中宠股份: 董事、高级管理人员薪酬管理制度

Core Points - The article outlines the compensation management system for the board of directors and senior management of Yantai Zhongchong Food Co., Ltd, aiming to establish effective incentive and restraint mechanisms to align with the company's strategic goals [1][5] - The compensation system is based on principles such as long-term interests, equity between rights and responsibilities, performance linkage, and competitiveness in the market [1][2] Group 1: Compensation Principles - The long-term interests principle ensures alignment with sustainable development goals, combining short-term and long-term incentives to prevent short-term behavior [1] - The equity principle determines basic salary standards based on job position, performance, and contributions [1] - The performance linkage principle ties annual compensation to individual performance and company operational results [1] - The competitiveness principle focuses on market-based income to attract talent [1] Group 2: Compensation Management Structure - The shareholders' meeting is responsible for reviewing the compensation of directors, while the board of directors reviews the compensation of senior management [2] - The Compensation and Assessment Committee under the board is responsible for formulating and reviewing compensation plans and assessing performance [2] Group 3: Compensation Standards and Distribution - Non-independent directors do not receive compensation, while independent directors receive an annual allowance of 60,000 yuan, paid monthly [3] - Senior management compensation consists of basic salary and performance-based salary, calculated as annual salary = basic salary + performance salary [3][4] - The compensation does not include stock incentive plans or other special bonuses [4] Group 4: Performance and Adjustment - Performance bonuses for directors and senior management are calculated based on actual tenure and performance [4] - The company reserves the right to withhold performance-based salary or allowances under certain circumstances, such as serious violations of company regulations [4] - Compensation adjustments are based on industry salary trends, inflation, company profitability, organizational changes, and individual position changes [5]