NXP Company Presentation April 2014

NXP Semiconductors
Company presentation
NXP Positioning
The electronics industry is being driven by 4 key mega trends
that are shaping our society:
Energy Efficiency, Connected Devices, Security and Health
To connect to these trends, NXP designs and manufactures
High-Performance Mixed-Signal Solutions that enable
Secure Connections for a Smarter

World
We do so via our RF, Analog, Power Management, Interface,
Security and Digital Processing innovations,
that are used in a wide range of applications, including:
Automotive, Identification, Mobile, Wireless Infrastructure,
Lighting, Industrial, Consumer and Computing.
Thus we enable our customers to differentiate their products
through features, cost of ownership and/or time-to-market.
A global semiconductor company with operations in more than
25 countries, NXP Semiconductors N.V. (NASDAQ: NXPI)
posted revenue of $4.36 billion in 2012.
Additional information can be found by visiting www.nxp.com
NXP Semiconductors Management Team

Rick Clemmer
Rick Clemmer
Executive director,
president
and CEO
Executive
director,
president and CEO
Peter Kelly
Chris Belden
Alexander Everke
Executive Vice President

and CFO

and General Manager of
Operations

and General Manager
HPMS Industrial and
Infrastructure
Kurt Sievers
Dave French
Ruediger Stroh

and General Manager
HPMS Automotive

and General Manager
HPMS Portable &
Computing

and General Manager
HPMS Identification
Frans Scheper
Guido Dierick
Robert Rigby-Hall

and General Manager
Standard Products

and General Counsel

and Chief Human
Resources Officer
Loh Kin Wah
Hai Wang
Sean Hunkler
Executive Vice President,

Sales & Marketing

of R&D

and General Manager of
Operations
Strong innovation track record dating 50+ years
Eindhoven (NL)
Nijmegen (NL)
Leuven (B)
Hamburg (GER)
Caen (F)
Gratkorn (Austria)
San Jose (US)

San Diego (US)
Shanghai/Suzhou
Hong Kong
Tempe (US)
R&D key figures

Approximately 3,300 employees in R&D
of which over 2,600 support our HighPerformance Mixed-Signal businesses
Engineering design teams in 19 locations
9,400 issued and pending patents
Singapore
Bangalore (India)
World class manufacturing capabilities

Differentiated process technologies and competitive manufacturing
Manchester
Nijmegen (NL)
Hamburg (GER)
Jilin
Shanghai/Suzhou
Kaohsiung
Hong Kong/Guangdong
Bangkok
Cabuyao
Singapore
Seremban
Front End
Back End
Site name in blue = Joint Venture
Recent Quarterly Business Trends

Revenue ($M)
$978
Q1 12
$1,094
$1,170
$1,116
$1,085
Q2 12
Q3 12
Q4 12
Q1 13
Non-GAAP Gross Margin
$1,188
$1,249
44.3%
46.2%
46.4%
46.1%
Q2 13
Q3 13
Q1 12
Q2 12
Q3 12
Q4 12
15.3%
Q1 12
20.9%
20.2%
Q2 12
Q3 12
Q4 12
49.5%
Q1 13
45.5%
46.8%
Q2 13
Q3 13
Adj. EBITDA Margin
Non-GAAP Operating Margin
19.7%
(1)
23.5%
21.5%
22.8%
21.9%
Q1 13
Q2 13
Q3 13
Q1 12
25.6%
26.2%
26.0%
Q2 12
Q3 12
Q4 12
29.4%
26.9%
28.0%
Q1 13
Q2 13
Q3 13
Note:
1.
As of 1Q13, product classification for HPMS end markets Infrastructure & Industrial and Portable & Computing in addition to segment Standard Products have been 6
redefined to reflect underlying market dynamics, product complexity and organizational management. Prior periods have been realigned to conform with new end market
definitions. Non-GAAP amounts exclude stock-based compensation
Business Segment Revenue and Non-GAAP Margin Trends

HPMS Segment Revenue and
non-GAAP Gross Margin
54.0%
55.5%
(1)
HPMS Segment Operating Income and

non-GAAP Operating Margin
59.9%
54.2%
54.5%
53.8%
54.1%
29.5%
23.9%
24.1%
24.3%
27.1%
27.2%
18.6%
$646
$741
$804
$785
$776
$878
$922
$120
$177
$194
$191
$229
$238
$251
Q1 12
Q2 12
Q3 12
Q4 12
Q1 13
Q2 13
Q3 13
Q1 12
Q2 12
Q3 12
Q4 12
Q1 13
Q2 13
Q3 13
HPMS Revenue($M)
Non-GAAP HPMS Operating Income($M)
Non-GAAP HPMS Gross Margin
Standard Product Segment Revenue and

non-GAAP Gross Margin
29.9%
30.9%
33.9%
30.3%
26.2%
Non-GAAP HPMS Operating Margin
Standard Product Segment Operating Income and

non-GAAP Operating Margin
29.2%
23.8%
12.8%
15.5%
18.4%
14.3%
14.8%
10.0%
9.3%
$274
$291
$316
$287
$279
$281
$291
$35
$45
$58
$41
$28
$26
$43
Q1 12
Q2 12
Q3 12
Q4 12
Q1 13
Q2 13
Q3 13
Q1 12
Q2 12
Q3 12
Q4 12
Q1 13
Q2 13
Q3 13
STDP Revenue($M)
Non-GAAP STDP Gross Margin
Non-GAAP STDP Operating Income($M)
Non-GAAP STDP Operating Margin
Note:
1.
As of 1Q13, product classification for HPMS end markets Infrastructure & Industrial and Portable & Computing in addition to segment Standard Products have been
redefined to reflect underlying market dynamics, product complexity and organizational management. Prior periods have been realigned to conform with new end market
definitions. Non-GAAP amounts exclude stock-based compensation
Leveraging Secular Trends and Unique Capabilities
Secular Trends and Demands

Driving Growth
Security
Connectivity
Mobility
Energy efficiency
Addressable Market Growth ($M)(1)

1%
CAGR
4% Y-Y
Characteristics of HPMS Focused Markets

Large with long life cycles
Growth in excess of overall market
Broad and diverse customer base
High barrier to entry
Sticky customer relationships
$24,758
$25,086
$24,795
$25,707
2010
2011
2012
2013E
Potential Future Market Growth ($M) (1)

NXP Competitive Advantages
Strong IP and patent portfolio position
Broad mixed signal product portfolio
Differentiated process technology
Acknowledge leadership capability in
Low-power RF; cryptography;
Mixedsignal MCU system design
6%
CAGR
$24,795
$25,707
$27,223
$29,299
2012
2013E
2014E
2015E
Source:
(1) Market size, historic and future growth rates based on NXP CMI internal research of applicable peers; all growth rates are 3-year CAGR
Growth Driven by HPMS Capabilities and Standard Products Scale

HPMS Addressable Market Growth ($M)(1)
STDP Addressable Market Growth ($M)(1)
6%
CAGR
(4%)
CAGR
7% Y-Y
(~2%) Y-Y
$13,048
$13,770
$14,355
$15,427
$11,710
$11,316
$10,439
$10,279
2010
2011
2012
2013E
2010
2011
2012
2013E
NXP HPMS Segment Growth ($M)
NXP Standard Products Segment Growth ($M)

11%
CAGR
0%
CAGR
18% Y-Y
(~2%) Y-Y
$2,584
$2,653
$2,976
$3,518
$1,145
$1,216
$1,168
$1,140
2010
2011
2012
2013E
2010
2011
2012
2013E
NXP HPMS Growth in Excess of Market
8%
2010
-3%
2011
NXP Standard Products Growth in Excess of

Market
8%
11%
5%
10%
4%
2012
2013
2010
2011
2012
-1%
2013E
9
Source:
Our innovations are used in a wide

range of applications (1/2)
Wireless infra
Lighting
Industrial
Mobile
Wireless base
stations
Lighting drivers
(CFL, LED)
Smart grid
Mobile devices
White goods
Point-to-point
Lighting
networks
Home / building
automation
Portable power
supplies
Backlighting
Power supplies
CATV
infrastructure
Personal health
Chargers
Broadcasting
10
Our innovations are used in a wide range

of applications (2/2)
Automotive
In-vehicle
networking
Car access &
immobilizers
Car entertainment
Solid State Lighting
Telematics
Identification
Consumer
Computing
Secure identity
TV
Tablet PCs
Secure
transactions
Satellite, Cable,
Terrestrial and IP
set-top boxes
Note-/Netbooks
Tagging &
authentication
Satellite outdoor
units
Desktops
Power supplies
Monitors and
peripherals
Speed & Angular

Sensors
11
Identification
24% Product Revenue in 2012
NXP Identification Group Growth ($M)
Secular Trends Driving Growth

Digitization of government documents
Global roll-out of chip-based bank cards
Unified transit payment platforms
Secure mobile payments and access
Authentication of products & people
Products
SmartMX secure microcontroller
Secure Java-card operating system
Zero and low-power RF interfaces
MiFare ticketing and access solutions
Complete document reader solutions
Low-power RFID tagging solutions
Market Position
#1 eGovernment documents
#1 Chip-based banking cards
#1 Transit system products
#1 Mobile transaction solutions
#1 RFID tags and labels
#1 Contactless infrastructure
30%
CAGR
31% Y-Y
$589
$698
$986
$1,294
2010
2011
2012
2013E
Potential Identification Market Growth ($M)(1)

16%
CAGR
$2,931
$3,394
$3,691
$4,605
2012
2013E
2014E
2015E
12
Source:
12
Automotive
NXP Automotive Group Growth ($M)

Secure connected car Car-to-X mgt.
Demand for increased safety (ADAS)
Adoption of global digital broadcast
Increased data-flow throughout the car
Increased intelligence to key
Energy efficiency and CO2 reduction
Complexity and long-life cycle demands
Products
SoC infotainment and SDR systems
CAN/LIN, FlexRay and Ethernet PHY
RF passive keyless and proximity entry
ABS, angular and temperature sensors
LED interior and exterior lighting
Car-to-X communication systems
3%
CAGR
8% Y-Y
$931
$930
$939
$1,009
2010
2011
2012
2013E
Potential Automotive Market Growth ($M)(1)
3%
CAGR
Market Position
#1 Auto infotainment systems
#1 In-vehicle networking
#1 Auto access - immobilizers
#3 Magnetic sensors
13
$2,779
$2,826
$2,928
$3,063
2012
2013E
2014E
2015E
Source:
13
Portable and Computing

(1)
Portable and Computing Group Growth ($M)

Increased demand energy efficiency
Market shift toward 32-bit ARM MCU
Adoption of multi-protocol interfaces
Low power sensor management
Emergence of wireless charging
Products
Multi-protocol interface products
32-bit ARM MCU
Custom SoC (MCU w/ mixed A/D)
7%
CAGR
15% Y-Y
$392
$370
$417
$478
2010
2011
2012
2013E
Potential Portable and Computing Market Growth(1)
3%
CAGR
Market Position
#1 Multi-protocol interface products
#11 32-bit ARM MCU
14
$4,871
$4,956
$5,189
$5,380
2012
2013E
2014E
2015E
Source:
14
Infrastructure and Industrial

NXP Infra. And Industrial Group Growth ($M)

Increased cellular data consumption
Adoption of energy efficient lighting
Low-Power RF- Connectivity (IoT)
Increased demand for mobile charging
Increased demand for Audio quality
Products
HPRF power amplifiers
Small signal LNA and RF discrete
AD/DC power controllers and
regulators
LED lighting drivers
IoT ultra-low power RF-connectivity
Smart mobile audio solutions
Market Position
#1 LED lighting drivers
#1 Small-signal RF
#1 RF transceivers (silicon tuners)
#2 HPRF power amplifiers
#3 Small signal (mobile FEM)
#4 AC/DC power adapters
15
3%
CAGR
16% Y-Y
$672
$655
$634
$737
2010
2011
2012
2013E
Potential Infra. And Industrial Market Growth ($M)(1)
12%
CAGR
$3,773
$4,251
$4,752
$5,255
2012
2013E
2014E
2015E
Source:
15
Standard Products
NXP Standard Product Growth ($M)
Benefits to Customers of Standard Products

Scale:
70B units/yr. manufactured
Material purchasing power
Reach - #2 supplier in WW distribution
Quality - Automotive qualified
0%
CAGR
(~2%) Y-Y
Products
General purpose logic (GPL)
Small signal discrete
Signal conditioning
Low-voltage power MOSFET
$1,145
$1,216
$1,168
$1,140
2010
2011
2012
2013E
Potential Standard Product Market Growth(1)
6%
CAGR
Market Position
#1 Standard products (overall)
#2 General purpose logic
#2 Small signal discrete
#2 Signal conditioning
$10,439
$10,279
$10,663
$10,997
2012
2013E
2014E
2015E
16
Source:
16
Positioned to Deliver Industry Leading Growth

7,500
NXP HPMS Growth >50% Faster Than Market
$ MM
6,000
Healthcare
4,500
Mobile
High Speed
Interface
Cyber
Security
Internet
of Things
Car 2 - X
NFC
3,000
HPRF
>1.5x
Industry
Growth
Auto
1,500
HPMS
Solutions
2010
CORE Product Revenue
EMERGING Product Revenue
17
We are here for you, with a true
18
19
NXP in the Philippines

NXP Semiconductors in the Philippines employs 1900
employees
NXP Semiconductors has been recognized as one of the Best
Employers in the Philippines
NXP Semiconductors is one of the Top 10 exporters in the
country
NXP Semiconductors Cabuyao, Inc.
NXP SEMICONDUCTORS CABUYAO, INC.

1 Philips Ave., Light Industry & Science Park 1
Bo. Diezmo, Cabuyao, Laguna
20
NXP in the Philippines
Cabuyao
1980
- Established in Las Pias (Manila)
1995
-Transferred to Cabuyao
2000
-Calamba operations started
2001
-Expansions in both locations
2006
-NXP
2008
-ST-NXP Wirelesss Joint Venture in
Calamba
2009 only one plant (Cabuyao)
22
NXP
Plant
Layout
BCBS
Sensors
Power
23
23
Cabuyao Quality Journey

1991
ISO9000 Certification
1995
Ford TQE Award
1997
PQA-90 Award
1997
ISO14001 Certification
1998
QS9000 Certification
2000
Philippines Quality Award
2003
TS16949
2003
PBE Silver
2006
OHSAS 18001
Continuous Quality Improvement:

~50% of employees involved in 100+ Improvement Teams
11 times World Finalists in PD-SC QIC Competition (in 13 years)
3x World Champion, 1x Vox Populi
Implementation of Self-Directed Teams in Manufacturing
Drive for ZERO DEFECTS
25
QUALITY POLICY
We are committed to 100% Quality and Operational Excellence by
listening and understanding the Voice of the Customer. All
enabling and sustaining business processes are the result of
driving for continuous improvement by doing it right first time,
guided by our core company values.
Vatcharachai Lawsup, Vio Aguinaldo, Neilo Bandelaria, K.C. Kuo, Thorsten Juchem,
Jaime Punzalan, Elsie Miranda, Roy Cristobal, Teddy Ruiz Jr., May Masa, Norman Nuque
Vision
A world where everyone can always connect to information, entertainment

and services
Mission
To deliver competitive advantage in Assembly and Test to

Business Units with emphasis on Automotive Quality and Cost
Leadership
Vatcharachai Lawsup, Vio Aguinaldo, Neilo Bandelaria, K.C. Kuo, Thorsten Juchem,
Jaime Punzalan, Elsie Miranda, Roy Cristobal, Teddy Ruiz Jr., May Masa, Norman Nuque
28
As part of our social responsibility, NXP

Semiconductors supports NGOs, Schools,
Calamity-stricken areas in uplifting the quality of
lives of the people.
Partner with more schools
Provide computer rooms
Training materials for teachers
Our employees train the
teachers
Support livelihood programs
Induction Program, HR, Grace D. Galabin
29
PRODUCTS &
APPLICATIONS
30
POWER
POWER CUSTOMERS
POWER PACKAGES
Semiconductor Products Sector
31
POWER
PRODUCT APPLICATIONS:
Power in Automotive
Focus applications
> Anti-lock Braking System (ABS)
> Body control
> Electronic Power Assisted Steering (EPAS)
Other applications
> Engine management unit
> Access & immobilisation
Power in PC and Peripherals
Focus applications
> Telecom Infrastructure DC-DC
> Chargers
Other applications
> Switching
> Mobile
> SMPS (Switched Mode

Power Supplies)
Other applications
> Disk drives
> Printers
> UPS
> Li-Ion battery packs
Power in Communications
Focus applications
> Motherboards DC-DC
Power in Audio / Video
Focus applications
> TV
> Monitor
Other applications
> Audio
> VCR
32
SENSORS
SENSORS CUSTOMERS
SENSOR PACKAGES
SOT453
SOT477
SOT637
SOT195
Temp. Sensors
SOD68/0.8
33
SENSORS
SPEED SENSORS (MAGNETIC):
Electronic Compass:
Temperature Sensors:
KMZ52
SiemensVDO, Delphi
KTY 81, 82, 83, 84

Bosch, Hella, SiemensVDO
*Rotational Speed Detection
ABS
Gearbox
Vehicle Speed
*Reference Mark Detection
Engine management
Cam shaft
Crank shaft
Steering Wheel:
X3A-KMZ45
Bosch, SSI
ANGLE SENSORS :
ABS:
Throttle control:
KMA200 ; KMA199
SiemensVDO; Aisan
Delphi, Magnetti Marelli
OH1xx ; OH2xx
ContiTeves
Wiper:
KMZ43
Bosch
Throttle Position
Pedal Position
Steering Wheel Position
Seat Position
Head Light Adjustment
34
Broadband Communication
& Base Station Modules
BCBS CUSTOMERS
BCBS PACKAGES
Semiconductor Products Sector
Base Station Modules
Ericson
CATV Modules
ELTA Group
(Israel Aircraft Industries Ltd.)

2 GHz
LDMOS Device
D
BLF2022-120
PHmXXXX
PHILIPPINES
RF & MW Transistors
C-COR
Rohde & Scwartz
35
Broadband Communication
& Base Station Modules
CATV MODULES
> Network hybrid amplifiers for cable TV trunk stations
> Distribution Amplifiers for tapped trunks
> Line extenders for feeder applications
> Fiber optic receivers
BASE STATION MODULES

> RF Power amplifier modules for PCS Pico cell PAs
> Wireless local loop (WLL) and Base
> Base Station repeaters to improve the coverage of
Mobile Communication.
RF MICROWAVE
> RF Power discrete amplifiers for PACS (Personal Access Communication System)
> Wireless Local Loop (WLL)
> Optical Mini Stations and Repeaters
> Base Stations for terrestrial (Microwave /UHF/VHF & FM)
Broadcast.
36
POLICIES
37
NXP Telephone Numbers

Manila Line :
Laguna line :
(02) 8445139 or 8445239

(049) 5430001
Local numbers:
Sick leave
Clinic 2146 / 2341
Emergency leave Production lobby (Power/BCBS/Diodes/Sensors) -2101 / 2102
Support Group 2201
Please take note of the following:

Sick Leave (SL) should call the clinic 1 hour before the start of shift.
Exemption: A shift up to 0700H . After SL, employee shall secure fit to work
clearance from clinic upon report to work and present to immediate supervisor.
Vacation Leave (VL) should be filed 3 days before the scheduled leave
Emergency Leave (EL) can be availed during emergency cases only and with proper
documentation. To report before shift or within first 4 hours of working time.
38
Work Schedules and Reporting of Sick

Leave and Emergency Leave
Work Schedules
A
B
C
REG
0600 TO 1400H
1400 TO 2200H
2200 TO 0600H
0800 TO 1730H excluding Saturday
0800 TO 1600H including Saturday
Sick Leave cut-off

time reporting
Emergency Leave
cut-off time
reporting
before 0700H
5
before 1300H
before 2100H
before 0700H
before 0700H
Sick Leave
before 1000H
before 1800H
before 0200H
before 1200H
before 1200H
Emergency Leave
Caller
Sick Employee
ID# of Employee
Information required during reporting
Reason of SL
of cases
Supervisor
Work Schedule
Department
When to go back to work
Caller
Employee Name
ID# of Employee
Reason of EL
Supervisor
Work Schedule
Department
When to go back to work
39
for 1 day sickness :
Inform Clinic / Immediate Superior one (1) hour before

your official shift starts
Advise Clinic of your date of return
Upon return to NXP, immediately report to Clinic and

obtain a Fit-to-Work Clearance before going to your
work station
for 2 days or more sickness
: Inform Clinic / Immediate Superior one (1) hour before

your official shift starts
Advise Clinic of your date of return
Secure a medical certificate from your doctor before

reporting back to NXP
Upon return to NXP, immediately report to Clinic and

obtain a Fit-to-Work Clearance before going to your
work station
Present the Fit-to-Work Clearance to your immediate

superior
Present the Fit-to-Work Clearance to your immediate

superior
File the necessary leave at Hewitt.
File the necessary leave at Hewitt.
for sudden sickness during work :

Ask permission from immediate superior before going to the Clinic for check-up
Clinic will evaluate sickness and take necessary action
If employee is sent home to rest a notification will be issued to employee.
Upon return to NXP, immediately report to Clinic and obtain a Fit-to-Work Clearance before
going to your work station
Present the Fit-to-Work Clearance to your immediate superior
File the necessary leave at Hewitt if applicable
40
Shuttle Bus Orientation
41
Bus Pick-up point Locations:

Imus Rotunda
Located at in-front SM Bacoor, Cavite.
Imus PCI
Located at beside PCI Bank in Imus.
Magallanes
Located at Baliwag Lechon Manok along EDSA.
Alabang Hillside
Located at HM bus terminal viaduct
Zapote Kabila
Located at in front of Saint Dominic Hospital in Bacoor.
Las Pias gate 1
Located at the former PHILIPS plant in Las Pias.
SM South Mall
Located at Impel Hardware along Alabang-Zapote Road.
Pacita via Macabling

Station;
& Sala, Cabuyao
Located at JETTI Gas Station, via Macabling beside Shell Ga

via Sala, Cabuyao in front of Caltex Gas Station
Sto.Tomas, Batangas
Located at New Public Market in Sto.Tomas.
Tanauan, Batangas
Located in front of Caltex Gas Station in Tanauan.
Crossing
Located across Saint Rose Bus Terminal in Calamba.
Pulo-Mamatid
Located in front PULO-Robina Factory via San Isidro
Caltex Cabuyao
Located near Caltex Gas Station in Cabuyao.

SHUTTLE BUS PROVIDERS:
Dominic Shuttle Service
DNS Shuttle Service
42
SCHEDULE of Shuttle Bus DEPARTURE
*EDT Expected Time of Departure
43
Bus Passengers Guidelines
Know and follow your designated pick-up/drop-off point.

Observe Guaranteed seat scheme.
Observe proper queuing when boarding and alighting from the bus.
Wear your ID before boarding the bus for identification purposes.
Make sure to register at the passengers list for identification (incoming & outgoing)
Always fasten your seatbelt during the trip for safety reasons.
Reserve 2nd, 3rd or 4th row seat for pregnant employees.
While inside the bus:
No Smoking
No Littering
Avoid writings in any part of the bus
Notify Bus marshall and/or submit in writing to Bus Coordinator, of any compalint or
untoward incident that may arise during the trip.
Notify bus marshall and/or submit writeen request to Bus Coordinator for company guest or
visitor who intends to take the shuttle bus trip.
Chance Passengers ( employees on OT, non-regular passengers, company guest or

visitors) should always give way to regular passengers.
44
Price of Bus Ticket Booklet

(1 booklet = 200-pieces)
1.
2.
3.
4.
5.
6.
7.
8.
Zapote Kabila-Las Pias php3,030.00

Pacita-Balibago
php2,340.00
Imus
php3,370.00
Sto.Tomas-Tanauan
php2,250.00
PULO-Mamatid, Crossing & Cabuyao- php1,525.00
Magallanes
php3,630.00
South Mall
php2,605.00
Alabang
php2,400.00
Steps:
.
Employee purchases bus tickets from bus coordinator.

Employee signs a salary deduction form.
Payroll section deducts the amount in six (6) equal

consecutive installments.
Before boarding the shuttle bus, passengers surrender

ticket to bus Marshall.
m
r
o
f
e
l
p
m
sa
45
Communication Kit
46
WORK SCHEDULE & ETHICS:

1.
2.
3.
4.
5.
Everyone must clock in and out. No exception in all levels.

Employees must be at designated workstation at the start of the assigned shift.
Assigned shift should be followed. Supervisor to approve change in shift.
Entrance doors at the production lobby will be closed at the start of shift.
Employees coming in late when doors are closed must present a permission slip
to the ground or sign on the logbook.
6. Leaving work area for reasons other than break or personal necessities is not allowed
without approval by the supervisor.
7. Non-business related activities are not allowed during company time.
8. Trading / Selling is not allowed anytime in the bus or in the company premises.
9. Do not leave workstation until endorsement to the next shift is done.
10. Endorsement should be at least 5 minutes after the shift of the outgoing employee.
Proper documentation with signatures should be done.
11. Loitering is not allowed during company hours.
12. Transactions w/ COOP, Bus Ticket, Showroom, Clinic, HMO, Benefits, Recruitment &
Finance should be outside of work hours, except in cases of emergency or with supervisors
approval.
13. Guidelines for leaves should be strictly followed as outlined in the Code of Conduct.
This includes calling 1 hour before shift so that replacement can be arranged.
14. Yearly re-affirmation of the Employee Code of Conduct (CoC) & NXP Code of Conduct.
47
BREAK TIME Schedule

1. Break-time is only 30 minutes per day for all levels.
2. Proper break-time schedule must be followed. Any
change in break-time schedule must have approval
from Supervisor.
3. Break-time schedule is as follows:
A SHIFT
B SHIFT
1 break
0830-0900
1700-1730
nd
2 break
0900-0930
1730-1800
3rd break
0930-1000
1800-1830
th
4 break
1000-1030
1830-1900
st
C SHIFT
REGULAR SHIFT
1 break
0030-0100
1130-1200
2nd break
0100-0130
1200-1230
rd
3 break
0130-0200
1230-0100
th
4 break
0200-0230
0100-0130
st
4. Colored stickers will be placed on ID to identify the

break-time schedule. This will prevent employees to
over-stay at the canteen beyond their break-time
schedule.
1st break
Green
nd
2 break
Yellow
3rd break
Red
4th break
Blue
Canteen
Schedule:
1. Canteen will open during the following periods only:
0500 0600 hrs.
0700 0800 hrs.
0830 1030 hrs.
1130 1400 hrs.
1700 1900 hrs.

2100 2200 hrs.
0030 0230 hrs.
2. Close means lights are turned-off and doors are closed,

except when it is raining and meetings are held.
3. Five minutes before end of the 4th break-time, bell will ring
to serve as reminders that canteen will close soon.
4. Canteen will stop serving food five minutes before closure.
5. Canteen is open 1 hour before the start of shift to allow
incoming employees to take their meals.
6. Eating outside canteen and meeting rooms is not allowed.
On
SMOKING
1. Five minutes break is the maximum allowable time for

smoking and should be part of 30 minute break-time
allocation.
2. Smoking is allowed at the designated smoking area only.
3. Food and drinks are not allowed at the smoking area.
4. Non-smokers are discouraged to stay at the smoking area.
5. Seats have been removed to discourage over-staying at
the smoking area.
6. Observe cleanliness in the smoking area by properly
disposing cigarette butts and ashes on the ashtrays.
7. Guards will take note of employees who violate the
guidelines.
48
PERMISSION SLIP
1. Employees must secure permission slip from their supervisor
when doing non-work related transactions with. COOP,
Clinic, HMO, HR Recruitment & Benefits, Accounting, etc.
during their shift.
2. Permission slip must be properly signed by the Supervisor,
indicating the actual time that the employees leaves the
production area/work station. The slip must be submitted
to the Supervisor upon the employees return, with the
supervisor indicating the actual time the employee
returned to work station.
3. All authorized personnel from support groups or contracted
services must require permission slip from employees
prior to transaction. Authorized personnel must sign and
indicate the actual In/Out attended to the employee.
4. No Permission Slip No Transaction principle applies.
5. Break time and going to CR are not covered by this
guidelines, as well as emergency cases.
49
Non-work related activities

1. Employees must observe the following schedule in transacting official but non-work related activities:
- COOP (PSPI Employees Multi-Purpose Cooperative)
A-shift
B-shift
C-shift
Regular Shift
2:00 PM 3:00 PM
12:30 PM 2:00 PM
Off-shift / Restday
11:30 AM 1:00 PM
- Maxicare (referrals & reimbursements)

8:00 AM 11:30 AM and 12:00 NN 5:00 PM Monday to Friday
- Finance & Accounting
9:00 AM 10:00 AM and 1:00 PM 3:00 PM Monday to Friday
(Cash advance / Loan / Check payments and issuances)
- Clinic
As need arises
- HR Benefits
a. Company loans application (except Emergency Loans) 8:00 AM 5:30 PM Tuesday and Wednesday
b. All other loans application (SSS, Pag-ibig)
8:00 AM 5:30 PM Monday to Friday
c. Shuttle Bus Ticket Issuance
8:00 AM 12:00 NN and 1:00 PM 5:00 PM Monday to Friday
2. If transactions will be done within work hours, employees are required to present approved permission
slip from their supervisor except in cases of emergency.
If this will be done outside of his work hours, the employee need to secure a permission slip but
will asked to log in for control purposes.
50
PRODUCTION UNIFORM
1. Proper uniform should be observed in the
production area/network station as follows:
2. To visually identify the location and work

allocation of each individual in the line, the
headgear color code scheme is Implemented
as follows:
Green
Managers, SDT Leaders and Visitors
Dark Blue
Engineers and Technicians
White Operators
Yellow
Inspectors
Light Blue
Support Group, Contractors & Suppliers
Orange
- Operator Trainee/Contractual
GM
Director
Manager
SDT Leader
Engineers
Technicians
Operators
Material Handler
AMC
Storekeepers
Admin. Assistant
Encoder
Quality Engineer
Lab. Assistant
QA Inspector
IQC
HR
IE
Training Planner
Facilities Reliability
Support Group
Contractors
Others
51
Cleaning of Production Uniforms (ESD Smock / Shoes)

A. Applicable for ESD Protective Pants and Jacket & Smocks
1. The ESD protective garments must be hand-washed every six (6) days of usage using clean tap
water and mild soap ( preferably PERLA or IVORY soap). Dry at normal condition.
2. Do not use powder soap during hand washing because fine soap particles can affix to the
sewing joints of the ESD protective garment. These fine soap particles will become dust articles
afterwards.
3. Likewise, do not iron ESD protective garments in order not to destroy its electrical conductivity.
4. ESD protective garments electrical and physical properties are expected to last 52 weeks if the
above hand-washing requirement is followed.
B. Applicable for ESD Shoes

1. Wash the ESD shoes once a month using clean up tap water and mild soap then dry at normal
condition.
2. ESD shoes electrical and physical properties are expected to last up to eighteen (18) times of
normal washing.
3. Wear the ESD shoes with fine socks.
4. Do not write anything on the ESD shoes that will make it untidy.
C. Applicable for All

1. Replacement of defective ESD protective apparel will be the responsibility of assigned
personnel per BFG.
2. ESD protective apparel must be kept tidy at all times by the user.
3. Wear the ESD protective apparel as prescribed (refer to Communication Kit 07 Dress Code)
52
ESD Checking System

Central ESD Turnstile for
Shoes Checking System
ESD Tester for wrist straps

installed @ the Hallways
Barcode
Scanner
ESD Tester
Pass
Indicator
ESD Tester
Pass Button
Turnstile
Foot Plate
53
Housekeeping of Work Areas

All manufacturing personnel are instructed to abide by the following housekeeping
guidelines.
Before Working
1. Wear only clean and proper uniforms, Company IDs, Protective Gear and Safety Gadgets.
2. Organize the tools for machine repair and operation before use.
3. Bring in only work-related items inside the production area.
4. Ensure that machine covers and other safety features are in place.
During Operation
1. Report items that needed immediate actions before it becomes worst.
2. Stack files and inventories only within the set limits.
3. Place the rejects only in its properly identified containers.
4. Fill-up log sheets properly and as needed.
After Producing
1. Properly place anti-static chair under the table when not in use.
2. Dispose of waste and scrap items regularly.
3. Maintain an orderly, clean, safe environment while working. Clean as you leave.
54
Cleanliness of Comfort Rooms

Following are the poster materials which will be placed in the toilet rooms to serve as
reminders for employees on the proper use of our toilet facility.
55
General House Rules on the Use of Locker

1.
2.
3.
4.
5.
6.
Strictly one employee one locker. Sharing of locker with other employees is prohibited.
Combing of hair & applying make up are not allowed in the locker room.The washroom is the place for these.
Eating in the locker room or storing food inside the lockers is not allowed.
Posting of stickers/pictures or vandalizing the lockers or any area of the locker room is strictly prohibited.
Employee to keep their individual locker clean and organized.
Only the following items are allowed inside the lockers:
- When the employee is not in the plant: Smocks & ESD shoes only.
- When the employee is in the plant: Personal belongings except street shoes, which should be in the open
shoe rack.
7. For security reasons, employees are advised not to keep their valuables inside their lockers.
8. Personal items found outside of lockers will be confiscated. Corresponding ES will be issued. Items can be claimed only with
Supervisors approval.
9. Smocks should be folded in its bag properly.
10. Hangers are for smocks only during employees shift and while employee is taking break or doing official business in the
plant.
11. Smocks found that are not in proper places will also be confiscated.
12. Employees are not allowed to open or attempt to open other lockers.
13. Unauthorized swapping of lockers is not permitted.
14. Loitering or littering in the locker room is not allowed.
15. Assigned lockers and keys shall be accountability of the concerned employee. Lost/damaged keys must be reported to HR
Department immediately. Cost of replacement is to the employees account.
16. The Company has the right to inspect the lockers. This is done through the locker custodian together with the following:
a. Union representative for DLs
b. Security for IDLs
17. The Facilities Department shall ensure the regular cleaning, disinfection and general maintenance of the locker rooms and
open shoe racks.
18. Violations of these house rules will be subject to disciplinary actions as stipulated in the Employee Code of Conduct.
56
CODE OF CONDUCT
(COC)
57
FOREWORD
NEED FOR CODE OF

CONDUCT
his handbook is your personal copy of the

Employee Code of Conduct for NXP
Semiconductors Cabuyao, Inc.
Every organization endeavors to harness and

develop its members potentials. It also strives to
maintain lasting order and harmony within its
ranks. It is along this line that the organization
provides rules and standards for appropriate
behavior of its members in order to conduct its
business effectively and efficiently.
The code provides guidelines on the behavior

or conduct of employees within or outside the
premises of the Company, in consonance with
the NXP Code of Conduct and the NXP
Values.
The BCC sets forth the guiding principles of
NXPs ethics in business conduct. It applies
equally to corporate actions and individual
behavior of employees in pursuing NXPs
business endeavors.
NXP is a responsible partner in society, acting
with integrity towards its shareholders,
customers, employees, suppliers and
business partners, competitors, governments
and their agencies and others who could be
affected by its activities.
As part of the NXP family, you are

encouraged to behave in a manner
that maintains harmony within the
organization and promote a safe and
pleasant working environment
consistent with these established
rules and standards.
This Code of Conduct is being
implemented, therefore, as part of the
companys effort at putting in place a
system of managing performance
and/or behavior to facilitate the
attainment of business goals and
objectives.
58
OBJECTIVES
pecifically this Code of Conduct shall

promote and achieve the following:
a.
A constructive approach in employee

self- discipline and learning from mistakes.
b.
Being orderly and disciplined in work.
c.
Fairness, equity and consistency in

treatment of employee behavior.
GUIDING PRINCIPLES
his Code of Conduct is guided by the

following principles:
a)
It is applicable to all employees.
b)
The use of disciplinary action is primarily a

corrective measure and secondarily, a
punitive
action.
c)
In corrective action, equity, fairness and
consistency are observed.
d)
Employee discipline is a line responsibility.

The HR function ensures consistent and
fair administration of this Code.
59
DUE PROCESS
efore a corrective action is taken, an employee shall be given the opportunity to explain his side.
1.
Notice
- The employee is notified in writing on the observed misbehavior.
2.
Explanation - The employee is given reasonable time to explain his side.
3.
Investigation - thorough investigation of facts shall be conducted by immediate superior.
4.
Mitigating and aggravating circumstances shall be considered.
5.
A decision in writing shall be rendered only after considering all the facts.
60
STEPS IN HANDLING CORRECTIVE ACTIONS

a.
When an employee is reported or observed to have committed a misbehavior, the immediate

superior shall issue an explanation slip within a reasonable period.
b.
When the misbehavior constitutes an offense that would require the temporary absence of
the subject employee in order to either i) prevent further injury to person or property, ii)
ensure the preservation of evidence, or iii) allow the conduct of an impartial investigation that
is free from suspicion of undue influence on the part of the said employee, a preventive
suspension of 30 days may be imposed.
c.
The employee shall submit his written explanation within the prescribed period.
d.
Immediate superior shall speedily conduct an investigation and gather relevant information.
e.
After establishing the facts, immediate superior shall refer to pertinent provisions of the
Employee Code of Conduct, NXP Code of Conduct and other applicable laws or policies.
f.
After a careful review and evaluation of pertinent facts of the case, the immediate superior
shall consult with HRM and render his decision in writing. In cases of termination or
suspension of 30 days or more, approval of HR Manager is required.
61
ELEMENTS AFFECTING THE DEGREE OF

SANCTION
ggravating circumstances
- these elements tend to increase the

gravity
of the misconduct and consequently, the
penalty.
1. Full knowledge of the consequences of his
misbehavior;
2. Premeditated and planned misbehavior;
3. Habitual commission of similar
misbehavior;
4. Using superior force or elements of
surprise
when committing the offense;
5. Conspiracy with other person/s;
6. Taking advantage of his/her position in the
Company;
7. Serious damage to company property,
reputation, system, or injury to co-employee
and/or other persons as a result of the
misbehavior;
8. Other circumstances analogous to the
itigating circumstances
- these elements tend to lessen the
seriousness of the undesirable behavior
and consequently, the penalty.
1.
2.
3.
4.
5.
6.
7.
8.
Self-defense;
When unduly provoked by another person;
Consistent exemplary behavior in the past;
Unintentional or spontaneous act;
Minimal loss or damage;
Prompt admission of guilt and repentance;
Force majeure or calamity;
Other circumstances analogous to the
foregoing.
62
LIST OF OFFENSES AND CORRECTIVE ACTIONS
elow are clusters of behavior considered to be in violation of the rules and standards
every employee is expected to live by, with corresponding corrective measures.
1.
Violation of Standards on Attendance and Punctuality
2.
Insubordination
3.
Negligence of duty
4.
Undesirable and Disorderly behavior
5.
Dishonesty
6.
Violation of Health, Safety and Security Standards
7.
Disturbing Peace and Order within Company Premises
8.
Violation of Administrative Procedures
9.
Offenses Against Company Property and Property of Others
10. Conflict of Interest

11. Crimes and Violations of Special Laws
63
VIOLATION OF STANDARDS ON ATTENDANCE AND

PUNCTUALITY
Reporting for work in accordance with prescribed standard provided for in the Company Policy.
1.
AWOL - Absence Without Official Leave.

i. Consecutive absences of 2 days or less is considered as one count of AWOL.
Frequency
Corrective Action
1st occurrence Counseling

2nd
Written Warning
3rd
3 days suspension
th
4
8 days suspension
5th
15 days suspension
6th
Dismissal
ii. Consecutive absences of 3-5 days is considered as one count of AWOL.
1st occurrence Written Warning
2nd
3 days suspension
3rd
8 days suspension
4th
15 days suspension
5th
Dismissal
2.
Abandonment of work - absence without approved official leave for six (6) consecutive days or
more.
1st occurrence
Dismissal
64
VIOLATION OF STANDARDS ON ATTENDANCE AND

PUNCTUALITY
3.
Tardiness - reporting for work late 4 times or more in a month.

2nd
Written warning
3rd
3 days suspension
th
4
8 days suspension
5th
15 days suspension
6th
Dismissal
4.
Failure to register ones time in and out using company ID.

2nd
Written warning
3rd
3 days suspension
th
4
8 days suspension
5th
15 days suspension
6th
Dismissal
5.
Prolonged break in excess of the prescribed break and/or non-compliance with prescribed
break-time schedule.
2nd
Written warning
3rd
3 days suspension
4th
8 days suspension
th
5
15 days suspension
6th
Dismissal
65
INSUBORDINATION
Willful and deliberate refusal to follow legitimate instruction of superiors.
1.
Failure to report for scheduled overtime work without valid reason.

Frequency
Corrective Action

2nd
Written warning
rd
3
3 days suspension
th
4
8 days suspension
th
5
15 days suspension
th
6
Dismissal
2.
Refusal to follow legitimate work-related instructions from superiors.

1st occurrence 8 days suspension
2nd
15 days suspension
rd
3
Dismissal
3.
Refusal to accept new posting/assignment without valid reason.

1st occurrence
Dismissal
66
NEGLIGENCE OF DUTY
Failure to observe due diligence and work standards required in performance of one's duties
and responsibilities.
1.
Gross Negligence a.
Negligence resulting to large or significant loss to company in the form of loss of business,
loss of business opportunity, loss of credibility and analogous cases. This includes loss/damage
affecting 2 or more lots/batches (normal batch/lot quantity).
Frequency
Corrective Action
1st occurrence
Dismissal
b.
Negligent behavior resulting to physical injury, loss or damage to property that is of
significant value. If process related, consider significant if loss/damage resulted to 1 lot/batch
scrapped
and/or re-workable.
2nd

15 days suspension to dismissal
depending on gravity of offense
c.
Negligence resulting to potential loss or exposure to risks (e.g. acts that give rise to
potential customer complaints).
2nd
Dismissal
67
NEGLIGENCE OF DUTY
2.
Simple Negligence - failure to observe / perform established or mandated work standards

(SOPs, MIs, WIs, etc.)
a.
With resulting damage to product and/or property equivalent to less than 1 lot/batch.
1st occurrence Written warning
2nd
3 days suspension
rd
3
8 days suspension
th
4
15 days suspension
th
5
Dismissal
b.
No resulting damage to product and/or property.

2nd
Written warning
rd
3
3 days suspension
th
4
8 days suspension
th
5
15 days suspension
th
6
Dismissal
68
UNDESIRABLE and DISORDERLY BEHAVIOR

Deviation from accepted ethical standards.
1.
Indecent or immoral behavior within company premises.

Frequency
Corrective Action
1st occurrence
2.
Gross misconduct within or outside company premises which seriously affects the reputation of the
company or undue distraction in the place of work.
1st occurrence
3.
Dismissal
Dismissal
Willfully making false, defamatory or malicious statement against company, its officials or other
employees within or outside company premises.
2nd
Dismissal
4.
Using profane language or verbal abuse, rudeness towards any employee, or other persons within
or outside company premises arising from work-related circumstances. This also includes
disrespect, discourtesy to superiors and officials of the company within and outside company
arising from work-related circumstances.
2nd
15 days suspension
rd
3
Dismissal
69

5.
Malingering or feigning illness as per our existing Sick Leave (SL) Policy.
1st occurrence
2nd
3rd
4th
6.
Written warning to 3 days suspension

8 days suspension
15 days suspension
Dismissal
Sabotage and work disruption e.g. slowdown, illegal picket.

1st occurrence
7.
Dismissal
Gambling and betting within company premises, where anything of value is at stake. Gambling
includes Lotto, jueteng, card games, loteng, ending or any undertaking where the element of
chance or luck is necessary in order to win or lose.
1st occurrence Written warning
2nd
8 days suspension
3rd
15 days suspension
th
4
Dismissal
70

8.
Showing, viewing and transmitting pornographic materials.

1st occurrence
2nd
3rd
4th
9.

8 days suspension
15 days suspension
Dismissal
Unruly behavior that disrupts operations (e.g. horse-playing, shouting, and similar disturbances).
1st occurrence Written Warning
2nd
3 days suspension
3rd
8 days suspension
th
4
15 days suspension
th
5
Dismissal
10.
Abuse of authority against subordinates by imposing non work-related tasks.

1st occurrence
Written warning to dismissal
71

11.
Sleeping on the job.
a. Deliberately sleeping on the job. It is deliberate in nature when the employee intentionally finds a
comfortable position or place to ensure sleep.
1st occurrence
Dismissal
b. Sleeping on the job with resulting injury or damage to product, property or other employees and
not deliberate in nature.
1st occurrence
2nd
3rd
4th

8 days suspension
15 days suspension
Dismissal
c. Sleeping on the job with no resulting injury or damage to product, property or other employees
and not deliberate in nature.
1st occurrence
Counseling
nd
2
Written warning
rd
3
3 days suspension
th
4
8 days suspension
5th
15 days suspension
th
6
Dismissal
72
DISHONESTY
Acts intended to deceive in order to further personal gain or interest.
1.1 Deliberately using another person's company ID for time in and out.
1.2 Deliberate and/or willful failure to register time in and time out.
Frequency
1st occurrence
Corrective Action
Dismissal
2.
Giving false statement / claims for one's benefit.
3.
Withholding relevant information which would cause damage or injury to company/co-employee.
1st occurrence
Dismissal
1st occurrence
8 days suspension
2nd
15 days suspension
3rd
Dismissal
4. Falsification of company and/or personal information which will significantly affect the quality of decision
on the information presented.
1st occurrence
Dismissal
5. Forging of signatures of employees or officials of the company.

1st occurrence
Dismissal
6. Misrepresentation resulting to damage to Company property and/or reputation.

1st occurrence
7. Malversation of company funds.
1st occurrence
Dismissal
Dismissal
73
HEALTH, SAFETY & SECURITY

Failure to observe prescribed health, safety and security standards.
1.
Violation of Safety, Health, and Security Procedures, Policies, Rules, and Regulations of the Company.
Frequency
Corrective Action
1st occurrence
Counseling
nd
2
Written warning
3rd
3 days suspension
th
4
8 days suspension
5th
15 days suspension
th
6
Dismissal
2.
3.
4.
Possession, use or sale of illegal substances within company premises.

1st occurrence
Dismissal
Reporting to work under the influence of drugs and other similar substances and/or alcohol shall be
dealt with pursuant to the Companys Drug and Alcohol Policy.
Failure to undergo Annual Physical Examination within the prescribed period without valid reason or
as required by company physician.
1st occurrence
3 days suspension
nd
2
8 days suspension
3rd
15 days suspension
4th
Dismissal
5.
Failure to comply with Company Physicians order to submit for physical examination due to observed
physical condition or excessive sick leave. In all situations, employee will not be allowed to report for
work until he complies and is declared fit to work.
74

6.
Entering or allowing unauthorized person/s to enter areas marked / designated as Restricted

and/or Prohibited.
1st occurrence
2nd
Dismissal
7.
Allowing another person to use his ID to gain entry or access to company premises or to an area
designated as Restricted and / or Prohibited.
1st occurrence
8.
Dismissal
Concealing highly contagious illness.

1st occurrence
9.
15 days suspension
Dismissal
Failure to observe safety rules, instructions and Personal Protective Equipment (PPE) standards.
a) Deliberate act resulting to damage or injury to product, property and other employees.
1st occurrence
Dismissal
b) With resulting injury or damage to product, property or other employees.

1stoccurrence
Written warning
nd
2
3 days suspension
3rd
8 days suspension
4th
15 days suspension
5th
Dismissal
75

c) No resulting injury or damage to product, property or other employees.
2nd
Written warning
rd
3
3 days suspension
4th
8 days suspension
5th
15 days suspension
th
6
Dismissal
10.
Smoking and/or eating in No Smoking and/or No Eating areas.

2nd
Written warning
3rd
3 days suspension
4th
8 days suspension
th
5
15 days suspension
6th
Dismissal
11.
Smoking in Restricted and/or Prohibited areas (e.g. Plating, Reliability or any other areas with
dangerous/flammable substances).
2nd
8 days suspension
3rd
15 days suspension
th
4
Dismissal
12.
Entering company premises intoxicated or drinking liquor inside company premises.

2nd
Dismissal
76
DISTURBING PEACE AND ORDER WITHIN COMPANY PREMISES

Acts resulting to disruption in the workplace or Company premises.
1.
Fighting or causing others to fight within company premises. There is fighting when, due to conflict or
disagreement, protagonists physically attack or hit each other.
Frequency
Corrective Action
1st occurrence
2.
Dismissal
Threatening, intimidating or coercing fellow employees or others

premises.
within company

2nd
Dismissal
3.
Assaulting a co-employee with the intention to inflict

company premises arising from work-related circumstances.
1stoccurrence
4.
bodily harm within or outside
Dismissal
Possession of deadly weapons without authorization from the company.

1st occurrence
Dismissal
77
VIOLATION OF ADMINISTRATIVE PROCEDURES

Any non-compliance to prescribed house or administrative rules.
1.
Leaving post / work premises without permission.

Frequency
Corrective Action
1st occurrence
2nd
3rd
4th
5th
6th
2.
Counseling
Written warning
3 days suspension
8 days suspension
15 days suspension
Dismissal
Wasting Company time e.g., loitering, prolonged use of telephone/cell phone, playing computer
games, non-official browsing of the internet, or any other activity not related to business.
1st occurrence
Counseling
nd
2
Written warning
3rd
3 days suspension
th
4
8 days suspension
5th
15 days suspension
th
6
Dismissal
3.
Peddling of goods within company premises.

1st occurrence
Counseling
nd
2
Written warning
3rd
3 days suspension
th
4
8 days suspension
5th
15 days suspension
th
6
Dismissal
78

4.
Soliciting contributions, donations for benefit of an outside entity without company

approval.
Frequency
Corrective Action
st
1 occurrence Counseling
2nd
Written warning
rd
3
3 days suspension
th
4
8 days suspension
th
5
15 days suspension
6th
Dismissal
5.
6.
Holding meeting without prior company approval.

1st occurrence
Written warning
nd
2
3 days suspension
3rd
8 days suspension
th
4
15 days suspension
th
5
Dismissal
Non-wearing of company IDs inside company premises.
2nd
Written warning
rd
3
3 days suspension
th
4
8 days suspension
5th
15 days suspension
th
6
Dismissal
79

7.
Improper wearing of work attire and non-observance of dress code and proper grooming.
1st occurrence
Counseling
2nd
Written warning
3rd
3 days suspension
4th
8 days suspension
5th
15 days suspension
6th
Dismissal
8.
Violation of Email and intranet Code of Conduct and IC&T security policies.
a) Major violation/s (e.g. unauthorized access, alteration, extraction, transmission or uploading of
information, systems, programs and other electronic data).
1st occurrence
Dismissal
b) Minor violation/s (e.g. spamming, creating excessive volume of non-business traffic, noncompliance with IC&T advisory and other analogous cases).
1st occurrence
2nd
3rd
4th
5th
Written warning
3 days suspension
8 days suspension
15 days suspension
Dismissal
80
OFFENSES AGAINST COMPANY PROPERTY / PROPERTY OF OTHERS

Any act disadvantageous or prejudicial to company property or/and property of others.
1.
Willfully damaging company properties or property of others.

Frequency Corrective Action
1st occurrence Dismissal
2.
Theft, pilferage and robbery.

3.
Tampering with Time Keeping Device.

4.
Unauthorized use of company properties. It is unauthorized when the use is without permission or
for purposes other than for which it was intended.
a) Deliberate act resulting to damage to product, property or/and injury to others.
b) With resulting injury or damage to product, property or others.
1st occurrence
2nd 8 days suspension
3rd 15 days suspension
4th
Dismissal
81
OFFENSES AGAINST COMPANY PROPERTY / PROPERTY OF OTHERS

c) No resulting injury or damage to product, property or others.
1st occurrence
Written warning
nd
2
3 days suspension
rd
3
8 days suspension
th
4
15 days suspension
th
5
Dismissal
5.
Vandalizing company properties or property of others (e.g. writing or drawing on wall, table, chairs or
other surfaces, defacing signs, posters or similar company notices).
1st occurrence
8 days suspension
nd
2
15 days suspension
rd
3
Dismissal
6. Posting or removal of any matter in the bulletin board or any part of the company premises
unless
specifically authorized by the Company.
1st occurrence
3 days suspension
nd
2
8 days suspension
rd
3
15 days suspension
th
4
Dismissal
82
CONFLICT OF INTEREST
Acts contrary, adverse, inconsistent or disadvantageous to the business or interest of the
company.
1.
Use of Company resources for personal gain.

1st occurrence
2.
Disclosure of confidential Company information.

1st occurrence
3.
Dismissal
Acceptance of bribe, commission payment, personal gift or favor as defined in the BCC directives.
1st occurrence
6.
Dismissal
Abuse of position or authority for personal gain.

1st occurrence
5.
Dismissal
Connivance with supplier/s, competitor/s, customer/s and co-employee/s for personal gain.
1st occurrence
4.
Dismissal
Dismissal
Other violations of the Business Code of Conduct not mentioned above.

1st occurrence
Written warning to dismissal depending

on the gravity and circumstances of the
offense committed.
83
CRIMES and Violation of Special Laws

Acts or omissions punishable by law.
1.
2.
Sexual harassment in accordance with the Sexual Harassment Policy.

Conviction of a criminal offense by competent court.
SPECIAL PROVISIONS
Accumulation of 5 disciplinary actions of at least one (1) day suspension within a twelve month period
will result to dismissal.
Any corrective action is voided after 12 months from date of imposition, provided no other corrective
action is imposed within the same 12-month period.
Employees receiving an unacceptable/below average/poor

performance appraisal for the last 2 successive grading period will
be dismissed from the company.
84
DICTIONARY
Company Approval such assent given by an officer of
the Company who is in a position to give the same by
virtue of his/her rank or designation.
Disrespect/discourtesy rudeness towards, or malicious

disregard of, a person who deserves fair treatment taking
into account his or her position in the company.
Company Premises The company premises refer to the

offices and buildings on which the regular business of the
company, or any part thereof, is being conducted or
undertaken. This includes common areas (e.g., company
designated building parking areas and parking lots,
building lobbies, and elevators) and an area of up to a
distance of five (5) meters, more or less, from the
Companys perimeter fence, whenever applicable. It shall
likewise include shuttle buses and company vehicles.
Dress Code such attire that is specifically mandated by

the Company to be used generally within company
premises or in specified areas. When no such
requirement is mandated, it refers to decent, standard
clothing appropriate for the conduct of business, without
conspicuously revealing skin.
Company Property/ies office equipment, supplies,

implements, goods, assets, rights and privileges belonging
to, or acquired by, the Company.
Deadly Weapons pointed and bladed objects, knives,
guns, explosives, and the like, which could fatally injure a
person.
Deliberately Sleeping the act of sleeping during work
hours, done with or marked by full consciousness of the
nature and effects of such act as determined by the
surrounding circumstances (e.g., the place, physical
position, etc.).
Highly Contagious Illness a disease or illness that can

be easily transferred from one person to another via
airborne or droplet infection.
Illegal Substance any drug or chemical that requires
license or permission from competent government
authority in order to possess or deal with the same.
Indecent anything which is lewd or lascivious, obscene
or grossly vulgar, unseemly, unfit to be seen or heard, or
which violates the proprieties of language or behavior.
No grace period for tardiness There will be no allowance
for failure to be at the workplace at the agreed time. Each
failure shall be considered one event of being late.
85
DICTIONARY
Permission knowledge of, and assent given by, an
immediate superior.
Unruly Behavior shouting, horseplay, or rowdy

behavior.
Pornographic material that is predominantly sexually

explicit and intended primarily for the purpose of sexual
arousal.
Valid Reason a justification that is acceptable to a fair

mind in the light of the attending circumstances.
Profane Language foul-mouthed language that is

characterized by cursing.
Prolonged Use of Telephone use of company telephone
lines for ones personal benefit for an extended period of
time (i.e., beyond 5 minutes) without permission.
Proper Grooming observance of basic personal hygiene
and neatness of appearance.
Sexual Harassment pertains to Sexual Harassment
Policy.
Safety, Health and Security Procedures such policies
and procedures being implemented by the Company on
the said subjects.
Termination due to poor performance severance of
ones employment for failure to cope with the minimum
standard agreed upon.
86
CoC Special Provision on 12-month Cleansing

Period
Any corrective action is voided after
12 months from date of imposition provided no
other corrective action is imposed within the same 12-month period.
Date
Misbehavior
Jan. 1,05
July 5, 05
Feb.2, 06
Aug.20,06
Sept.5, 07
Oct. 1,08
AWOL
Tardiness
AWOL
Tardiness
AWOL
Tardiness
Frequency
Corrective Action
1st offense
Counseling
1st offense
Counseling
2nd Offense
Written Warning
2nd Offense
Written Warning
1st
Offense
1st Offense
Counseling
Counseling
87
NXP wins with discipline
88
What is the Code of Conduct?

The Code of Conduct is an NXP policy in which it is stated that
NXP will:
Comply with laws and regulations

Shall act as a good corporate citizen
Its a binding set of rules and has to be followed to avoid
disciplinary punishment or even dismissal.
The Code of Conduct also protects employees.
Revised Code of
Conduct 2012
90
8/24
/16
What does the Code of Conduct

cover?
The Code of Conduct is not an all-encompassing document,
but formulates the minimum requirements when acting for
and on behalf of NXP.
It comes on top of local laws and regulations
Additional guidelines in:
APP Employee Code of Conduct

Financial Code of Ethics
Purchasing & Supply Management
Code of Ethics
FAQ
Why is the Code of Conduct

important?
92
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/16
What does the CoC talk about?
Personal Integrity
Conflicts of interest
We should avoid any activities that are in conflict with or opposed
to the interests of NXP, or that give the appearance of conflict
with NXPs interests
Personal relationships
We shall not conduct any NXP business with family members or
others with whom we have a significant personal relationship
- e.g. hiring family members and/or friends for positions within
NXP, even if they are not qualified to do the work
- e.g. doing business with companies owned by family
members
94
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/16
Case Study
Q. You know that NXP must follow certain procedures when
selecting a supplier. For example we look at cost savings,
shorter lead times, improved quality and minimising risks.
After evaluating the available suppliers, do you choose a
supplier that offers the cost-effective position (on price and
terms), or a supplier who you are comfortable with
because you have used it before or you are on friendly
terms with them?
Case Study
Q. You know that NXP must follow certain procedures when
selecting a supplier. For example we look at cost savings,
shorter lead times, improved quality and minimising risks.
After evaluating the available suppliers, do you choose a
supplier that offers the cost-effective position (on price and
terms), or a supplier who you are comfortable with
because you have used it before or you are on friendly
terms with them?
A. You have a clear responsibility to NXP to insist on
honesty and fairness in all business aspects. Suppliers are
selected on the best position which they offer, not on your
personal relationship with the suppliers account manager.
Outside employment or business

activity
Conflicts of interest
We must notify our manager and receive prior approval
before taking any other employment outside of NXP, including
positions at a customer, distributor, supplier, or other NXP
business partner.
Any outside activity must be separated from our employment
at NXP and should not interfere with our performance at NXP.
In case of outside employment, we shall not use time while at
work, any NXP assets, or our position at NXP to perform
another job or benefit another employer.
97
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Personal Integrity
Gifts and Hospitality
APP employees shall not
accept or give any gifts to, or
accept any entertainment/ hospitality from
suppliers or service providers.
This is regardless of the value of the gift or

entertainment. There is zero tolerance for such gifts
or entertainment within APP.
If you cannot decline such gifts/ entertainment,
please report them immediately to your compliance
officer.
Case study on gifts

I received this expensive fountain pen from our
supplier. He explained that all of his good
customers have one to celebrate the 10th
anniversary of his company. I dont want to
seem rude by rejecting.
Can I accept and keep the present?
Answer: NO
Case study on Entertainment

I am in a full day meeting with a major supplier.
At lunchtime, he invites me to a little cafe near
their office for lunch, where we continue our
discussions about pricing.
Can I accept the invitation?
Answer: NO. Please pay for your own lunch and
claim it as an NXP expense.
Bribery and Improper Conduct

NXP strictly prohibits unethical business practices
such as bribes, kickbacks or any other form of
improper payment that aims to obtain or retain
business or influence a business decision.
This rule applies to all our operations, regardless of
the country in which we conduct business.
Case Study on Facilitation Payments

Dilemma: I work at a backend fab in Asia. A lot of the
products assembled at our plant are being transported by
plane to other countries. In order to leave the airport, it is
considered common practice to pay an official a small amount
of money to accelerate administration. If I do not pay, the
administration might take a week and the plane cannot leave
the airport. This means delays in delivery that NXP cannot
afford. Can I pay this?
Considerations: Facilitation Payments are prohibited.
Where possible, you should arrange for transportation in a
timely manner, making allowance for administrative delays,
assuming no facilitating payment was to be made. Other ways
to build a relationship with the official could be investigated.
Company Assets
Care and proper use
We
to of
protect
NXP masks
assets entrusted to us, keep them safe and
have
e.g. theft
gold, lending
use them for conducting NXPs business
Intellectual property
e.g.
Weinformation
have to protect
NXPshould
intellectual
and disclose
on IC designs
be stored property
safely and secured
information on a need-to-know basis
Protecting confidential information

We must safeguard any confidential information we are entrusted
with, do not disclose information about our customers and products
to others
103
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/16
Employment at NXP
We will not tolerate any kind of harassment or discrimination .We will
recruit, select and promote on the basis of objective and nondiscriminatory criteria
All NXP employees should behave in a respectful and professional
way in the workplace.
Harassment can include:
Bullying (shouting at colleagues; spreading rumors)
Using profanities or vulgar language
displaying obscene photographs at the workplace, (on the
laptop or at ones desk or locker)
Sexual harassment (whether by a man to a woman, or vice
versa)
None of the above will be tolerated by APP MT.
104
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Whistleblower policy
NXP has a whistleblower policy which can be found at the intranet.
All complaints will be investigated.

Whistleblower will be informed about outcome of investigation
Identity of the whistleblower will be protected (anonymity)
Information/communication restricted to those with a need to
know
No reprisals/retaliation
NXP IS VERY SERIOUS ABOUT THIS!
Revised Code of Conduct 2012
http://nww.nxp.com/codeofconduct/docs/Whistleblower_Policy.pdf
105
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Case Study on Whistleblowing

Dilemma: I work in the Purchasing team at APP.
I observe that certain equipment has been purchased by APP
above market rate, and the equipment does not work upon
arrival, or that certain parts are missing. I suspect that there is
an unusual relationship between the approving manager who
orders the equipment and the equipment supplier.
What can I do?
Case Study on Whistleblowing

Dilemma: I work in the Purchasing team at APP.
I observe that certain equipment has been purchased by APP
above market rate, and the equipment does not work upon
arrival, or that certain parts are missing. I suspect that there is
an unusual relationship between the approving manager who
orders the equipment and the equipment supplier.
What can I do?
Considerations: If you observe any strange
transactions or unusual behaviour between NXP staff
and suppliers, please inform the compliance officer,
and provide all the information you have. NXP will
investigate based on the information provided.
Where can I find more?

Who can I contact?
Internet site: www.nxp.com
Intranet: http://nww.nxp.com/codeofconduct/index.html
Send an email to code.compliance@nxp.com
Report the matter to
your manager or
The APP GM Mr Mike Orleans or
the HR Manager Mr Teddy Ruiz or
any Code of Conduct Compliance Officer.
Compliance Officer Philippines: May Masa
Regional Compliance Officer Asia: Michael Hoffmann
Local Reporting Hotline: 1800 14410499
Anonymity guaranteed!
108
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Environmental, Health & Safety

Management System
(EHSMS)
10
9
NXP Semiconductors Cabuyao ENVIRONMENT, HEALTH and SAFETY

POLICY
NXP Semiconductors Cabuyao Plant, engaged in the development, assembly & testing of modules, transistors, diodes, and power devices,
is committed to business practices that balance economic feasibility with social responsibility within environmental limits demonstrating our
responsibility to People and Environment.
Our Goals and Commitments:

NXP Semiconductors is committed to use technological expertise to improve the quality of peoples lives in various short-term goals. While
striving for continual improvement on this basis, the business is also shaped by more long-term commitments to become impact neutral by
exploring technologies leading to:
Zero Waste reuse or recycle all our waste materials
Closed Loop Conserve natural resources by integrating our product & process in the recycling loop.
Negligible global warming gas emissions
Zero Hazardous substance emissions eliminate emissions that adversely impact the environment.
Zero work-related injuries and illness in the workplace
Our Principles:
A key goal of NXP Semiconductors EHS Policy is the pursuit of sustainable development requiring us to monitor and improve our social
and environmental performance, then continuously reduce impacts toward zero while creating value by using the following principles:
To interact with the environment and society with the utmost care & respect.
Work to and where possible beyond legal and governmental EHS standards and corporate requirements.
Recognize our responsibility to provide for future generations balanced with the realities of competing in a global economy.
Communicate our performance to stakeholders in an honest & transparent way.
Adopt a holistic approach minimizing all environmental & social impacts from raw materials, manufacturing, use and disposal.
Design out problems before they are created.
Develop our people to utilize their skills and educate stakeholders on sustainability practices to promote the sustainable development of the
company, society and economy.
Continually improve across all domains of sustainability and constantly work to minimize our impacts and maximize values.
Our Programs:
In order to meet the goals and commitment, we implement these programs in line with our defined principles:
We implement an Integrated Environment, Health and Safety Management System and we will regularly review and
with internationally recognized standards and practices.
We implement the committed actions to meet the target of Ecovision Program of the company.
We support all internal and corporate EHS Programs to promote sustainable development.
improve it to comply
11
0
What is EHSMS?
EHSMS
Environment, Health & Safety Management
System
- System to manage and control the companys adverse impacts
to the environment and to safeguard the well-being of personnel
at the workplace
Standards
ISO 14001:2004
OHSAS 18001:1999
Focus
ISO 14001
- Pollution prevention
OHSAS 18001 - Health and safety of personnel
11
1
Benefits to NXP
Gives NXP a seal of good corporate governance
Demonstrate corporate responsibility for the protection of the environment and

health and safety of personnel
Improved market share
Improve operational efficiency
Motivate people personnel who feel safe in the workplace can work better!
Generates savings from optimized resource consumption and reduced waste
generation
Reduces risk of work-related EHS incidents and emergencies
Move away from financing risk to managing risks!

Holistic and systematic approach in managing risks
Strengthen Legislative Compliance
Reduced cost of doing business

Good track record, less intervention
Improved reputation/ credibility
Enables NXP to walk its talk, placing the company in stronger position to
encourage its suppliers/ contractors to get aligned
Compliance with Legal Requirements
Familiarity with legal requirements relevant to job/ area
11
2
Focus Areas
Reduction in resource usage
Water
Electricity
Paper
Production materials gold wire,
chemicals, metals, etc
- Fuel oil and lubricants
- Etc
-
Waste Reduction
- Hazardous wastes used chemicals,
empty chemical containers,
contaminated materials, etc
- Non-biodegradable wastes plastics,
styro, etc
- Biodegradable wastes garden refuse,
food refuse, etc
Elimination of Hazards/ Reduction of Risk

Level
-
Fire/ Explosion
Deadly Communicable Diseases
Overflow of Wastewater (Untreated Wastewater)
Assault from Lawless Elements
Typhoon/ Flooding
Vehicular Accidents
Caught in/between sharp/ heavy mechanical parts
Consecutive extended working hours, >12 hrs
Contact with (closed-circuit) electrically energized
lines/ objects
Fall from heights > 1.80 m
Ionizing Radiation
Ingestion of contaminated food
Etc
11
3
Incident Elimination/ Reduction
Follow procedures/ work instructions

Report unsafe acts/ conditions
Wear appropriate PPE
Implement necessary EHS changes and initiatives
Waste Segregation
Segregate your waste

Dont mix wet and dry
Re-use/ recycle
Conserving Water
Report leaking/ defective faucets

Close faucets properly
Dont waste water
Other Supplies
Re-use office supplies
Use sparingly CR supplies & amenities
Conserving Electricity
Switch off lights when not needed
Turn-off computers when not in use
Unplug electrical equipment
Report defective equipment for repair
Saving Paper
Restrict the use of white paper for final documents

Photocopy documents back to back
Use clean side of used paper
Optimize use of electronic media
Legal Requirements
Committed to comply
Permitting/ licensing requirements
Legal standards air/ water
discharges, radiation level
Required practices handling, storage,
disposal of wastes
11
4
Emergency Procedures
Fire / Explosion
Earthquake
Typhoon / Floods
Civil Disturbances
Gas Leaks
Oil / Chemical Spill
Vehicle Accidents
Medical Emergencies
Accidents At Workplace
Relevant to job/ area

HOW TO RESPOND
- Emergency numbers 2333
- Alarm systems and signals
- Evacuation procedures
Report EHS incidents including near-misses
11
5
WHY SAFETY ?
5 TYPES OF PERSON
Those who think they make things happen.
Those who watch things happen.
Those who wonder what happened.
Those who did not know that anything had happened.
Those who make things happen.
11
6
s
s
e
n
i
e
s
v
u
b ecti
j
b
o
Profitability a business must make money (profit)
in order to survive.
Growth to increase its profit, must expand, go into
other types of business.
Continuity any interruption or disruption of a business
operation will affect its productivity and profitability.
11
7
accident
- interrupts or disrupts the

normal and orderly progress
of any activity and may result
in injury (minor, serious or
fatal) to people and/or damage
or destruction of property that
result to losses.
11
8
why safety?
It provides corrective, preventive and
predictive measures to minimize
accidents.
People causes hazardous acts and
conditions.
Safety is a way of life.
SAFETY COMMITMENT
SHOULD BE 100%
PRACTICED!!!
If less than 100%...
11
9
EHS Hazards Identification, Risk

Assessment and Control (HIRAC)
Recognize hazard associated to job/ area

Understand relevant operational control
procedures and best practices
RED HAZARDS
Fire/ Explosion
Deadly Communicable Diseases
Generation/ Discharge of
Hazardous Wastes
Usage of Electricity
Usage of Water
Usage of Paper
Usage of Toxic Chemicals
Overflow of Wastewater (Untreated
Wastewater)
Typhoon/ Flooding
Vehicular Accidents, etc
YELLOW HAZARDS
Caught in / between sharp/ heavy
mechanical parts
Consecutive extended working hours, >12
hrs
Contact with(closed-circuit) electrically
energized lines/ objects
Fall from heights > 1.80 m
Ionizing Radiation
Occupational noise > 85 dB
Ingestion of contaminated food
Contact with sharp/ pointed objects/ tools
Usage of LPG
Power failure/ tripping etc
BLUE HAZARDS
Caught in/between light mechanical parts/ objects
Common communicable/ water-borne/ air-borne/ food-borne/ diseases
Contact with allergy-causing objects/ materials
Contact with common chemicals
Contact with hot surfaces/ objects/ liquid (1st Degree)
Perimeter noise > 70 dB
Intake of inappropriate medicine
Vibration
12
0
HAZARDOUS PRACTICES
Listed below are some examples of extremely hazardous practices long considered to be forbidden in our
Company. Participating in the following actions, may subject the employee involved to appropriate
disciplinary action.
Horseplay on the job.
Use of intoxicating beverages while on the job or working under the influence of such beverages
while on Company property or working with Company equipment.
The use of drugs that knowingly cause undesirable side effects which impair work performance.
The use of gasoline for any purpose other than engine fuel.
Failing to wear the necessary and appropriate eye protection, where nature of work could result in
eye injury.
Working on moving machinery. There may be certain obvious exceptions, such as fine tuning and
adjustments to engines that can only be performed with engines running, spooling wire lines, etc. In
these instances, supervisory approval must be obtained and all precautions taken to assure safe
performance of the job.
Entering or working in an atmosphere contaminated with toxic gases without the appropriate
breathing protection.
The use of carbon tetrachloride, except in certain controlled laboratory test where it is required.
Smoking in areas where highly flammable materials may be presented particularly flammable
gases and liquids.
Discharge of industrial waste water/ toxic chemical is to the ground
Indiscriminate dumping of waste materials in the Plant
More details on best Environmental, Health and Safety practices, definition and descriptions of relevant
terminologies, safety precautions or dos and donts prior to and during conduct of an activity will be
discussed in much detail orientation/meeting/discussion.
121
Prohibited Items inside Production

Cell phones, Pagers, 2 way radios
CD/VCD/DVD players, any electronic devices, Computer paraphernalia, USB
Flash Drives
MP3 Player. iPOD, Portable radio, cassette player, earphone radio & the like
Firearms, bladed weapons and explosives
Food and drinks
Cameras & films (used and unused)
Playing cards, game sticks, game board & the like
Unregistered and unmarked tools or kit
Substances including samples must be declared and with Material Safety and
Data Sheet (MSDS) before entry
Alcohol & Non-Prescribed drugs
Wrapped boxes (any size), bags beyond 1'x1'x2'
(all other bags are subject to random/routine inspection)
Note:
Any of the tools or equipment needed to be brought inside Production building for official use should be
registered with the guard.
122
Bus Safety
Basic Rules
Follow your designated pick-up points

Always have your tickets ready
Always sign in the Passengers Manifest
form
Observe the guaranteed seat scheme
And always obey all safety regulations
Wear you seatbelts always!
123
FOLLOW Security Rules!

ID System
Entrance/Exit
Equipment Restrictions
Eating Restrictions
Inspection/Body Frisking
Ownership/Gatepass
Smoking Policy
Drugs/Liquors/Weapons/
Gambling
Telephone use
Work / Hotwork permit
Personal Visitors
Housekeeping
Traffic/Parking Rules
Wearing of PPE
Area Restrictions
Cleanroom/Smocks Area
Dress Code
Inflicting Injury/Property Damage
Personal Hygiene
Work Schedule/Break time/Sleeping
124
USE OF THE GENERAL EHS GUIDELINES

We must all utilize the tools and equipment at our disposal to the
maximum advantage.
This EHS Guidelines is another tool to help you work productively
and safely at the same time protecting the environment.
For clarifications specific to an activity, discuss it with your
supervisor and/or members of the EHS Management Organization
(EHSMO).
Be sure to understand all the various points presented and
discussed.
Discuss various sections in your EHSMO meetings.
Implement applicable EHS guidelines/ procedures during your
work.
Understand your roles

and responsibilities and
do your share!
We should act as
a Team!!!
Help keep these Guidelines current by mentioning new items that

should be added.
EHSMO Members would be very willing to listen to you.
Be sure your Guidelines is up-to-date.
Additions and revisions will be written from time to time.
It is the supervisors responsibility to assure that all employees
have read and understand this Manual. Do no forget the new
employee.
125
5S
161
5S
is
a systematized approach to organize work

areas, keep rules and standards, and maintain
the discipline needed to do a job
utilizes
workplace organization and

simplification techniques to make easier, faster,
cheaper, safer and more effective
develops
positive attitude among workers and

cultivates an environment of efficiency,
effectiveness and economy
162
5S
163
GAINS
increases productivity
improves quality
on time delivery
safe for people to work
164
Thank you!!!

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NXP Semiconductors

Secure Connections for a Smarter

NXP Semiconductors Management Team

Executive Vice President

Executive Vice President

Executive Vice President

Executive Vice President

Executive Vice President

Executive Vice President

Executive Vice President

Executive Vice President

Executive Vice President

Loh Kin Wah

Executive Vice President,

Executive Vice President

Executive Vice President

Strong innovation track record dating 50+ years

San Jose (US)

R&D key figures

World class manufacturing capabilities

Site name in blue = Joint Venture

Recent Quarterly Business Trends

Non-GAAP Gross Margin

Adj. EBITDA Margin

Non-GAAP Operating Margin

Business Segment Revenue and Non-GAAP Margin Trends

HPMS Segment Operating Income and

Non-GAAP HPMS Operating Income($M)

Non-GAAP HPMS Gross Margin

Standard Product Segment Revenue and

Non-GAAP HPMS Operating Margin

Standard Product Segment Operating Income and

Non-GAAP STDP Gross Margin

Non-GAAP STDP Operating Income($M)

Non-GAAP STDP Operating Margin

Leveraging Secular Trends and Unique Capabilities

Secular Trends and Demands

Addressable Market Growth ($M)(1)

Characteristics of HPMS Focused Markets

Potential Future Market Growth ($M) (1)

Growth Driven by HPMS Capabilities and Standard Products Scale

STDP Addressable Market Growth ($M)(1)

NXP HPMS Segment Growth ($M)

NXP Standard Products Segment Growth ($M)

NXP HPMS Growth in Excess of Market

NXP Standard Products Growth in Excess of

Our innovations are used in a wide

Our innovations are used in a wide range

Speed & Angular

NXP Identification Group Growth ($M)

Secular Trends Driving Growth

Potential Identification Market Growth ($M)(1)

NXP Automotive Group Growth ($M)

Secular Trends Driving Growth

Potential Automotive Market Growth ($M)(1)

Portable and Computing

Portable and Computing Group Growth ($M)

Secular Trends Driving Growth

Potential Portable and Computing Market Growth(1)

Infrastructure and Industrial

NXP Infra. And Industrial Group Growth ($M)

Secular Trends Driving Growth

Potential Infra. And Industrial Market Growth ($M)(1)