安达智能: 董事、高级管理人员薪酬管理制度（2025年8月）

Core Points - The compensation management system for directors and senior management of Guangdong Anda Intelligent Equipment Co., Ltd. aims to establish a scientific and effective incentive mechanism to enhance the company's management level [1] - The system is applicable to the company's directors and senior management, including the general manager, deputy general managers, financial director, and board secretary [1] Group 1: Principles of Compensation Management - The compensation provided by the company should be competitive compared to similar positions in the market [1] - Compensation should be based on a combination of labor distribution and responsibilities, rights, and benefits [1] - Performance evaluation standards and procedures should be established for compensation [1] - Individual compensation should align with the long-term interests of the company [1] Group 2: Compensation Management Structure - The board of directors is responsible for reviewing the compensation plans for senior management, while the shareholders' meeting reviews the compensation plans for directors [2] - A compensation and assessment committee under the board of directors is responsible for formulating assessment standards and reviewing compensation policies [2] - The finance center and human resources department will assist the board in implementing the compensation plans [2] Group 3: Compensation Standards - Non-independent directors' compensation is determined based on their roles and responsibilities without additional director allowances [3] - Independent directors receive a fixed allowance approved by the shareholders' meeting, and reasonable expenses incurred while exercising their duties are covered by the company [3] - Senior management compensation is determined by considering the economic environment, company circumstances, industry standards, and individual performance [3][4] Group 4: Compensation Payment - Compensation and allowances for directors and senior management are paid according to the company's compensation management system [3] - Compensation for departing directors and senior management is calculated based on their actual tenure and performance [3] - Travel and other reasonable expenses incurred by directors and senior management while performing their duties are reimbursed by the company [3] Group 5: Compensation Adjustment - The compensation system should serve the company's business strategy and be adjusted according to the company's operational changes [4] - Factors influencing compensation adjustments include industry salary growth, inflation, company profitability, strategic development, and individual role changes [5] Group 6: Miscellaneous - The board of directors is responsible for formulating, modifying, and interpreting the compensation management system [5] - The system becomes effective upon approval by the shareholders' meeting and is subject to modification under the same conditions [5]