海天瑞声: 北京海天瑞声科技股份有限公司董事、高级管理人员薪酬管理制度

Core Points - The purpose of the remuneration management system is to standardize the compensation management for directors and senior management, establish effective incentive and restraint mechanisms, and promote the company's performance growth [1] - The system applies to the secretary of the board, technical director, and other personnel specified in the company's articles of association [1] Summary by Sections Management Authority - The remuneration and assessment committee of the board is responsible for formulating assessment standards and remuneration policies for directors and senior management, while the human resources center implements the assessments and calculations [1] - The remuneration for directors and senior management is based on the company's economic performance, with annual remuneration distribution plans submitted to the board for approval [1] Principles to Follow - The principles include responsibility, performance linkage, fairness, performance exceeding targets, comprehensive consideration, and incentive mechanisms [2] Remuneration Standards - Non-independent directors receive remuneration based on their roles and performance, while independent directors receive fixed allowances determined by the shareholders' meeting [2] - Senior management's remuneration consists of basic salary and performance bonuses, with the total annual salary being competitive and subject to annual review [2][3] Salary Structure and Assessment Methods - Basic salary is determined by factors such as business scale, management difficulty, strategic responsibilities, and market salary levels [3] - Performance bonuses have a default base of five times the monthly basic salary, adjusted based on the company's overall performance [3][4] Performance Assessment Goals - Company performance targets are established based on overall strategic goals and historical performance, with the board approving the budget and selecting core indicators for assessment [5][6] Salary Payment Methods - Independent directors' allowances and senior management's basic salaries are paid monthly, while performance bonuses are assessed and paid annually based on performance [6] - Salaries are pre-tax amounts, with deductions for personal income tax and social insurance as applicable [6] Salary Adjustments - The salary system should serve the company's strategic goals and be adjusted according to changes in business conditions [8] - Adjustments are based on industry salary data and may include special rewards or penalties for specific circumstances [7][8]