General Principles - The company aims to improve the compensation management of directors and senior management to enhance operational efficiency and management levels, ensuring the achievement of strategic goals [1] - The compensation system applies to directors and senior management as defined in the company’s articles of association [1] - Compensation for directors and senior management is based on the company's operational performance and industry standards, ensuring shareholder interests and mutual development [1] - The principles of compensation distribution include legality, fairness, external competitiveness, and incentivization [1] Management Structure - The Compensation and Assessment Committee of the Board of Directors is responsible for evaluating directors and senior management and initially determining compensation plans [2] - Compensation plans for directors must be approved by the Board and submitted for shareholder review; annual compensation plans for senior management must be submitted to the Board for review [2] - The Human Resources and Finance departments assist the Compensation and Assessment Committee in implementing compensation plans [2] Compensation and Assessment System - Independent directors receive an independent director allowance, the standard of which is subject to shareholder review [2] - Non-independent directors receive compensation based on their specific management roles and the company's performance assessment system, with no separate director compensation for those not holding other management positions [2] - The company covers travel expenses and other costs incurred by directors while performing their duties [2] - Senior management compensation is determined by their specific management roles and the company's performance assessment system [2] Compensation Adjustment - The compensation system for directors and senior management should align with the company's operational strategy and be adjusted according to changes in business conditions [3] - Significant changes in the operating environment may lead to adjustments in incentive and constraint conditions, as proposed by the Compensation and Assessment Committee [3] Supplementary Provisions - Any matters not covered by this system or inconsistent with laws, regulations, or the company's articles of association will be governed by the relevant legal provisions [5] - The Board of Directors is responsible for interpreting this system [5] - This system takes effect upon approval by the company's shareholders and will also apply to any modifications [5]
光格科技: 董事、高级管理人员薪酬管理制度