Core Viewpoint - The article outlines the compensation management system for the board of directors and senior management of Hebei Keli Automotive Equipment Co., Ltd, aiming to establish a fair and effective incentive mechanism to promote the company's sustainable development [1][5]. Group 1: Compensation Principles - The compensation for directors and senior management is based on the company's operational and management performance, considering the completion of business plans, responsibilities, and individual performance [1]. - The compensation distribution follows principles of matching responsibilities, rights, and interests, linking personal income to company performance, and ensuring fairness in assessment [3][4]. Group 2: Management Structure - The Board of Directors is responsible for reviewing the compensation of senior management, while the shareholders' meeting is responsible for reviewing the compensation of directors [2]. - The Compensation and Assessment Committee evaluates the performance of directors and senior management and proposes compensation amounts and reward methods to the Board [2]. Group 3: Compensation Standards - Independent directors receive a fixed allowance approved by the shareholders' meeting, with no additional compensation or social security benefits [3]. - Non-independent directors receive compensation according to their position without additional allowances [3]. - Senior management's compensation consists of a fixed salary and performance-based pay, with the latter determined by annual operational goals and individual performance [3]. Group 4: Salary Adjustments and Penalties - The compensation system should align with the company's development strategy and be adjusted as the company evolves [4]. - Penalties such as salary reductions or withholding performance bonuses can be applied for serious violations of company policies or causing significant economic losses [4]. Group 5: Implementation and Compliance - The compensation management system is subject to national laws and regulations, and any inconsistencies with these laws will defer to the legal provisions [5]. - The system will take effect upon approval by the shareholders' meeting and will be interpreted by the Board of Directors [5].
科力装备: 董事、高级管理人员薪酬管理制度