Workflow
科捷智能: 董事、高级管理人员薪酬管理制度

Core Viewpoint - The company establishes a comprehensive compensation management system for its directors and senior management to enhance work motivation and improve operational efficiency, aligning compensation with company performance and market standards [1][2]. Group 1: Compensation Principles - Compensation for directors and senior management is linked to company performance, ensuring stable development while adhering to market value principles [1]. - The compensation structure reflects the company's scale and performance, aligning with external compensation levels [1]. - The system emphasizes the balance of incentives and constraints, linking compensation to performance evaluations and rewards [1]. Group 2: Management Structure - The company has a Compensation and Assessment Committee under the board of directors responsible for setting evaluation standards and compensation mechanisms for directors and senior management [2]. - Relevant departments, including human resources and finance, collaborate with the Compensation and Assessment Committee for the implementation of compensation plans [2]. - Compensation plans for senior management require board approval, while director compensation is subject to shareholder approval [2]. Group 3: Compensation Composition and Standards - Independent directors receive a fixed annual allowance of 100,000 yuan, with no additional compensation or benefits [3]. - Compensation for directors and senior management consists of monthly salaries and annual performance bonuses, which are awarded based on performance evaluations [3]. Group 4: Compensation Distribution - Independent directors' allowances are paid quarterly, while salaries for directors and senior management are paid monthly, with performance bonuses distributed according to the assessment cycle [3]. - All compensation is pre-tax income, with the company responsible for withholding personal income tax [3]. - Performance bonuses for departing directors and senior management are calculated based on their actual tenure and performance [3]. Group 5: Compensation Adjustment - The compensation system is designed to adapt to the company's operational strategy and changing business conditions [5]. - Adjustments are based on industry salary trends, inflation rates, company profitability, strategic changes, and individual role changes [5]. - The board may establish special rewards or penalties for specific matters as supplementary compensation for directors and senior management [5]. Group 6: Miscellaneous Provisions - Any matters not covered by this system will follow relevant laws, regulations, and the company's articles of association [6]. - The board of directors is responsible for interpreting this system [6]. - This system becomes effective upon approval by the shareholders' meeting [6].