唯捷创芯: 董事、高级管理人员薪酬管理制度

Core Viewpoint - The company establishes a comprehensive compensation management system for its board members and senior management to enhance work motivation and improve operational efficiency, adhering to relevant laws and regulations [1][5]. Compensation Management Principles - The compensation system follows principles of fairness, alignment of responsibilities and rights, long-term development, and a balance between incentives and constraints [1][2]. Compensation Management Structure - The Compensation and Assessment Committee of the board is responsible for evaluating and managing the compensation standards and plans for directors and senior management, as well as overseeing the execution of the compensation system [1][2]. Compensation Standards - Non-independent directors receive compensation based on their roles and performance, while independent directors receive an annual allowance of 80,000 RMB [2]. - Senior management compensation consists of a base salary and performance-based pay, calculated annually based on company performance and individual contributions [2][3]. Compensation Distribution - Base salaries are paid monthly, while performance-based pay is distributed after the annual assessment [3][4]. Compensation Adjustment Criteria - Compensation adjustments are based on industry salary trends, inflation rates, company performance, strategic developments, and individual role changes [4][5]. Special Compensation Provisions - The board may establish temporary rewards or penalties for specific circumstances as supplementary compensation for senior management [4].