清越科技: 董事、高级管理人员薪酬管理制度

Core Viewpoint - The compensation management system for directors and senior management at Suzhou Qingyue Optoelectronics Technology Co., Ltd. aims to establish a scientific and effective incentive mechanism to enhance the company's operational management level [1] Group 1: General Principles - The compensation management system is designed to improve the management of directors and senior executives, adhering to principles of fairness, position-based compensation, a combination of short-term and long-term incentives, and transparency [1][2] - The system applies to board members, including both independent and non-independent directors, as well as senior management personnel such as the general manager and financial director [1] Group 2: Compensation Management Structure - The board of directors has established a Compensation and Assessment Committee responsible for formulating assessment standards and compensation policies for directors and senior management [2] - The board of directors is tasked with reviewing the compensation of senior management, while the shareholders' meeting reviews the compensation of directors [2] Group 3: Compensation Composition and Standards - Independent directors receive a fixed allowance determined by the Compensation and Assessment Committee, while non-independent directors' compensation is based on labor contracts and performance assessments [3] - Senior management compensation consists of a basic salary and performance-based pay, with the basic salary reflecting industry standards and responsibilities [3][4] Group 4: Compensation Payment - Independent director allowances are paid monthly, while non-independent directors and senior management receive compensation according to company policies [4] - Compensation is calculated based on actual tenure and performance in cases of changes in position or resignation [4] Group 5: Compensation Adjustment - The compensation system is designed to align with the company's operational strategy and is subject to adjustments based on changes in business performance, individual roles, and inflation [5] - The Compensation and Assessment Committee can propose revisions to the compensation system based on significant changes in the aforementioned factors [5] Group 6: Additional Provisions - The system will adhere to national laws and regulations, as well as the company's articles of association, and will take effect upon approval by the shareholders' meeting [7] - The board of directors is responsible for interpreting and revising the compensation management system [7]