麦澜德: 《董事、高级管理人员薪酬考核制度》（2025年8月）

Core Points - The article outlines the compensation assessment system for directors and senior management of Nanjing Mailland Medical Technology Co., Ltd, aiming to establish a scientific and effective incentive and restraint mechanism to enhance management efficiency and promote sustainable development of the company [1][2]. Summary by Sections General Principles - The compensation management system is based on principles such as the combination of labor distribution with responsibilities, rights, and benefits, alignment of income levels with company performance and market compensation environment, and a clear distinction between rewards and penalties [2]. Compensation Management Mechanism - The shareholders' meeting is responsible for reviewing the compensation standards for directors, while the board of directors is responsible for reviewing the standards for senior management [4]. - The Compensation and Assessment Committee of the board is tasked with managing the compensation system, formulating annual compensation standards and plans, and supervising the implementation of the compensation management system [4][5]. Compensation Standards and Structure - Independent directors receive an annual allowance of 80,000 yuan, with no additional income or social security benefits from the company [3]. - Internal directors follow the salary management regulations corresponding to their positions and do not receive separate compensation or allowances [3]. Payment of Compensation - Compensation for independent and external directors is paid quarterly, while basic salaries for management personnel are paid monthly, with performance-based compensation distributed according to assessment cycles [4]. - Performance assessments are conducted annually from January 1 to December 31 [4]. Adjustment of Compensation - The compensation system is designed to serve the company's business strategy and should be adjusted according to the company's operational status [5]. - Adjustments to compensation for directors and senior management are based on specific reference criteria [5]. Additional Provisions - The board may propose temporary special rewards or penalties for specific matters as supplementary compensation for directors and senior management [5]. - The system is subject to relevant laws, regulations, and the company's articles of association [5].