Well Lead(SH:603309) Zheng Quan Zhi Xing·2025-08-15 16:35Core Viewpoint - The document outlines the compensation management system for directors and senior management at Guangzhou Weili Medical Equipment Co., Ltd., aiming to enhance management stability and align individual performance with the company's long-term interests [1][2]. Group 1: General Principles - The compensation system is designed to improve the incentive and restraint mechanisms for directors and senior management, ensuring alignment with the company's operational goals and sustainable development [1]. - The principles of the compensation system include: 1. Compensation determined by position value 2. Performance evaluation standards 3. Alignment of individual compensation with long-term company interests 4. Balance of incentives and constraints [1]. Group 2: Compensation Management Structure - The Board of Directors is responsible for reviewing the compensation of senior management, while the shareholders' meeting reviews the compensation of directors [2]. - The Compensation and Assessment Committee of the Board is tasked with establishing evaluation standards and compensation policies for directors and senior management [2]. Group 3: Compensation Standards - Director compensation varies based on specific roles and contributions, with independent directors receiving a stipend approved by the shareholders' meeting [4]. - Senior management compensation consists of a base salary and performance-based pay, calculated as: Annual Compensation = Base Salary + Performance Pay [4]. Group 4: Compensation Distribution - Compensation for directors and senior management is distributed according to internal policies, with independent director stipends paid monthly after approval [6]. - Performance pay may be withheld under certain conditions, such as public reprimands or significant violations of regulations [6]. Group 5: Compensation Adjustment - Adjustments to compensation are based on industry salary trends, inflation, company profitability, organizational changes, and individual role changes [8]. - The Board may establish temporary rewards or penalties for specific circumstances as a supplement to regular compensation [8]. Group 6: Miscellaneous Provisions - The compensation management system is subject to relevant laws and regulations, and it becomes effective upon approval by the shareholders' meeting [9][10].