General Principles - The purpose of the compensation and assessment system is to enhance the responsibility of senior management, establish an incentive and restraint mechanism, and improve business performance and management levels [1] - The system applies to senior management personnel, including the general manager, deputy general managers, board secretary, and financial director [1] - Compensation is based on economic indicators and comprehensive management, with quarterly and annual assessments aligned with the company's operational goals [1] - The principles of compensation and performance assessment include aligning with long-term company interests, combining labor distribution with responsibilities, and ensuring fairness and balance in compensation levels [1] Management Structure - The Board's Compensation and Assessment Committee is responsible for guiding the compensation and assessment of senior management [2] - The Human Resources Department manages the daily operations of senior management compensation, while the Finance Department provides performance data [2] - The Compensation and Assessment Committee drafts or proposes modifications to the compensation management system and reviews annual performance assessment plans [2] Compensation Composition and Determination - The annual performance assessment period runs from January 1 to December 31 [3] - Senior management compensation consists of a base salary and performance bonuses [3] - Compensation levels are proportional to responsibilities, risks, and overall company performance [3] Performance Assessment Procedures - The Compensation and Assessment Committee checks the performance of senior management and conducts assessments based on established guidelines [4] - Performance assessments are based on audited annual reports and data from relevant departments [4] - The committee confirms the annual performance distribution plan within six months after the year-end assessment [4] Compensation Distribution - Base salaries for senior management are distributed monthly according to company policies [5] - A responsibility accountability system is in place for senior management, with penalties for significant losses due to negligence or poor decision-making [5] - Specific conditions under which performance bonuses will not be awarded are outlined, including severe violations of company policies and legal penalties [5] Other Incentives - The company may implement stock incentive plans based on job responsibilities and performance indicators [5] - Additional reward and punishment measures for senior management can be proposed by the Compensation and Assessment Committee and approved by the Board [5] Miscellaneous - The system will be updated in accordance with changes in national laws and regulations [5] - The Board is responsible for interpreting the system, which takes effect upon approval [5]
亚香股份: 高级管理人员薪酬与考核制度