Core Points - The company aims to establish a scientific and effective incentive and restraint mechanism for the compensation management of its directors and senior management to ensure the achievement of its strategic development goals [1] Compensation Management Structure - The shareholders' meeting is responsible for reviewing the compensation management system for directors, while the board of directors is responsible for reviewing the compensation management system for senior management [2] - The Compensation and Assessment Committee of the board of directors is tasked with formulating assessment standards and compensation policies for directors and senior management [2] Compensation Standards - The compensation for senior management consists of a basic salary and performance-based salary, calculated as annual compensation = basic salary + performance salary [2][3] - Directors receive a director's allowance, which is not provided to directors holding other positions in the company or its subsidiaries [2] Compensation Distribution - The director's allowance is paid monthly, while the basic salary for senior management is also paid monthly, with performance-based salary distributed according to the assessment cycle [2] - Compensation is subject to personal income tax deductions as per national regulations [2] 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 [2][3] - Adjustments to compensation are based on industry salary data and may include temporary special rewards or penalties approved by the Compensation and Assessment Committee [3][4] Additional Provisions - Any matters not covered by this system will be executed according to relevant laws, regulations, and the company's articles of association [4] - The board of directors is authorized to amend this system based on legal and regulatory changes, subject to approval by the shareholders' meeting [4]
新劲刚: 董事、高级管理人员薪酬管理制度