APON(SZ:300753) Zheng Quan Zhi Xing·2025-07-18 16:26Core Points - The article outlines the compensation management system for the board of directors and senior management of Jiangsu Aipeng Medical Technology Co., Ltd, aiming to enhance the incentive and restraint mechanism for operators, maintain the stability of the core management team, and improve the company's operational management level [2][4]. Group 1: General Principles - The compensation system is designed to reflect the value of each position, aligning responsibilities, powers, contributions, and benefits [2]. - Compensation levels are linked to the company's goals and performance [2]. - The system emphasizes performance assessment standards and processes [2]. - The principles of incentive and restraint are balanced, ensuring equal rewards and penalties [2]. Group 2: Compensation Management Structure - The board of directors is responsible for reviewing the compensation of senior management, while the shareholders' meeting reviews the compensation of directors [3]. - The Compensation and Assessment Committee of the board, under its authorization, is responsible for setting compensation standards and conducting annual assessments of directors and senior management [3]. Group 3: Compensation Standards - Non-independent directors' compensation is determined based on their specific roles and contributions to the company [4]. - Independent directors receive a stipend determined by the shareholders' meeting, with reasonable expenses covered by the company [4]. - Senior management's compensation consists of a basic salary and performance-based pay, with the latter linked to the company's annual performance [4]. Group 4: Compensation Adjustment - The compensation system is designed to serve the company's operational strategy and will be adjusted according to changes in the company's operational status [6]. - Adjustments to compensation are based on industry salary increases, inflation levels, and the company's profitability [6][8].