圣农发展: 董事、高级管理人员薪酬管理制度（2025年修订）

Core Points - The company aims to establish a compensation management system for directors and senior management that aligns with modern corporate governance and market economy principles [1] - The compensation system is designed to motivate and incentivize directors and senior management to enhance the company's economic performance [1] Summary by Sections General Principles - The compensation management system applies to full-time directors and senior management who receive salaries from the company [1] - Independent and external directors do not receive salaries or benefits from the company, but independent directors receive allowances as per the company's independent director system [2] Compensation Plan - The compensation for directors and senior management consists of a fixed basic salary and a performance-based bonus [3] - The annual salary is determined based on industry standards, company performance, and job responsibilities [3] - Performance bonuses are linked to the completion of company goals, departmental assessments, and individual performance evaluations [3] Compensation Distribution and Management - Basic salaries are paid monthly via bank transfer, and the calculation period is from the 1st to the last day of each month [4] - Taxes and social insurance contributions are deducted from the basic salary and performance bonuses as per national and local regulations [4] - Performance bonuses are determined after the annual performance review and are paid within two months following the audit of the annual report [5] Benefits and Constraints - Directors and senior management are entitled to various benefits, including insurance and paid leave, in accordance with national laws and company policies [6] - Any violations of laws or company regulations by directors or senior management may result in forfeiture of performance bonuses [5][6] - The company ensures that compensation agreements comply with fairness principles and do not harm the company's interests [6] Miscellaneous - The compensation management system becomes effective upon approval by the company's shareholders and will be modified as necessary [8] - The board of directors is responsible for interpreting the compensation management system [9]