S o c i a l R e port
R e l a t i o n s h i p w i t h E m p l oye e s

Relationship with Employees
The Tokyo Electron Group endeavors to create a workplace that motivates employees and values
their self-initiative.

Concept Underpinning the Personnel System

In addition, we conduct an annual survey of employees toThe Tokyo Electron Group respects a spirit of challenge andinvestigate their awareness of TEL Values and what effect they have

independence among its employees and aspires to be a corporate

on employee motivation. The results of this survey are shared withgroup in which employees can take on a variety of challenges.

employees.

We are improving the working environment to attain the following
reasonable risks in creative endeavors; (2) rigorous fairness inProviding Employees with Comfort
in the Workplace

handling of our personnel; and (3) fairness in compensation. OurThe Tokyo Electron Group is committed to providing employees

personnel system is designed to motivate the organization and help

with a comfortable workplace. As part of efforts, we revised oureach employee develop him/herself. The system does not only focus

childcare leave system in April 2007 and introduced a parenting

on results, but also attributes importance to the process leading tothose results. Our goal is to fairly evaluate employees based on theirbenefit program the following October. Our employees can now takeextended periods of leave for child care1 and choose to work shorter

contribution through the three mainstays of “competency to assess

hours (one hour less than regular hours) for a longer period2. Inprocesses,” “the individual’s role (mission),” and “results based

fiscal year 2008, a total of 54 employees took childcare leave. Ouron the employee’s role (performance).” Competency is not just an

regular employees are also eligible to receive financial support ofobjective of assessment and inspection, but a measure of growth of

500,000 yen; 300,000 yen; 200,000 yen; and 100,000 yen when their

the individual employee’s skills and abilities as required for various

children are born, turn three years old, enter elementary school andenter junior high school, respectively3.

three targets: (1) fair evaluation of employees who fail while taking

Highlights

task categories.

In addition, we have a “refresh vacation” system so that employees

Concept of Our Personnel System

MANAGEMENT Report

can refresh themselves both physically and mentally. Under thisCompany
MissionIndicate company
goals and directions

Performance

Reward performance thathelps the Company reach its
goals with commensuratecompensation

system, employees can take from two weeks to one month holiday

Competency

when their term of service reaches 10 years, 15 years, or 25 years.

Offer careers andopportunities to buildskills needed to meetthe company’s goals

In recent years, mental health problems in the workplace havebecome a serious social concern. In response, we provide mental

Mission: The individual’s role
Competency: Competency to assess processes
Performance: Results as based on employee’s role

health education for our executives and are actively implementing
measures to help employees look after their mental health.
1 In the past, employees were eligible for childcare leave until their children turned
one year old (or 18 months in exceptional cases). However, they can now take leave
until the end of the April following the date on which their child turns 18 months (oruntil their children are three years old in some exceptional cases).

Employees
Competency

Performance

Competency

Obtain expertiseand offer aprofessional attitude

Provide performancethat helps the company
reach its goals

Polish up on
professionalism toobtain higher salaries

EHS Report

2 Eligible employees can use this system until the end of the fiscal year when theirchildren graduate from elementary school. In the past, eligibility was limited tothose with children aged three or younger.
3 The benefit amount may vary if applicable children are not covered by thecompany’s health insurance program.

TEL Values
In April 2006, we summarized the values and codes of conduct ofTEL University

the Tokyo Electron Group as TEL Values. At present, various related

The Tokyo Electron Group believes that employees are invaluable

programs are being implemented, including the Chairman’s visits toassets for the Group. Based on this belief, we foster our employees’

offices/plants and communicative forums among employees, in ordercapabilities from a mid- and long-term perspective in order toto share TEL Values with all members of the Tokyo Electron Group.

achieve employees’ individual development and increase the vibrancy

TELT EGroup.
L V aInlotheru e swords, we aspire to be a company filledof thewithV a l u e s

SOCIAL Report

dreams and vitality. For this purpose, we established TEL University

34

in August
Challenge
P 2007.
r i d TELe University is designed to provide employeeswith opportunities to obtain the knowledge and skills necessary forWe accept
themore,challenge
We take pridein providing
high-value
us topursue thenumberproducts
one position worldwide.
What’sthe of going beyond
others are doing in pursuing our goal of beand services.
University is useful in developing the capabilities
of managers
andnumberone globally.
● We offer our customers cutting-edge
educating the next generation of leaders as wellasviewin promotingchanges as opportunities, and● We
technological products, along with the highest
respondto them flexibly and positively.
exchanges
betweenservice,
management
and helping
level of quality
and technicalin the and employees
pursuit of total customer satisfaction.
We Values.
are tolerant of failure, and consider
employees deepen their understanding of the●TEL
important to learn from the process and● We consider profit to be an important measure
results.
of value in our products and services.

TOKYO ELECTRON Environmental and Social Report 2008

TEL Values

TEL Values

TEL Values