璞泰来: 董事和高级管理人员薪酬与考核管理制度

Core Points - The company aims to establish a scientific and effective incentive and restraint mechanism for the remuneration management of its directors and senior management to enhance operational efficiency [1] - The remuneration management principles include fairness, alignment of responsibilities and performance, long-term interests, and a balance of incentives and constraints [1][3] - The remuneration structure for directors and senior management consists of basic salary and performance bonuses, with specific criteria for evaluation and adjustment [2][5] Remuneration Structure - Non-independent directors receive remuneration based on their specific roles and responsibilities, while independent directors receive fixed allowances approved by the shareholders' meeting [2] - Senior management's remuneration is composed of basic salary and performance bonuses, with the basic salary determined by various factors including position, capability, and industry standards [2][5] - The remuneration and assessment committee is responsible for setting evaluation standards and proposing remuneration policies to the board [3] Performance Evaluation and Adjustment - The company can reduce or withhold performance bonuses for directors and senior management under certain circumstances, such as serious violations of company rules or causing significant economic losses [3] - Remuneration adjustments are based on market salary reports, inflation rates, company performance, and individual performance [5] - The company may implement stock incentive plans for long-term motivation of directors and senior management [5] Other Provisions - The remuneration management system must align with the company's development strategy and be adjusted according to operational changes [4][5] - The board of directors is responsible for interpreting and revising the remuneration management system, which takes effect after approval by the shareholders' meeting [7]