Social Report

Relationship withEmployees

We are striving to create a workplace that enables all of ouremployees to reach their full potential based on respect for their
enthusiasm, autonomy, and willingness to take on challenges.

TEL’s Basic Philosophy on its Personnel
SystemWorkplace to Support Employees

In pursuit of our vision of becoming an energetic, dynamic andemployees to achieve work-life balance. These efforts include

creative company, the TEL Group respects the autonomy of its

enhancement of childcare leave,1 childcare support working

employees and their willingness to undertake challenges,

hours,2 nursing leave3 (5 days per year) and childcare support

thereby helping them to realize their full potential.

leave (5 days per year). In fiscal 2011, a total of 69 employees

Our personnel system is designed to help each employee

The TEL Group is committed to developing a system for helping

took childcare leave.

achieve self-development and to contribute to greater dynamism

We have instituted a “refreshment vacation” system, whichof the organization. Our evaluation system does not simply

allows employees to take a two-week to one-month holiday

focus on results but also emphasizes the process leading up towhen their term of service has reached 10, 15, 20, or 25 years.

the results, including in particular, the efforts made and the level

We are also taking active steps to prevent on-the-job mentalof skills demonstrated by individual employees in achieving

health problems, which have increased recently in Japan, by

these results. The purpose of this system is to fairly evaluate

increasing our healthcare staff and providing education on

employees’ total job performance based on the following threemental health issues.

criteria: individual role (mission), scope of abilities required at

1 Childcare leave: A system under which employees can take leave until the end of the Aprilfollowing the date on which their child turns 18 months old (or until their child reaches
the age of three in some exceptional cases).
2 Childcare support working hours: A system under which employees can opt to work for
shorter hours by one and a half hours per day until the end of the fiscal year in which
their child completes elementary school (age 12).
3 Nursing leave: A system under which employees with children that have yet to enter
elementary school are eligible to take 5 days of leave to provide nursing care to a child in
need or 10 days for two or more children in need.

each step of a process (competency), and results achieved
according to role (performance). The competency factor is used
not only for evaluation and assessment purposes but also as a
guideline to improve individual skills and nurture the capabilities
required for each workgroup.

Career Developing Program
The TEL Group provides a variety of support to its employees inresponse to their different career ambitions.
Once a year, employees fill out a Self-Declaration form tocommunicate their preferences regarding job transfers or toshare individual work-related requests. These employee
requests are taken into consideration. We have also instituted an
Open Job Posting System where employees can apply at theirown volition to new projects or projects with a high degree ofurgency. By widely recruiting eager and aspiring employees
from within the Company and giving them opportunities topursue their own career path, this system has added a greaterlevel of dynamism to the organization. In addition, employees in
the general job category are promoted to management
positions, in line with their wishes, after they are evaluated for

Enjoying both work and child-raisingThis spring I returned to work from mysecond childcare leave. I have foundthat programs available to assist
employees returning from childcare
leave have improved and that there are
more colleagues like me who arebalancing childcare with work.
Although it saddens me somewhat
when my children cry after I drop themoff at daycare, I arrive at work more
focused and driven than ever knowing
Kanako Ichikawa
that at the end of the day they will beLegal Department
Tokyo Electron Limited
there to greet me with a great big
smile and a hug when I pick them up. I
am grateful knowing that this slice of happiness has been made possibleby the warm support of my colleagues in my department.

those positions through an interview.

Q Concept of the TEL Group’s Personnel System28

MissionCompetency

Performance

Employees

Understand your own role as wellas the mission of the organization

Refine your own professional skills

Utilize your skills to attain yourindividual targets as well as thetargets of the organization

CompanyConvey the Company’s missionand targets

Provide the skill-building and careerdevelopment opportunities
necessary for employees and theorganization to reach their targets

Evaluate employees based on their merits
Provide a fair distribution of compensation

In the BLP-B Training Program,*younger employees active on the front
lines of the TEL Group work together ina training camp format to discuss theconcept of leadership and being aleader. Together we spent a total of one
year and six months in the program.
Before, I used to spend my days
earnestly pursing the most cuttingedge technologies as an engineer, but
through the final assignment of theTakashi Matsumotoprogram, which requires participants to Technology Development Centerjoin forces to develop aTokyo Electron Limited
recommendation to TEL executives, I
became more willing to commit myself to growing our company and moreaware of the role I can play in making this happen. Utilizing my newly
acquired leadership skills from the BLP-B Training Program, I hope tocontribute to the growth of the TEL Group by developing leading edge
technologies that standout from our competitors.

TEL Group fosters a spirit of learning among its employees,
characterized by the following three principles established for its
human resource development.
(1) The workplace must support employee development.
(2) Self-motivation and a sense of responsibility are the basic
requirements for employees to develop their talents and careers.
(3) The Company must build a platform or framework that provides
employees with the opportunity and motivation to learn.
The Group believes that education and training only succeed
when implemented continuously. In line with this belief, we areworking to enhance our management organization and maintainour educational budget.

* BLP-B Training Program: A training program offered to mid-career
employees that seeks to develop the future leaders of the TEL Group byteaching basic professional knowledge and skills as well as fostering
participants’ thought processes and awareness as leaders.

HIGHLIGHT

Based on the belief that “employees are our valuable assets,” theMANAGEMENT REPORTReflecting on my time in the BLP-B Training Program

EHS REPORTTEL’s Basic Philosophy on Human
Resource Development

TEL UNIVERSITYof their respective workplaces. During the program, groupopportunities for continued learning, thereby enhancing theleaders express their own vision and reflect on what actions tocapabilities of both individual employees and the overalltake today to reach that vision. Other group leaders taking part

organization. TEL UNIVERSITY is intended to provide employees

in the program also share their visions so that everyone canwith opportunities to obtain the knowledge and skills necessary fordiscuss ways of achieving them.
TEL executives also attend TEL UNIVERSITY courses andeach to perform world-class work, build employees’ management
capabilities and organizational strengths, as well as develop thetake part in lively discussions with employees. Successful

leaders of tomorrow.

human resource development requires employees that areAs part of its curriculum to develop the leaders of tomorrow,enthusiastic about learning, as well as managers and a corporate

TEL UNIVERSITY teaches employees about management

culture that support employee growth. Employees actively

philosophy grounded in ideals, perspective and humanity, as welllearning at TEL UNIVERSITY and applying what they haveas about general strategic ability. Through dialogue with TEL

learned to their work and workplaces promotes the growth ofexecutives and experts from various fields, the training program

both individual employees and the organization as a whole.
Going forward, TEL UNIVERSITY will continue to contribute toalso seeks to have employees establish their own values andcreate a cornerstone for their decision making abilities.

SOCIAL REPORTWe also offer a training program for group leaders in charge

The TEL Group established an internal educational institution, TEL
UNIVERSITY, with the aim of providing employees withthe growth of the TEL Group by developing competent professionals.

TOPICS
Professional Development Education
With the aim to enhance the technical competencies of the TEL Group, TEL UNIVERSITY offers a special
curriculum for the development of professionals that focuses on core technologies, shared platform
technologies and semiconductor devices. Lectures on semiconductor devices are open to all employees,
not just engineers, and teach employees about the history of the semiconductor, its operating principles,
how it is made, and the growth of the industry. Employees taking part in the lecture have noted that they
were able to better understand their job after knowing more about the technology, and that they had astronger desire to provide even better production equipment to customers who manufacture
semiconductor devices. As a result, employees have grown more proactive toward their work andoverall the Company has been infused with a stronger sense of dynamism.

Lecture on semiconductor devices

29