中欣氟材: 董事、高级管理人员薪酬与绩效考核管理办法（2025年7月）

Core Points - The article outlines the compensation and performance evaluation management measures for directors and senior management at Zhejiang Zhongxin Fluorine Materials Co., Ltd, aiming to establish an effective incentive and restraint mechanism to enhance operational efficiency and management levels [1][2][3] - The compensation system is based on market levels and the company's actual situation, adhering to principles such as unity of responsibility and rights, performance orientation, strategic direction, and market orientation [2][3][4] Group 1: Compensation Structure - The compensation for directors includes independent directors, external directors, and internal directors, with specific allowances and performance evaluations based on their roles [4][5] - Senior management compensation consists of a fixed annual salary and performance bonuses, with the annual salary determined by the chairman or general manager's salary and a position coefficient [5][6] - A performance reward fund is established to directly link the income of senior management and key employees to the company's net profit growth [6][7] Group 2: Performance Evaluation System - The performance evaluation for directors is conducted annually, focusing on their diligence, capability, and adherence to company interests [8][9] - Senior management performance evaluations are divided into annual and term evaluations, with specific metrics for operational performance and individual contributions [9][10] - Evaluation scores are calculated based on a percentage system, with specific weightings for operational and personal performance metrics [27][16] Group 3: Evaluation Process and Results Management - The evaluation process includes signing performance responsibility agreements and dynamic management of performance targets [25][17] - After evaluations, feedback sessions are held to discuss results and improvement plans [29] - Evaluation results are archived and can be appealed by management members if they disagree with the outcomes [19][33]