MAXVISION(SZ:002990) Zheng Quan Zhi Xing·2025-08-14 16:39Core Viewpoint - The article outlines the compensation management system for directors and senior management of Shengshi Technology Co., Ltd., aiming to establish an effective incentive and restraint mechanism to enhance management efficiency and align compensation with performance [1][3]. Group 1: General Principles - The compensation system applies to all directors, including independent and non-independent directors, as well as all senior management personnel [1]. - The determination of compensation follows principles of fairness and justice, linking basic salary to job value and market conditions, while performance-based pay is tied to individual performance and company economic benefits [1][3]. Group 2: Compensation Management Structure - The Compensation and Assessment Committee of the Board of Directors is responsible for drafting compensation plans, reviewing performance, and supervising the execution of compensation [3]. - Relevant departments, including Human Resources, Finance, and the Board Office, assist in the annual assessment and implementation of compensation plans [3]. Group 3: Compensation Plans - Independent directors receive an annual allowance of 72,000 RMB, paid monthly, while non-independent directors do not receive additional allowances [5][7]. - Senior management compensation consists of a basic salary and performance-based pay, with the basic salary determined by job responsibilities and industry standards [7]. - The company may implement long-term incentives such as restricted stock, options, or employee stock ownership plans for key personnel [7]. Group 4: Performance Assessment and Compensation Distribution - At the end of each fiscal year, the Compensation and Assessment Committee conducts annual evaluations and proposes the next year's compensation plan for Board approval [8]. - The shareholders' meeting decides on directors' compensation, while the Board decides on senior management compensation [8]. Group 5: Salary Adjustments - The compensation system is designed to adapt to the company's strategic needs and may be adjusted based on internal and external factors affecting the business environment [10]. - The Board may propose temporary adjustments to compensation standards in response to significant changes in the operating environment [10].