洲际油气: 洲际油气股份有限公司董事和高级管理人员薪酬管理制度

General Principles - The compensation management system for directors and senior management aims to establish an effective incentive and restraint mechanism to enhance work motivation and improve management efficiency [1] - The system applies to all directors and senior management of the company [1] - Compensation management follows principles of fairness, alignment of responsibilities and performance, long-term interests, and a balance of incentives and constraints [1] Compensation Structure and Distribution - Non-independent directors receive compensation based on their specific roles and responsibilities, without separate director allowances [2] - Independent directors receive fixed allowances approved by the shareholders' meeting and are reimbursed for travel expenses related to board meetings [2] - Senior management compensation consists of basic salary, performance bonuses, and operational bonuses, with each component determined by various factors including job responsibilities and performance [2] Compensation Determination Process - The compensation and assessment committee of the board is responsible for setting performance standards and reviewing compensation policies [3] - The process for determining specific compensation involves performance assessments and recommendations based on the results [3] - The board of directors and shareholders' meeting are responsible for approving the compensation plans for senior management and directors, respectively [3] Salary Adjustment - The compensation system should adapt to the company's development strategy and operational changes [5] - Salary adjustments are based on regional and industry salary trends, inflation, company performance, and individual performance [5] - The board can approve special rewards or penalties for specific circumstances as a supplement to regular compensation [5] Other Incentives - The company may implement equity incentive plans for non-independent directors and senior management to provide long-term incentives [6] - Performance assessment indicators must be established as conditions for exercising equity rights [6] - The compensation and assessment committee can propose additional incentive schemes to enhance performance and achieve operational goals [6]