Human Resources Management Process Improvement

1. Performance Management System
   The Company has established a clear and structured Performance Management System that aligns with its Corporate KPIs and overall organizational goals. The evaluation criteria and performance measurement methods are communicated annually to ensure all employees have a shared understanding. Performance indicators are categorized based on employee levels as follows:
   1. Corporate KPIs – Measure the overall performance of the Company compared to its defined objectives.
   2. Strategic KPIs – Assess the success of key activities or projects undertaken in a given year.
   3. Individual KPIs – Evaluate employees’ performance based on their specific job responsibilities.
   4. Common KPIs – Track critical performance outcomes where all employees share accountability.
   5. Core Competency (CC) – Assess the desired work behaviors that employees should demonstrate, with expectations varying by job level.
   6. Managerial Competency (MC) – Evaluate leadership and management skills for senior employees. 7. Working Quality – Measure the quality of work delivered to internal departments and the organization as a whole.

   For managers and above with direct reports, Core Competency (CC) and Managerial Competency (MC) evaluations are conducted using a 180-degree assessment. This includes feedback from both supervisors and subordinates to ensure the most accurate and reliable competency assessment. The results from these evaluations are then used to develop personalized competency improvement plans, helping employees enhance their skills in areas that require further development.

2. Review of Work Regulations and Employee Welfare Handbook 2024
   East Water has expanded the flexible benefits program to help employees manage their cost of living by tailoring support to different individual needs, beyond legally mandated benefits. New reimbursement categories now include housing assistance and vehicle loan payments. The Company has made work regulations, employee welfare guidelines, and benefits handbooks accessible through the Water Library, a centralized knowledge hub that enables employees to access essential information anytime, anywhere, aligning with the Company’s mission to promote self-learning and information accessibility.

Care for Employees’ Well-being and Personnel Development Towards a Sustainable Water Organization (Disclosure404-2)

1. Personnel Capacity Development

   East Water is committed to developing towards a learning organization by focusing on providing opportunities for employees to demonstrate their potential and co-create innovation to drive the organization towards business targets based on S-H-A-R-P concept which is the organization’s core value. The Company also encourages self-learning and continuous development to equip employees with the skills needed to adapt to current challenges and drive sustainable growth.

   Employees’ skill development starts from the first day of work until the day of retirement. It is divided into 3 phases: the beginning of learning, the development for growth, and the retirement preparation. The objective is to create a good employee experience to employees at all levels with an Individual Development Plan (IDP) using a variety of development tools as an approach to develop competencies according to the specified job standards in order to achieve the goals whether Personal Goals, Department Goals, and Organization Goals, be ready to deal with changing circumstances and have potential to work in higher positions according to career path set by the organization.

2. Employee Welfare Management and Supervision

   Employees are the key driving force behind the Company’s strength and sustainability. Therefore, the extent to which the Company can move forward depends on the ability of its employees to drive innovation and create new opportunities.

   1. Employee Welfare (Disclosure 401-2)

      The Company offers a flexible welfare program designed to accommodate the diverse needs of employees across different genders and age groups, with a variety of benefits available, as detailed below.

      1. Medical expenses
      2. Life insurance and health insurance premiums
      3. Child education assistance
      4. Child allowance
      5. Wedding allowance
      6. Sports Center Members and Recreational Travel
      7. Hybrid Working Equipment cost
      8. Employee housing assistance
   2. Workplace Welfare Committee (Disclosure 2-30)

      The East Water Group organized an election of workplace welfare committee according to the Labour Protection Act B.E. 2541 (1998). Currently the East Water Group has 3 workplace welfare committees (welfare committee) as follows:

      • The 2 welfare committees of the Company:Consisting of the welfare committee at the Head Office and the welfare committee at the Rayong Operation Center with a total of 10 committee members, representing 4.29% of the total employees.
      • The welfare committee of UU PCL. comprises 8 members representing 5.93% of the total employees.
      
   3. Welfare for Retired Employees

      As the Company has several employees who have reached retirement age, these employees are all long-time and dedicated employees. When these employees ceased to be employees of the Company by reaching the retirement age of 60, the Company organized an activity to show their appreciation for working with the Company.

      In addition, as an elderly person, it is important to maintain good health. Therefore, when it is the time for the annual health check-up for employees, the Company coordinates with the current hospital that the employees need to undergo health check-up to offer a health check-up program at a reasonable price to those who are retired to undergo a health check-up as well. Retirees will receive health check-ups at a reasonable price to reduce the burden of expenses. This activity is carried out only to ease the burden of those who retire. Based on inquiries from the retirees, they are grateful that the Company still cares even when they are no longer work at the Company.

   4. Gathering Opinions Through Various Channels for Further Improvement in 2024

      Always recognizing the importance of building relationships, motivations, as well as employee engagement, the Company has therefore taken steps to support the work of employees or reduce the burden of expenses of employees to be able to fully focus on their operations.