Summary of Shenzhen Haopeng Technology Co., Ltd. Compensation Management System Core Viewpoint The company aims to establish a scientific and effective compensation management system for its directors and senior management to enhance motivation and ensure the achievement of strategic development goals. Group 1: Principles of Compensation Management - The compensation system reflects income levels that align with the company's scale and performance, as well as external compensation levels [2] - It emphasizes long-term interests, aligning with the company's sustainable and healthy development goals [2] - The system balances incentives and constraints, linking compensation to performance assessments and penalties [2] Group 2: Structure and Determination of Compensation - The Board of Directors and the Compensation and Assessment Committee are responsible for formulating and reviewing compensation policies for directors and senior management [3] - The shareholders' meeting is responsible for reviewing the compensation system, and independent directors must monitor compliance with relevant regulations [3][4] - Compensation for senior management consists of basic salary, performance-based pay, incentive pay (if applicable), and other allowances [4] Group 3: Payment and Adjustment of Compensation - Compensation and allowances for directors and senior management are paid monthly, with performance pay distributed based on assessment cycles [5] - The compensation system should adapt to changes in the company's operational status to support strategic objectives [6] - The Compensation and Assessment Committee can propose adjustments to compensation standards, subject to approval by the Board or shareholders [6]
豪鹏科技: 董事、高级管理人员薪酬管理制度