Core Points - The article outlines the compensation management system for the board of directors and senior management of Suzhou Shangsong Electronics Co., Ltd, aiming to establish an effective incentive and restraint mechanism to enhance work motivation and management efficiency [1][2] Group 1: Principles of Compensation Management - The compensation system adheres to principles such as fairness, alignment of responsibilities and rights, long-term development, and a balance between incentives and constraints [3][4] - The compensation for independent directors is provided as a monthly allowance, while non-independent directors and senior management receive salaries based on their roles and responsibilities [2][3] Group 2: Compensation Structure - The compensation for non-independent directors and senior management consists of basic salary, position allowances, talent allowances, annual basic rewards, and annual contribution rewards, which are determined based on performance evaluations and company performance [2][3] - The salary for non-independent directors holding multiple positions is determined by the highest salary principle, avoiding duplicate payments [2][3] Group 3: Compensation Adjustment - The compensation system is designed to serve the company's business strategy and will be adjusted according to changes in the company's operational status [6] - Adjustments to compensation are based on industry salary growth, inflation levels, company profitability, and strategic or organizational changes [6]
上声电子: 苏州上声电子股份有限公司董事和高级管理人员薪酬管理制度