The Group has established a talent development management system based on the principles of “selection, recruitment, cultivation, and motivation”, with a focus on ensuring the right fit between individuals and positions, and actively attracting high-potential talents. The Group places great importance on the career development of its employees, addressing their personal growth aspirations. We have created a diverse learning platform that combines online and offline resources, providing training and support for all staff members. Tailored development programs are designed for new hires, existing employees, as well as those with managerial potential, aiming to facilitate the simultaneous enhancement of their professional knowledge and leadership capabilities. In terms of talent retention, we employ a diverse range of incentives to empower employees' growth comprehensively.
Joint Training Program: In order to meet the growth and development needs of the Group's employees' professional skills, and to encourage employees to continue learning, improve their self-skills, create a learning organization, and encourage employees to grow and develop together with the Group, the Group actively cooperates with external educational institutions to encourage employees to learn and grow. Incentives are provided for obtaining professional certificates, and the incentive policy covers all employees under the Group's labor contract. In 2022, the Group cooperated with education and training institutions such as Zhangjiakou Yunzi Vocational Training School, Lingqiu County Yongan Training School, and Hebei Ji'an Fire Vocational Training School, and received positive feedback.
Support employees to further their education: In order to encourage all employees and interns of the Group to continue their studies and encourage employees to grow and develop together with the Group, Chindata Group has specially formulated employee degree courses and certification incentives to support employees in obtaining academic degrees, professional and technical qualification certifications and professional title certificates. Academic degree improvement projects: junior college to bachelor's degree, undergraduate master's degree, etc. Professional title improvement projects: first-class registered architect, first-class registered structural engineer, registered public equipment engineer, registered electrical engineer, etc. Vocational qualification improvement projects: high-voltage electrician, low-voltage electrician, fire-fighting facility operator, special equipment safety management and operator, electrical installation technician, refrigeration and air-conditioning equipment operation operator, etc.
The Successor Training Plan: In 2022, the Group fully evaluated and identified core key positions, and conducted a comprehensive evaluation around core positions, the degree of relevance of the positions to the business, and the scarcity of talents in the positions, etc., and then actively formulated a 2022 successor training plan for the Group. This plan adopts a dual-channel development model and strives to comply with the company's organizational talent development strategy and at the same time fit with employees' self-career planning and development, which can better realize employees' sense of growth and value and ensure the sustainable and efficient development of the organization. Specifically, there are two paths included in the dual-channel development model, which are successor path and expert path. The successor path refers to providing high-potential talents who meet the company's management talent development requirements, have certain management capabilities, and are expected to move into management positions in their own career plans to provide focused leadership improvement, including role recognition and positioning, team management and employee coaching, as well as working within and across teams, team building and other aspects, so that employees can become management talents who understand management, can manage, can lead teams, and have high performance. The expert path refers to providing high-potential talents who meet the company's professional talent development requirements and focus on improving professional abilities to focus on improving professional & project skills, including professional qualification retraining, professional title re-education and improvement, professional high-potential internal sharing, and the cultivation of general communication and collaboration skills , in order to enable employees to become expert talents in professional fields, realize their own value, and improve the efficiency of the company's business fields.

The Group prioritizes the health and safety of its employees. We have developed and refined the EHS (Environment, Health, and Safety) Management Plan and Emergency Response Plan, establishing a safety committee and an EHS department. We continuously enhance our EHS risk assessment tools and emergency response management capabilities. We value the cultivation of a safety culture and regularly conduct EHS training, safety production training, emergency response training, and safety awareness campaigns to strengthen employees' safety consciousness. During daily operations, we require all employees to wear appropriate personal protective equipment to ensure their safety. Furthermore, we conduct regular EHS inspections to promptly identify and address any safety hazards, preventing potential incidents.The Group cares about the physical and mental well-being of our employees, emphasizing the balance between work and life. We offer flexible working hours, organize regular lectures on physical and mental health, provide ergonomic office equipment, and offer various subsidies such as holiday gifts, marriage and childbirth gifts, and allowances for daily expenses. These efforts aim to enhance employees' sense of happiness and belonging.
Chindata Group listens to its employees and conducts employee satisfaction surveys every year. In 2022, the Group issued an employee satisfaction survey questionnaire to all employees. Employees can voluntarily fill in the form according to the actual situation. The questionnaire covers 10 major aspects such as work assignments, on-the-job learning opportunities, salary incentive system, career development prospects, personal development, and welfare benefits, in order to fully understand employees' opinions on the company and develop more targeted improvement measures. The Group collected a total of 211 valid questionnaires, and only 1.42% of employees said they were unsatisfied with their current jobs. Respondents tend to be satisfied with the work process and team atmosphere. The salary and benefit system, job development prospects, and management system are important points to improve employee satisfaction in the future.