星宸科技: 2025年限制性股票激励计划实施考核管理办法

Core Viewpoint - The company aims to implement a restricted stock incentive plan for 2025 to enhance corporate governance, attract and retain talent, and align the interests of shareholders, the company, and core personnel for long-term development and performance improvement [1]. Assessment Objectives - The plan seeks to establish a long-term incentive mechanism to ensure orderly implementation and maximize the effectiveness of equity incentives, thereby ensuring steady performance growth and the achievement of strategic goals [1]. Assessment Principles - The assessment must adhere to principles of fairness, openness, and impartiality, linking the assessment indicators to the company's medium- and long-term development strategy and annual operational goals [2]. Assessment Scope - The assessment applies to all designated incentive recipients, primarily core technical and business personnel, excluding independent directors, supervisors, and major shareholders [2]. Assessment Institutions and Execution - The Board's Compensation and Assessment Committee oversees the assessment, while the Human Resources Department and other relevant departments are responsible for data collection and verification [2]. Performance Assessment Indicators and Standards - The vesting of restricted stocks will depend on both company-level and individual-level assessment results, with specific performance targets set for the years 2025 to 2027 [3][5]. Company-Level Performance Assessment Requirements - For 2025, the company must achieve a revenue growth rate of at least 15% and a net profit growth rate of at least 15% based on 2024 figures [5][6]. - For 2026, the targets increase to a revenue growth rate of at least 30% and a net profit growth rate of at least 30% [5][6]. - For 2027, the targets are set at a revenue growth rate of at least 45% and a net profit growth rate of at least 45% [5][6]. Individual-Level Performance Assessment Requirements - Individual performance will be assessed based on internal criteria, with results categorized into five levels: Excellent, Good, Satisfactory, Acceptable, and Unsatisfactory, affecting the vesting ratio of restricted stocks [6]. Assessment Period and Frequency - The assessment period spans three fiscal years from 2025 to 2027, with annual evaluations for both company-level and individual-level performance [7]. Assessment Procedures - The financial department evaluates company performance against vesting conditions, while the Human Resources Department compiles results into a performance report for the Board's review [7]. Feedback and Application of Assessment Results - Assessed individuals have the right to know their results, with a structured process for addressing disputes regarding the assessments [8]. Archiving of Assessment Results - The Human Resources Department is responsible for maintaining all assessment records, ensuring confidentiality and integrity of the data [8]. Supplementary Provisions - The Compensation and Assessment Committee is responsible for formulating and revising the assessment methods, which will take effect upon approval by the shareholders' meeting [9].