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新赛股份: 新疆赛里木现代农业股份有限公司董事及高级管理人员薪酬管理制度(2025年8月制定)

Core Viewpoint - The company has established a remuneration management system for its directors and senior management to enhance accountability and motivation, aligning their compensation with the company's long-term interests and performance [1][2]. Group 1: General Principles - The remuneration distribution for directors and senior management is based on principles that ensure alignment with the company's long-term interests, linking income levels to company performance and work objectives [2]. - The system emphasizes a combination of labor distribution and responsibilities, ensuring that remuneration reflects the value of the position and performance [2]. Group 2: Management Structure - The remuneration and assessment committee of the board of directors is responsible for formulating and reviewing the assessment standards and remuneration plans for directors and senior management [4]. - The board of directors is tasked with reviewing the remuneration of senior management, while the shareholders' meeting reviews the remuneration of directors [4]. Group 3: Remuneration Composition and Payment - Independent directors receive a fixed annual allowance, while external directors receive a quarterly allowance [7]. - The chairman and senior management are on an annual salary system, which includes a basic salary and performance-based salary, with the total not exceeding eight times the basic salary set by the local human resources department [5][6]. Group 4: Performance Assessment and Implementation - The remuneration and assessment committee sets annual performance indicators based on the company's operational goals, which serve as the basis for assessing the performance of directors and senior management [12]. - Adjustments to the remuneration scheme can be made based on the company's annual income, profit, and individual performance, subject to board approval for senior management and shareholder approval for directors [8][9]. Group 5: Remuneration Adjustment - The remuneration system is designed to support the company's development strategy and is adjusted according to changes in the company's operational performance [16]. - Adjustments to remuneration are based on regional and industry salary trends, company income and growth, strategic changes, and individual performance [17]. Group 6: Accountability Mechanism - Directors and senior management may face deductions or forfeiture of performance bonuses for serious violations of company policies or causing significant economic losses [19]. - The company implements an internal accountability mechanism for directors and senior management, which may include economic penalties or dismissal for significant operational failures [20].