天地源: 天地源股份有限公司企业负责人薪酬管理办法

Core Points - The article outlines the salary management system for the executives of Tiandi Source Co., Ltd, aiming to promote sustainable development and establish a reasonable salary level while adhering to national regulations [2][4][14] Chapter Summaries General Principles - The salary management for executives is based on effective incentives, balanced distribution between executives and employees, and a regulated order to promote healthy corporate development [2][4] Basic Annual Salary - The basic annual salary consists of a base salary determined by the board and a distribution coefficient, with the coefficient for the main executive set at 1 and for deputy executives between 0.6 and 0.9 [4][6] - The basic annual salary is paid monthly and is not linked to performance evaluations [6][7] Performance Annual Salary - The performance annual salary is linked to the company's annual performance evaluation, calculated using the basic salary, performance adjustment coefficient, and annual target responsibility assessment coefficient [6][8] - The performance adjustment coefficient ranges from 0.7 to 1.5, while the annual target responsibility assessment coefficient can range from 0 to 2.0 [8][9] Term Incentive Income - The term incentive income is based on the evaluation results during the executive's term and can be up to 30% of the total annual salary [9][10] - If an executive is deemed incompetent, they are not eligible for term incentive income [10][11] Welfare and Benefits - Executives participate in basic social insurance and other benefits, which are managed within the salary system but do not count towards the annual salary cap [11][12] Special Rewards - Special rewards are proposed by the remuneration and assessment committee for outstanding achievements in various areas, combining material and spiritual incentives [12][13] Management and Supervision - The company implements a clawback system for executives in case of significant errors leading to major losses, allowing for the deduction of performance and term incentive income [13][20] - Executives are prohibited from receiving any form of remuneration from other entities while holding their positions [20][21] Final Provisions - The salary management system requires approval from the board and shareholders, replacing previous salary management methods [14][14]