宝丽迪: 董事、高级管理人员薪酬管理制度

Core Points - The article outlines the compensation management system for the board and senior management of Suzhou Baolidi Material Technology Co., Ltd, aiming to enhance the incentive and restraint mechanism for operators, maintain the stability of the core management team, and align the interests of operators with the long-term interests of the company [1][6] Chapter 1: General Principles - The compensation system is designed to reflect the company's scale and performance while aligning with external compensation levels [1] - It emphasizes the principle of equal rights and responsibilities, linking compensation to job value and responsibilities [1] - The system aims to promote the company's long-term interests and sustainable development [1] - It balances incentives and constraints, linking compensation distribution to performance evaluation and rewards [1] Chapter 2: Compensation Management Structure - The board of directors is responsible for reviewing the annual compensation plans for senior management, while the shareholders' meeting reviews the compensation plans for directors [2] - The Compensation and Assessment Committee of the board is tasked with formulating and reviewing compensation policies and standards for directors and senior management [2] Chapter 3: Composition and Determination of Compensation - Total compensation for directors (excluding independent directors) and senior management consists of basic salary and performance-based pay, linked to their responsibilities, risks, and company performance [2][3] - Basic salary is determined by market standards, considering position, responsibility, and capability [3] Chapter 4: Decision-Making Procedures - The performance evaluation period runs from January 1 to December 31 each year [4] - After the evaluation period, the Compensation and Assessment Committee proposes compensation amounts and reward methods based on performance results [4] Chapter 5: Compensation Distribution - Basic salaries and independent director allowances are paid monthly, while performance-based pay is distributed according to the evaluation cycle [5] - The company withholds personal income tax from the compensation of directors and senior management as per national regulations [5] Chapter 6: Compensation Adjustment - The compensation system should serve the company's business strategy and adjust according to changes in business conditions [5] - Adjustments are based on industry salary growth, inflation levels, company profitability, and organizational changes [5] Chapter 7: Supplementary Provisions - The system is subject to national laws and regulations, and any inconsistencies will be resolved in favor of the legal provisions [6] - The board of directors is responsible for formulating and interpreting this system [6]