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Organization Charter of Professional Culture Institution of Kaohsiung City

1.The charter is created according to Article 5.1 of Self-Governance Article of Professional Culture Institution of Kaohsiung City (hereinafter referred to as "the Article").
2.Professional Culture Institution of Kaohsiung City (hereinafter referred to as "the Institution") is an independent administrative institution. The supervision institution is Kaohsiung City Government.
3.Business scope of the Institution are as followed:
3.1 Collect, repair, and research on activities and proof of human culture development; hold activities and educate talented of culture and art; show its result by exhibition, broadcasting, education, popularization, cooperation, communication to provide people with artistry, historic, and cultural public services.
3.2 Operate and manage cultural institution and area, such as museums of history and movie theater.
3.3 Take contracts to hold activities of cultural and art and operate cultural institution.
3.4 Other issues related to the goal of the Institution.
4.The Institution is built with board of directors, composed by 11 to 15 directors and a chief director. Board of supervision is built with 3 to 5 supervisors whom should be interviewed, hired, and dismissed by supervision institution.
Term of director and supervisor is three year. Except from representatives of related institution, contract renewal could only be done once.
5.On internal dimension, chief director is responsible of all affairs of the Institution, while on external dimension, chief director is the representative of the Institution. If the chief director cannot fulfill his/her duty, an accessor should be assigned by the chief director. The board should elect a representative when the chief director cannot assign the accessor on his/her own.
6.Board conference of the Institution should be held every six month. Temporary conference is allowed for necessity and has to be summoned by the chief director or requested by a quarter of the board. The chief director should be the chairman of the temporary conference. If the chief director cannot serve as the chairman, the board should elect a successor.
Half of the board members should attend the conference, while decision could only be made with at least half agreement of the attendance.
7.Board of directors is the review mechanism of the Institution, while chief director is responsible of administration and coordination affairs management to provide curators with necessary resources and administrative support for professional management.
8.Authorities of the board of directors are as followed:
8.1 Review of developing target and plan.
8.2 Fund raising of the Institution and budget distribution of business affairs substitution for all pavilions.

8.3 Approval of annual operational principles from all pavilions.
8.4 Review of annual operating plan.
8.5 Review of annual budget, financial account, and KPI target.
8.6 Review of regulation.
8.7 Review of private property disposal or affording setting. However, disposal action cannot be applied on immovables and collections.
8.8 Review of issues should be resolved by the board of directors according to the Article.
8.9 Review of appointing and dismissal of curators and vice curators.
8.10 Review of other major issues.
9. Authorities of the board of supervision are as followed:
9.1 Review of annual operation account.
9.2 Supervision on operation and financial status.
9.3 Audit on financial account book, document, and property information.
9.4 Approval or audit of other major issues.
Supervisor is allowed to exercise his/her authorized power. Managing supervisor should be elected by supervisors as the representative participating conference of board of directors.
10.Chief director can assign manager or officer of related department in the Institute to be participated in the board of directors' conference for reports of business status and inquiry of directors or supervisors. Accountant, lawyer, or other expert can be invited for opinions and inquiry.
11.Supervisors, managing supervisor, and curators can bring up resolution or extempore motion in the board conference, and participate in discussions and express opinion, however, they have no voting right.
12.Chairman of the board conference can terminate the discussion and run for resolution, if the topic has reach the level for resolution.
During resolution, the chairman can make inquiry toward presented directors for opinions. If there is no disagreement, it can be seen as agree and the result can be reported on the spot as a record.
13.Director, supervisor, curator, vice curator, or related person of the Institution cannot participate in any commerce issues, such as trading, renting and hiring, or taking responsible on contacts. However, if there is a proper reason, with an agreement of two-third of the board and two-third of the presenting directors, it can be acceptable.
The proper season which is mentioned above is only limited with cases for pavilions business.
14.Chief of director, director, and supervisor of the Institution are non-paid position.
15.Board of directors and supervisors are allowed to arrange for several officers for administration affairs and internal auditing of pavilions.
16.There are museums of history and theaters belong to the Institution. Every each of those should have one curator and one to two vice curators. All pavilion should create organization charter and send it to the board conference for review.
17.Application of curator should be brought to the board of directors by supervision institution. Term of the curator is three years after the approval of the board.
Curator is a full-time position, with responsibility of operating, managing, and executing business of pavilion. Curator should participate the board conference, while representing the responsible pavilion externally. The job descriptions are as followed,
17.1 Planning annual operating plan of responsible pavilion.
17.2 Planning annual budget and KPI, and provide report of account.
17.3 Business execution and supervision of responsible pavilion.
17.4 Appointing and dismissal of responsible pavilion.
17.5 Approving other business plan of responsible pavilion.
Payment, recruitment termination condition, and other duty and right should be clearly stated in recruitment contract with reference in supervision institution.
18.Pavilions are able to recruit national and international scholar and expert as consultant if needed.
Title and salary of the Institution and all pavilion should be stated in Personnel Managing Regulation.
19.The Article should be released after approved by board conference and sent to supervision institution for reference. Same procedure should be done for revision.