# Executive Reference Knowledge: Leveling, Hierarchy & Compensation Mechanics (2026)

This reference knowledge document establishes the verified structural facts, leveling taxonomies, and cross-system equivalence rules for the Autumn Memo benchmark report: **"Global Executive Leveling & Compensation Benchmark: The Road past 7-Figures"**.

# # human added key points 
- notice OCBC VP is about TSMC manager (G35)
- OCBC Manager is the consolidated TSMC G31–32 segment; OCBC AVP is the consolidated TSMC G33–34 segment, and senior AVPs may start to lead people
- UOB AM/Manager is 31, AVP1 is 32, AVP2/VP1 is 33, VP2 is 34, FVP is 35, and SVP is 36 in grade mapping to TSMC
- using salary mapping for SG gov to UOB to OCBC
- where OCBC senior AVP (also called AVP) will start to lead people like G33/G34 in TSMC, but still have AVP, VP is actly like G34/G35/G36 as senior IC. 
- in TSMC G34 is technical manager, G35 is manager, G36 is department manager 
- **Segment Tree Alignment (UOB vs. OCBC vs. TSMC)**:
  - UOB and OCBC are distinct financial institutions and MUST be maintained in 2 separate columns.
  - **TSMC G31–32 ≡ OCBC Manager ≡ UOB [AM/Manager, AVP1]**.
  - **TSMC G33–34 ≡ OCBC AVP ≡ UOB [AVP2, VP1, VP2]**; UOB VP1 anchors G33 and VP2 anchors G34.
  - **TSMC G35 ≡ OCBC VP ≡ UOB FVP**; UOB VP2 is only the lower transition edge.
  - **TSMC Grade 36 (部經理 / Department Manager)** corresponds to **UOB SVP** and **OCBC ED (Executive Director)**, strictly above OCBC VP.

---

## 1. The Tri-Fold Mapping Methodology

To resolve cross-border currency disparities, institutional pay constraints, and varying corporate titles, this benchmark employs a rigorous **Three-Axis Alignment Architecture**:

```text
[Axis 1: Singapore Domestic TC Matching]
  OCBC Bank  <====== Total Comp ======>  UOB Bank  <====== Total Comp ======>  SG Gov (MX Scheme)
  (Manager: S$55-95k)                    (AM/Manager & AVP1)                    (MX13(I) & MX13)
  (AVP: S$80-190k)                       (AVP2, VP1 & VP2)                      (MX12 to MX11A)
  (VP:  S$170-230k)                      (FVP; VP2 transition edge)             (MX10)
  (ED:  S$260-380k)                      (SVP & ED)                             (MX9 & MX8 Superscale)

[Axis 2: Institutional Scope Alignment]
  SG Gov (MX / Superscale / Political)  <====== Job Grade & Scope ======>  Taiwan Gov (委任 / 薦任 / 簡任)
  (MX14-13: ICs)                                                           (委任4-5, 薦任6-7 科員)
  (MX11-10: AD / DD)                                                       (薦任8-9 股長/科長, 簡任10 專委)
  (MX9-8: Director / Superscale)                                           (簡任11-12 副司長/司長/參事)
  (PermSec: Top Civil Servant)                                             (簡任14頂 常務次長)

[Axis 3: Tech-to-Banking Job Grade Bridging (+26 Rule & Segment Tree Calibration)]
  ASML (責任層級約當跨度)       <=== +26 規則 ===>  TSMC (TW Grade & Title)                 <=== UOB (Granular) ===>  <=== OCBC (Consolidated) ===>
  JG5–6 (Junior / graduate entry)                  30–31 (工程師 / 學碩入口帶)             Analyst                   Officer / Analyst
  JG5–6 (Professional)                             31 (工程師)                              UOB AM / Manager          OCBC Manager (Entry)
  JG7–8 (Senior Eng / 跨職系)                     32 (資深工程師)                           UOB AVP1 (32 anchor)      OCBC Manager (Core/Senior)
  JG7–9 (新人JG7-8 · 成熟JG8-9)                    33 (主任工程師 / Principal Eng)          UOB AVP2 / VP1 (33)      OCBC AVP (Entry/Core)
  JG8–9 (初階主管 / 資深IC雙軌)                    34 (副理 / Technical Manager)            UOB VP2 (34 anchor)       OCBC AVP (Senior/Leader)
  JG9–10 (Manager / Principal)                     35 (經理 / 模組經理 Manager)             UOB FVP (35 anchor)       OCBC VP (35 Anchor)
  JG10–11 (Manager / Sr Manager)                   36 (部經理 / Department Manager)         UOB SVP (36 mapping)      OCBC ED (Executive Director)
  JG11 (Senior Mgr / 副總監)                       37 (副處長 / 副廠長)                     UOB SVP / ED              OCBC ED (Senior ED)
  JG12 (Director / 處長級)                          38-39 (處長 / 廠長 / Fab Director)       UOB ED                    OCBC MD (Managing Director)
  JG13 (Senior Director)                           40 (資深處長 / 資深廠長)                 UOB MD                    OCBC MD1 (Cluster Head)
  JG14 (Vice President VP)                         約50 (副總經理 VP · 報告CEO/董事長)      UOB Senior MD / ExCo      OCBC GMD (CTO/COO Scope)
  JG15 (Senior VP SVP)                             約51 (資深副總經理 SVP)                  UOB Top Senior MD         OCBC GMD (Group Managing Dir)
  JG16 (EVP / BoM Member)                          約52 (執行副總經理 EVP / 共同營運長)     UOB Group C-Suite/CEO     OCBC Group C-Suite / CEO
```

---

## 2. Singapore Banking & Civil Service Compensation Windows (Post-2025/2026 Verification)

### 2.1 OCBC AVP vs. UOB (AVP2, VP1 & VP2) Segment Parity
Verified empirical data from post-June 2025 Singapore banking market benchmarks:
- **OCBC AVP Structure:**
  - Monthly Base Salary: **S$7,500 – S$13,500/month** (Median: ~S$9,500 – S$10,500/mo).
  - Annual Performance Bonus + AWS: 2.5 to 4.5 months.
  - **Annual Total Compensation (TC): S$120,000 – S$190,000+ SGD**.
- **UOB Fine-Grained Ladders:**
  - `AVP1`: Base S$7,000 – S$9,200/mo $\rightarrow$ Annual TC ~S$110k – S$140k (Entry AVP scope).
  - `AVP2`: Base S$8,500 – S$11,200/mo $\rightarrow$ Annual TC ~S$130k – S$170k (Core OCBC AVP parity).
  - `VP1`: Base S$9,800 – S$13,200/mo $\rightarrow$ Annual TC ~S$150k – S$195k (Senior OCBC AVP parity).
  - `VP2`: retained as the upper / leadership transition edge of the OCBC AVP segment and the G34 anchor.
- **Conclusion:** Because OCBC utilizes a consolidated `AVP` title without public numeral subdivisions, **an OCBC AVP structurally spans UOB AVP2 through VP2**, with UOB VP1 anchoring TSMC G33 and VP2 anchoring G34.

### 2.2 OCBC VP vs. Singapore Civil Service MX9 (Superscale)
- **OCBC Vice President (VP) Structure:**
  - Monthly Base Salary: **S$11,500 – S$16,500+/month** (Median: ~S$13,500 – S$15,000/mo).
  - Annual Bonus: 3.0 to 5.5 months in corporate, risk, technology, and wealth units.
  - **Annual Total Compensation (TC): S$200,000 – S$300,000 SGD**.
- **Singapore Civil Service MX9 (Superscale Entry / Director):**
  - Monthly Base: **S$11,500 – S$16,500/month**.
  - Total Annual Bonus (AWS + AVC + Performance Bonus): 3.5 to 5.0 months.
  - **Annual Total Compensation (TC): S$200,000 – S$280,000/300k SGD**.
- **Conclusion:** From an annual cash-flow perspective, **OCBC VP (S$200k–S$300k) overlaps SG Gov MX9 (Superscale entry)** and the UOB FVP-to-entry-SVP pay window. In the responsibility-based TSMC segment tree, its center remains **UOB FVP ≡ TSMC G35**; VP2 is the lower edge and entry SVP the upper edge, not the central grade anchors.

---

## 3. Singapore Civil Service (MX Scheme) Verified Total Compensation Windows

Singapore Civil Service total compensation comprises 12 months base salary, 1 month Annual Wage Supplement (AWS / 13th month), Annual Variable Component (AVC, paid in mid-year and year-end tranches ~0.5–1.5 months), and individual Performance Bonus (PB, typically 1.5–4.0+ months depending on CEP ranking). Total annual package ranges from 14.5 to 17.5 months.

| SG Gov Grade | Indicative Title / Scope | Monthly Base Range | Annual TC Window (SGD) | UOB & OCBC Parity (Salary-Matched) |
| :--- | :--- | :--- | :--- | :--- |
| **MX14** | Junior Executive | S$3,200 – S$4,200 | **S$45k – S$65k** | UOB Analyst / OCBC Officer |
| **MX13(I)** | Graduate Executive | S$3,800 – S$4,800 | **S$55k – S$75k** | UOB AM/Manager entry / OCBC Manager entry |
| **MX13** | Senior Executive | S$4,500 – S$6,200 | **S$65k – S$95k** | UOB AVP1 / OCBC Manager (core/senior) |
| **MX12** | Manager / Policy Officer | S$5,200 – S$7,500 | **S$75k – S$115k** | UOB AVP2/VP1 entry / OCBC AVP (lower) |
| **MX11** | Assistant Director (AD) | S$6,500 – S$9,800 | **S$95k – S$150k** | UOB VP1/VP2 entry / OCBC AVP (core) |
| **MX11A** | Senior AD / Junior DD | S$8,000 – S$11,800 | **S$120k – S$180k** | UOB VP2 / OCBC AVP (senior/leader) |
| **MX10** | Deputy Director (DD) | S$9,500 – S$14,500 | **S$145k – S$225k** | UOB FVP (VP2 edge) / OCBC VP |
| **MX9 (Superscale)**| Director (Entry Superscale) | S$11,500 – S$16,800 | **S$200k – S$300k** | **UOB FVP / SVP entry · OCBC VP (S$200-300k)** |
| **MX8 (Superscale)**| Senior Director | S$15,000 – S$22,000 | **S$260k – S$380k** | UOB SVP / OCBC ED |
| **MX7 (Superscale)**| Group Director | S$20,000 – S$28,000 | **S$350k – S$520k+** | UOB ED / OCBC MD |
| **Deputy Secretary**| Ministry Leadership | S$26,000 – S$38,000 | **S$450k – S$700k+** | UOB MD / OCBC MD1 (Cluster Head) |
| **Permanent Sec**   | Top Career Civil Servant | S$38,000 – S$65,000 | **S$650k – S$1.2M+** | UOB Senior MD / OCBC GMD (CTO/COO) |
| **Senior Perm Sec** | Whole-of-Gov Head (HCS)  | S$50,000 – S$75,000 | **S$850k – S$1.4M+** | UOB Top Senior MD / OCBC GMD ExCo |
| **MR4 Minister**    | Entry Cabinet Minister   | Statutory Benchmark | **S$1.1M – S$1.8M ref.**| UOB / OCBC Group C-Suite Economics |
| **MR3 Minister**    | Full Cabinet Minister    | Statutory Benchmark | **~S$1.3M – S$2.1M ref.**| UOB / OCBC C-Suite / Key BU Heads |
| **MR2 Minister**    | Coordinating Minister    | Statutory Benchmark | **~S$1.6M – S$2.5M ref.**| UOB / OCBC Top C-Suite Leadership |
| **MR1 Minister**    | Deputy Prime Minister    | Statutory Benchmark | **~S$1.9M – S$2.8M ref.**| UOB / OCBC Board Executive Level |
| **Prime Minister**  | National Head of Gov     | Statutory Benchmark | **~S$3.6M ref.**       | UOB / OCBC Group CEO Economics |

---

## 4. Taiwan Civil Service: Scope-Based Alignment with Singapore Civil Service

Because Taiwan public sector salaries are strictly bounded by statutory civil service pay tables (公務人員俸給表) with rigid legal ceilings, **compensation figures cannot be matched by numerical parity**. Instead, institutional hierarchy and administrative scope provide the true correspondence:

| SG Gov Grade | Administrative Scope in Singapore | Taiwan Gov 官等職等 | Taiwan 常見官銜與職務對應 |
| :--- | :--- | :--- | :--- |
| **MX14** | Junior Executive (基層承辦) | 委任第4–5職等 | 書記、辦事員、委任初階科員 |
| **MX13(I)** | Graduate Executive (初任薦任) | 薦任第6職等 | 科員、技士 |
| **MX13** | Senior Executive (資深承辦) | 薦任第6–7職等 | 資深科員、初任專員、幫工程司 |
| **MX12** | Manager / Junior Policy (主辦專員) | 薦任第7–8職等 | 專員、股長、工務所主任 |
| **MX11** | Assistant Director / AD (副科長/專員) | 薦任第8–9職等 | 專員、分隊長、薦任秘書 |
| **MX11A** | Senior AD / Junior DD (基層主管) | 薦任第9職等 | **主管科長**、副組長 |
| **MX10** | Deputy Director / DD (副處長/專委) | 薦任9～簡任10職等 | **簡任專門委員**、大科科長、副處長 |
| **MX9** | Director / Entry Superscale (首長/司副) | 簡任第10–11職等 | **簡任副司長**、簡任專委、分局長 |
| **MX8** | Senior Director (核心司長級) | 簡任第11–12職等 | **副司長、司長、參事、處長** |
| **MX7** | Group Director (大司司長/局處長) | 簡任第12–13職等 | **重要司司長、常任主秘、局長** |
| **Deputy Sec**| Ministry Leadership (副次長層級) | 簡任第13–14職等 | **常任主任秘書、署長、常任次長邊緣** |
| **Perm Sec**  | Top Career Civil Servant (事務官最高階) | **簡任第14職等頂層** | **常務次長 (公務員體系常任文官頂點)** |
| **Senior Perm**| Whole-of-Government Leader (文官長) | 特任常任文官首長 | **銓敘部/人事行政總處常任首長** |
| **MR4 Minister**| Entry Cabinet Minister (部會部長) | **政務官** | **內閣部長 (部會政務首長)** |
| **MR3 Minister**| Full Cabinet Minister (資深部長) | **資深政務官** | **重要部會部長 / 兼行政院政務委員** |
| **MR2 Minister**| Coordinating Minister (統籌部長) | **院級政務副首長** | **行政院副院長 / 國安會秘書長級** |
| **MR1 Minister**| Deputy Prime Minister (副總理) | **院長級政務首長** | **行政院院長 (閣揆級)** |
| **Prime Minister**| Head of Government (國家領導) | 國家最高領導人概念 | **行政院院長 / 總統之間概念** |

---

## 5. Tech-to-Banking Job Grade Bridging (ASML $\rightarrow$ TSMC $\rightarrow$ UOB & OCBC)

Tech companies price technical competence through individual contributor (IC) and managerial ladders. Aligning ASML Job Grades (JG) to TSMC Grades provides the universal baseline to cross-map executive titles in UOB and OCBC, calibrated through both academic entry and mature organizational responsibility:

| TSMC Grade | TSMC 定位與職稱 | ASML 責任層級約當跨度 | 對標說明與軌道定位 | UOB Title (Ladders) | OCBC Title (Ladders) |
| :--- | :--- | :--- | :--- | :--- | :--- |
| **30–31** | Engineer / Bachelor or MSc fresh (學士／碩士新人入口帶) | **JG5–6 左右** | 31 並非碩士專屬；30 僅見於部分非官方整理 | **Analyst → AM/Manager entry (31)** | **Officer/Analyst → Manager entry (31)** |
| **32** | Senior Engineer (資深工程師) | **JG7–8** | 專案主力；OCBC Manager 段上緣 | **AVP1 (32 anchor)** | **Manager (Core/Senior; G31–32 segment)** |
| **33** | Principal / PhD fresh (主任工程師) | **JG7–9** | 成熟責任可達 JG8–9；AVP 段起點 | **AVP2 / VP1 (33 anchor)** | **AVP (Entry/Core; G33–34 segment)** |
| **34** | 副理 (Technical Manager) | **JG8–9** | 初階主管或資深 IC；開始帶人並非例外 | **VP2 (34 anchor)** | **AVP (Senior/Leader; G33–34 segment)** |
| **35** | 經理 / 模組經理 (Manager) | **JG9–10** | Manager / Principal Engineer | **FVP (35 anchor; VP2 transition edge)** | **VP (S$170k–230k · G35 anchor)** |
| **36** | 部經理 / 資深經理 (Dept Manager) | **JG10–11** | Manager / Senior Manager | **SVP (Senior VP · 36 mapping)** | **ED (Executive Director: S$260k–380k · TSMC 36 ≡ UOB SVP ≡ OCBC ED)** |
| **37** | 副處長 / 副廠長 (Deputy Director) | **JG11** | Senior Manager / 副總監 (雙軌頂層) | **SVP (Senior VP)** | **ED (Executive Director: S$260k–380k)** |
| **38–39** | 處長 / 廠長 / 大型處長 (Fab Director) | **JG12** | Director / Fellow (處長 / 院士) | **ED (Executive Director)** | **MD (Managing Director: S$350k–520k+)** |
| **40** | 資深處長 / 資深廠長 (張忠謀40職等) | **JG13** | Senior Director (資深總監) | **MD (Managing Director)** | **MD1 (Cluster Head: S$450k–700k+)** |
| **約50** | 副總經理 VP (報告CEO/董事長) | **JG14** | Vice President (全球副總裁) | **Senior MD / ExCo** | **MD1 / GMD (CTO/COO Scope: S$650k–1.2M+)** |
| **約51** | 資深副總經理 SVP | **JG15** | Senior Vice President (資深副總) | **Top Senior MD (CTO/COO)** | **GMD (Group Managing Dir: 2.8M–4.5M+ SGD)** |
| **約52** | 執行副總經理 EVP / 共同營運長 | **JG16 / BoM** | Executive VP / 執行董事會成員 | **Group C-Suite / CEO** | **Group C-Suite / CEO Economics** |

> **兩種比較維度的關鍵分流（學歷入口 vs. 成熟職位責任）：**  
> 1. **按新人學歷入口**：TSMC 30–31 是學士／碩士工程師入口帶，31 非碩士專屬；TSMC 33 ≈ ASML JG7–8（入職門檻相近；美國高階研發中心的 fresh PhD 甚至可能直接給到 JG8）。
> 2. **按成熟職位責任**：TSMC 33 成熟主任責任對標可達 ASML JG8–9；TSMC 34 副理 ≈ JG8–9；TSMC 35 經理 ≈ JG9–10；TSMC 36 部經理 ≈ JG10–11。  
> **結論：** 不能再簡單斷言「33 就是 JG7」。JG7 是 TSMC 33 可能的新人入口對應，但成熟職責具備寬帶彈性；且台積電 34–40 明確綁定管理階層，而 ASML JG8–11 採技術 IC 與管理雙軌。銀行端 VP 很多屬於資深高階 IC，在層級與責任上等同 TSMC 35/36 核心主力。

### 5.1A UOB / OCBC Segment Tree 人工覆核

- Segment tree 的節點以職責為主、title 為輔：**OCBC Manager 覆蓋 TSMC 31–32**，**OCBC AVP 覆蓋 TSMC 33–34**，且 G34／senior AVP 是最明確的帶人或 transformation-lead 邊界。
- UOB 的細分節點採 **AM/Manager→31、AVP1→32、AVP2/VP1→33、VP2→34、FVP→35、SVP→36**。這是本報告的人工校準模型，不宣稱是銀行公開的正式 grade conversion。
- 公開職缺證明 title 本身具有寬帶：[UOB AVP PMO](https://uobgroup.wd3.myworkdayjobs.com/en-US/UOBExternal/job/AVP--Project-Management-Office--Innovation-Group_JR77354)甚至接受 fresh graduates；另一個 [UOB AVP 調查職](https://uobgroup.wd3.myworkdayjobs.com/en-US/UOBExternal/job/Assistant-Vice-President_JR78769)要求至少五年經驗並支援 Team Lead。
- 領導責任也與 title 並非一刀切：[OCBC AVP Payments Transformation](https://ocbc.wd102.myworkdayjobs.com/en-US/External/job/Assistant-Vice-President--Group-Payment-Operations--Payments-Transformation--One-Operations---Workflow---User-Experience-_JR00010538)明載 transformation lead；[UOB VP/FVP Senior Team Head](https://uobgroup.wd3.myworkdayjobs.com/en-US/UOBExternal/job/VP-FVP---Senior-Team-Head---Privilege-Banking--Onshore-_JR69929)則明載 leadership and team management。因此 AVP 可是資深 IC，也可開始帶人，符合 G33–34 的責任跨度。

### 5.1 Grade 30/31 新人入口證據校準

- 台積電沒有在公開招募或年報中發布「學歷 → 內部 Grade」的正式對照表；官方公開資料能確認的是學士與碩士新人起薪不同，而非 30/31 的硬性分流。
- [陽明交大電機學院 2023 博士班招生簡報](https://www.nycu.edu.tw/doctoralece/ch/app/news/doc?detailNo=1317006017006931968&module=headnews&type=s) 明列「職等 31－工程師新人價」，並在同一職等下分列學士 51k、碩士 60k，是目前較具機構來源的反例。
- [PTT 2015 實例](https://www.ptt.cc/bbs/Tech_Job/M.1445883923.A.DC5.html)與 [PTT 2022 offer 討論](https://www.ptt.cc/bbs/Tech_Job/M.1654944979.A.E34.html)均出現學士 Grade 31；匿名討論只能作交叉驗證，不能當官方政策。
- [2024 二手職等整理](https://mtk.tw/%E7%AB%B9%E7%A7%91%E5%B7%A5%E7%A8%8B%E5%B8%AB%E7%9A%84%E8%81%B7%E7%AD%89/)列出 Grade 30 學士、Grade 31 碩士，但作者明示台商資料取自 PTT/Dcard，且與上述案例衝突。
- 因此本報告把 **TSMC Grade 30–31** 視為新人可能入口帶，把 **OCBC Officer / UOB Analyst** 對標到此入口帶；不因學歷單一因素斷言 Officer 必然低於 Grade 31。

---

## 6. Synthesis: How to Interpret Cross-System Benchmark Data

1. **Within Singapore (OCBC, UOB, SG Gov): Use Compensation Windows.**  
   A VP at OCBC making S$200k–S$300k is the financial equivalent of a Civil Service Director entering Superscale (MX9). It reflects what Singapore's market pays for seasoned leadership at age 35–45.
2. **Between Singapore Gov & Taiwan Gov: Use Job Grade & Scope.**  
   Do not compare a Singapore Permanent Secretary (S$1M+ ≈ NT$24M) to a Taiwan 常務次長 (NT$2.2M) purely on money. In institutional power, statutory oversight, and departmental command, they occupy the exact same apex civil service seat.
3. **From Semiconductor Giants to Banking: Use Organizational Seniority.**  
   ASML JG10 (Department Manager) and TSMC Grade 36 (部經理) govern complex engineering roadmaps equivalent to a Banking VP (UOB FVP / OCBC VP Senior IC). TSMC Grade 50 (副總經理 VP) and ASML JG14/15 (VP/SVP) shoulder multi-billion dollar stakes equivalent to Bank Group Managing Directors (GMD) and C-Suite Chiefs.