FINGU(SZ:002194) Zheng Quan Zhi Xing·2025-08-17 08:15Core Points - The purpose of the remuneration management system is to enhance the motivation of directors and senior management, reflecting the principle of "responsibility, risk, and interest alignment" [2] - The remuneration system applies to directors and senior management as defined in the company's articles of association [2] - The remuneration and performance assessment principles are based on the company's economic benefits, with a comprehensive evaluation according to the annual business plan and individual work objectives [2][3] Summary by Sections Chapter 1: General Principles - The remuneration for directors and senior management consists of basic salary and performance-based rewards, with distribution based on the relative value of the position, market orientation, and alignment with long-term company interests [2] Chapter 2: Management Structure - The shareholders' meeting determines the remuneration for directors, while the board of directors decides on the remuneration for senior management [3] - The remuneration and assessment committee is responsible for drafting, supervising, and implementing the remuneration management system [3] Chapter 3: Composition and Standards of Remuneration - The remuneration is structured as an annual salary, which includes basic salary, performance salary, and long-term incentive income [3][4] - Basic salary is determined by factors such as position value, responsibility, capability, and market salary trends [4] - Performance salary is based on the company's economic performance and the efficiency and quality of senior management in achieving their work objectives [4][5] Chapter 4: Approval and Payment of Remuneration - Basic salary is paid monthly, calculated as the annual salary divided by 12 [5] - Performance salary is determined based on comprehensive evaluations conducted by the remuneration and assessment committee [5][6] Chapter 5: Assessment and Implementation Procedures - Directors and senior management must establish work objectives and plans at the beginning of the fiscal year, signing responsibility agreements [6] - The remuneration and assessment committee evaluates the performance of senior management based on these agreements and adjusts them if necessary due to significant changes in external conditions [6][7] Chapter 6: Supplementary Provisions - The remuneration management system is drafted by the remuneration and assessment committee and takes effect after approval by the shareholders' meeting [7]