EVA Air carries out performance evaluations for ground staff, flight crew and cabin crew every year, in which the supervisors of respective departments conduct the evaluation and analysis to serve as the basis for promotion, year-end bonus, pay raise, transfer, and personnel training. In 2024, the implementation rate of performance evaluations was 100%. For those who score lower in the evaluation, we provide all kinds of guidance, interviews, and examinations to encourage them to voice the problems they encounter at work. Our sound promotion channels are the key to attract professional talents. Starting from training for new recruits, the direct supervisor of each department will rotate employees according to the performance evaluation, employees’ career plan, and the organization’s needs in an effort to find the perfect role for each person so that they can give full scope to their expertise. In so doing, we are able to keep our professional talents, creating a win-win situation for the Company and our employees.
All EVA Air employees are evaluated by their supervisor, and the evaluation results are be used as reference for promotion, year-end bonus, salary adjustment, transfer and human resource training. The evaluation method is a vertical supervisory assessment of subordinates, and communication about work performance is incorporated into daily work assignment and performance feedback. In addition, for personnel evaluation in inter-departmental support and inter-departmental business management, a multi-dimension assessment concept is adopted. Those with direct management responsibilities in the evaluation intersection are authorized to conduct independent evaluation and formulate a final assessment of individual performance.
Ground staff
We conduct performance evaluations twice a year. For those who score lower in the evaluation, the departmental executive and the employee will have an interview, followed by assessing the progress of the employee’s improvement.
Flight crew
Each year, there is an annual certification and two evaluations of administrative management. For those who score lower in the evaluation, the fleet management will have an evaluation interview to inform the employee what should be improved and to listen to employee’s ideas.
Cabin crew
We conduct performance evaluations twice a year. For those who score lower in the evaluation, the departmental executive and the crew will have an interview to encourage and remind crew to improve. And set an “Enhancement project” for crew to follow and reach the goal accordingly.
Employee Development
Cultivating talents is the foundation of the corporate sustainable development and an essential task to enhance service quality. EVA Air is dedicated to latest training resources to keep up with the needs of diverse job function and the requirements of aviation regulations; three main training systems have been established for flight crew, cabin crew, and ground staff respectively. These standardized training effectively increase the employee’s professional capacity and work efficiency. In 2024, EVA Air spent an average of about NT$50,652 on training and development per employee; every employee received an average of 42.9 training hours, 40 hours for female and 47.7 hours for male.
Average Training Hours and Expense of All Job Categories by Job Categories
| |
|
Average training hours (hours) |
Average training cost (TWD) |
| |
|
2021 |
2022 |
2023 |
2024 |
2021 |
2022 |
2023 |
2024 |
| Overall |
Each employee |
28.3 |
31.3 |
45.3 |
42.9 |
54,707 |
52,888 |
54,058 |
50,652 |
| Gender |
Each female employee |
23.3 |
27.1 |
45.8 |
40.0 |
45,007 |
45,816 |
54,687 |
47,298 |
| Each male employee |
36.8 |
38.6 |
44.4 |
47.7 |
71,171 |
65,325 |
52,974 |
56,373 |
| Age Group |
<30 |
25.1 |
29.0 |
42.1 |
41.0 |
48,601 |
49,036 |
50,219 |
48,456 |
| 30-50 |
28.8 |
31.8 |
46.3 |
43.3 |
55,766 |
53,730 |
55,273 |
51,171 |
| >50 |
31.9 |
32.1 |
39.3 |
42.9 |
61,769 |
54,282 |
46,896 |
50,719 |
| Management Level |
Top mgmt. |
22.0 |
23.1 |
31.4 |
37.3 |
7,022 |
8,199 |
10,283 |
10,185 |
| Senior mgmt. |
24.5 |
25.5 |
33.5 |
38.6 |
31,496 |
31,277 |
32,297 |
29,366 |
| Junior mgmt. |
24.4 |
27.5 |
34.4 |
38.7 |
17,245 |
17,106 |
28,896 |
26,292 |
| Non-management |
29.0 |
31.9 |
46.0 |
43.3 |
61,007 |
58,555 |
51,716 |
53,501 |
| Type of training |
Flight professionals |
62.2 |
59.8 |
65.5 |
60.3 |
392,084 |
371,245 |
383,984 |
357,796 |
| Cabin service |
24.9 |
31.5 |
56.3 |
44.2 |
1,509 |
1,446 |
3,102 |
3,285 |
| Ground support professionals |
21.3 |
22.4 |
31.9 |
36.9 |
709 |
1,716 |
4,256 |
4,837 |
Employee Training
- Competency training
- Annual training
- International civil aviation organization training
- Cadet training
- New hired pilot training
- Aircraft transition training
- Upgrade training
- Requalification training
- Recurrent training
- New ground training
- Aircraft transition training
- Upgrade training
- Recurrent training
- Cabin Crew PA Certification Training
Flight Crew
Flight safety is paramount and directly linked to flight crew performance. To ensure operational excellence, we continuously invest in the highest-certified level of flight simulators to conduct comprehensive training programs, including new pilot instruction, aircraft transition training, upgrades, annual recurrent training, and pilot requalification. Each flight crew member is required to complete two proficiency training and evaluation sessions every twelve months. Additional training may be arranged based on performance assessments to ensure compliance with the company’s standards. In 2024, the rate of additional training across our fleets ranged from 2% to 5%. In alignment with EVA Air’s safety mission statement, we have introduced an advanced training initiative, becoming the first airline in Taiwan authorized to conduct regular recurrent training for flight crews utilizing Evidence-Based Training methodologies.
In May 2013, EVA Airways founded its subsidiary company, EVA Flight Training Academy, in California, the only flight school owned by an Asian Airline in the U.S. The flight school aims at providing high training quality and ensuring flight safety with its brand new 8 single-engine and 1 twin-engine training aircraft. It has also been certified by FAA to provide training programs of Private Pilot License, Instrument Rating, Commercial Pilot License, Multi-crew Pilot License, Certified Flight Instructor, Certified Flight Instructor-Instrument, Certified Flight Instructor-Multi Engine, and Upset Prevention and Recovery Training. With all these facilities in place, the flight school expects to provide training to 80 students per year, not only to our own airline student pilots but to those who would like to pursue their careers in aviation. As of 2024, EVA Flight Training Academy has trained 410 pilot students for its parent company.
Cabin Crew
To maintain cabin safety and service quality, EVA Air’s training courses make use of simulated real facilities on board and SOPs to conduct simulation training. The courses mainly focus on the operation of all sorts of emergency equipment on an aircraft, countermeasures during emergency situation, as well as learning the techniques and professional knowledge of all service procedures. At the same time, to improve the response operations and service competency of the cabin crew, we hire external teachers to help the crew understand customer attributes in order to provide the best service; the crew can naturally show their confidence and professional demeanor to satisfy the needs and expectations of our customers, making our customers feel well cared for and safe during their flights.
Ground Staff
There are three parts of ground staff training: competency training, annual training and international civil aviation organization training. The courses are instructed by either internal or external professional lecturers. Evaluation is conducted at the end of the courses to serve as the basis for future course adjustments, which will ensure the quality of the courses and achieve training goals.
Competency and Transitional Assistance Program
While there is no specific transitional assistance program for employees who retire or terminate their employment, individual needs of retiring or departing employees will still be addressed by providing professional services such as psychological counseling, legal advice, and health check-ups. For employees who are on leave or rehired, professional and technical training necessary for their reemployment will be provided based on the duration of their absence from the Company. If they are qualified for certifications, training courses to restore their qualifications will be provided in accordance with regulations to assist employees in their learning, growth, and job requirements.
