JDM(SH:603088) Zheng Quan Zhi Xing·2025-08-18 12:11Core Points - The company aims to enhance its governance mechanism and establish effective incentive and restraint mechanisms for its directors and senior management [2][3] - The compensation for directors and senior management is determined based on the company's economic performance and the achievement of work objectives [3][4] - The compensation management system is designed to align with the company's actual situation and labor market standards [4][5] Summary by Sections General Principles - The compensation management system is established in accordance with relevant laws and regulations, including the Company Law and Securities Law of the People's Republic of China [2] - The directors and senior management referred to in this system include all directors, general managers, deputy general managers, financial directors, and board secretaries appointed by the shareholders' meeting or board of directors [2] Management Structure - The Compensation and Assessment Committee of the board of directors is responsible for evaluating and initially determining the compensation plans for directors and senior management [3] Compensation and Assessment Management - Independent and external directors receive fixed allowances approved by the shareholders' meeting, while internal directors and senior management are compensated based on their respective roles and performance [3][4] - Senior management's compensation consists of a fixed salary and performance bonuses, with the latter based on annual operational goals [4] Compensation Management - The salary of directors and senior management is calculated based on their position changes, and they are required to contribute to social insurance and housing funds [4][5] - Salary reductions or withholding of performance bonuses may occur under specific circumstances, such as serious violations of company regulations or causing significant economic losses [5] Compensation Distribution - Monthly salaries are calculated from the first to the last day of the month and are paid in RMB by the 20th of the following month [7] - Performance bonuses are distributed before the Spring Festival of the following year based on actual performance assessment results [7] Compensation Adjustment - The compensation system should serve the company's development strategy and may be adjusted in response to significant changes in the operating environment [6][7] - The Compensation and Assessment Committee can propose temporary special rewards or penalties for specific matters, subject to board approval [6] Supplementary Provisions - Any matters not covered by this system or conflicting with national laws and regulations will be executed according to those laws and the company's articles of association [8] - The board of directors is responsible for interpreting this system [8]