and responsible supply chain management system. The company firmly pledges not to use conflict minerals, actively encouraging suppliers to respond to the CMRT conflict minerals survey, and works closely with its supplier partners to promote the sustainable development concepts of green procurement and transparent sourcing.
Our Governance
AIKO’s supply chain model is a multi-departmental, synergistic and parallel structure within the Procurement Department, including Integrated Procurement, Silicon Procurement, Equipment Procurement, and Procurement at each site, as well as the Quality Operations Department.
The company has established policies and guidelines such as the “Material Procurement Management Procedure,” “Supplier Development and Management Procedure,” “Supplier Quality Performance and Daily Management Standards,” “Supplier Blacklist Management Regulations,” “Responsible Procurement and Conflict Minerals Policy,” “Responsible Raw Material Procurement Statement,” and “Supplier Code of Conduct.”
- Supplier Lifecycle Management System
AIKO strictly adheres to laws and regulations such as the “Bidding Law of the People’s Republic of China,” and implements a graded and classified lifecycle management approach for suppliers, from entry to exit.
Admission
Basic Qualification Review
Review the basic information and various qualification certificates of new suppliers, including but not limited to historical environmental performance, labor employment compliance, anti-corruption, relevant business information, operational risks, legal disputes, and ISO series certifications for assessment and evaluation.
Dual Certification
Based on the requirements of different categories, suppliers are subject to dual certification for quality, environmental, occupational health and safety systems, as well as materials. Upon successful certification, they are included in the qualified supplier list.
Contract and Agreement Signing
Sign framework agreements (including but not limited to environmental compliance, human rights protection, anti-conflict minerals, anti-corruption and bribery, anti-money laundering, and other social responsibility requirements), non-disclosure agreements, and integrity agreements.
Evaluation and Examination
Supplier Self-Assessment
Suppliers are required to conduct self-assessments of their process control, social responsibility, EHS risks, and environmental and social practices.
Performance Evaluation and Incentives
We regularly evaluate and assess suppliers, classifying them based on the evaluation results and implementing corresponding rewards and penalties:
- Grade A suppliers: Increase their supply proportion as appropriate
- Grade B suppliers: Maintain the current transaction volume
- Grade C suppliers: Require corrective actions, provide relevant support to help them improve
- Grade D suppliers: Terminate cooperation
On-Site Audits
In collaboration with departments such as procurement, quality, process, and environmental safety, we conduct annual on-site audits for key suppliers. The audit covers, but is not limited to, business operations, environmental safety, and process control.
Exit
Supplier Blacklist Mechanism
Suppliers involved in violations such as providing false materials, counterfeit products, safety accidents, quality issues, environmental incidents, or commercial bribery will be blacklisted based on the severity of the violation. They will be subject to a temporary or permanent ban (blacklist), and all company employees will be prohibited from engaging in any business cooperation or economic transactions with the blacklisted suppliers.
Our Practices
- Raw Material Traceability
The company has established traceability processes for all silicon wafer suppliers, focusing on compliance with labor and human rights issues. - Conflict Mineral Due Diligence
In the category of conflict minerals, the company only uses a small amount of tin-containing materials. Currently, the company has conducted due diligence on all tin-containing material suppliers, requiring them to provide a “Source Mineral Declaration” for materials involving conflict minerals, and to sign the “Supplier Self-Declaration” and “Country of Origin Certificate.” The company encourages all tin-containing material suppliers to actively respond to the CMRT conflict mineral survey, implementing stricter audit standards to ensure that no conflict minerals are purchased or used. - Supply Chain ESG Risk Review
The company has established an ESG risk assessment system for suppliers, compiling a “Supplier Social Responsibility Self-Assessment Form” to evaluate suppliers’ risks from environmental, social, and governance perspectives. - Supplier Collaboration and Empowerment
In 2024, the company will provide ESG training and awareness campaigns for all suppliers and procurement department employees, covering a range of ESG topics such as environmental protection, climate change, occupational safety, integrity management, information security, and privacy protection.
Our Targets
AIKO is committed to conducting due diligence on 100% of suppliers involved with conflict minerals, requiring them to provide proof of raw material origin and respond to the CMRT conflict mineral survey. The company continuously improves its conflict mineral management system, applying stricter audit standards to ensure that human rights, health, and the environment in raw material production regions are not harmed.
We require all suppliers involved in the production of battery modules that emit hazardous substances to provide at least one RoHS and REACH report annually, ensuring the safety and environmental friendliness of the products.
Highlighted Performance
- In 2024, AIKO conducted conflict mineral due diligence for all tin-containing raw material suppliers, requiring them to provide “Origin Declaration” and respond to the CMRT conflict mineral survey. The company’s compliance with mineral usage reached 100%, and the traceability coverage for tin-containing raw materials was also 100%.
- In 2024, AIKO launched an overall traceability report system, with traceability now covering 100% of silicon rods and silicon materials.
- In 2024, the percentage of suppliers signing Social Responsibility Framework Agreements, Non-Disclosure Agreements, and Integrity Agreements reached 100%.
- In 2024, conduct 600 exchanges on topics such as supplier sustainability (including topics such as conflict minerals management, human rights issues, climate change, business ethics, information security, etc.), sunny sourcing, and low-carbon transformation of the supply chain.