国光股份: 董事、高级管理人员薪酬管理办法

Core Points - The purpose of the compensation management method is to establish an incentive and restraint mechanism for the company's directors and senior management, enhancing overall management and ensuring strategic goals are met [1] - The compensation management method applies to the directors and senior management of Sichuan Guoguang Agricultural Chemical Co., Ltd [1] Group 1: Principles - Compensation should align with the long-term interests of the company [2] - Compensation should combine labor distribution with responsibilities, rights, and benefits [2] - Overall compensation levels should correlate with the company's actual operating conditions [2] - Compensation should be linked to the company's operational goals [2] - The approach should balance incentives and constraints [2] Group 2: Compensation Structure and Standards - Directors' compensation consists of fixed director allowances, with independent and external directors receiving 80,000 yuan per year, while internal directors receive 40,000 yuan [2][3] - Senior management compensation is structured as an annual salary, including a basic salary, performance salary, and project rewards [3] - The basic salary for the president is set at 990,219 yuan per year, with other senior management salaries varying [3] Group 3: Performance Salary - Performance salary is linked to the completion rate of the company's annual operational goals, calculated based on the salary base and performance metrics [3] - The performance evaluation includes various growth rates, such as output growth, revenue growth, and profit growth, with specific weightings assigned to each [3] Group 4: Payment Schedule - Directors' compensation is paid monthly, while senior management's compensation is divided into monthly and annual payments [4] - Monthly payments consist of 80% of the basic salary, with specific calculations for basic and performance salaries [4] - Annual payments include 20% of the basic salary, performance salary, and project rewards, with evaluations completed within one month after the annual financial report [4] Group 5: Accountability - The company implements a responsibility accountability system for internal directors and senior management, with penalties for significant losses or failure to meet operational goals [5] - Compensation will not be paid if there are serious violations of company regulations or significant harm to the company's interests [5][6] Group 6: Miscellaneous - The compensation management method will take effect upon approval by the company's shareholders [8]