ZSCBGCL(SZ:000715) Zheng Quan Zhi Xing·2025-07-08 13:14Core Points - The article outlines the compensation management system for directors and senior management of Zhongxing-Shenyang Commercial Building (Group) Co., Ltd, aimed at enhancing management efficiency and company performance [1][2] - The system is designed to establish effective incentive and restraint mechanisms to motivate employees and ensure the achievement of annual operational goals [1] Summary by Sections General Principles - The compensation management system applies to directors and senior management, including independent directors, internal directors, external directors, and senior management personnel [1][2] - The basic principles of the compensation management include: - Value contribution-oriented principle - Performance-linked compensation principle - External competitiveness and internal fairness principle - Correspondence between job treatment and position requirements principle [2] Organizational Structure - The shareholders' meeting decides the compensation for directors, while the board of directors determines the compensation for senior management [2] - The Compensation and Assessment Committee of the board is responsible for drafting, supervising, and implementing the compensation management system [2] Compensation Structure, Assessment, and Distribution - Independent directors receive a fixed allowance based on the shareholders' meeting resolution, paid annually [3] - External directors do not receive any allowances from the company [3] - Internal directors' compensation is based on different salary levels corresponding to their positions, while employee representative directors' compensation is determined through performance assessments by management [4] - Senior management operates on an annual salary system, with the chairman's salary capped at 1.76 million RMB per year, the president's salary capped at 1.43 million RMB per year, and other senior management capped at 1.1 million RMB per year [4] - The annual salary consists of a base salary and a performance-based bonus, with specific percentages allocated for different payment schedules [4] Restraint Mechanism - The company may reduce or withhold bonuses or allowances for directors and senior management under certain circumstances, such as public reprimands or significant violations of regulations [5] Supplementary Provisions - Any matters not covered by this system will be executed according to relevant national laws and regulations [5] - The system is drafted by the Compensation and Assessment Committee and takes effect after approval by the shareholders' meeting [5]