Core Viewpoint - The company has established a comprehensive remuneration management system for its directors and senior management, emphasizing sustainable development, transparency, and performance-based compensation [1][2][3] Group 1: Remuneration Principles - The remuneration system aims to enhance asset value, ensure continuous company performance growth, and maximize shareholder value [1] - The principles include aligning remuneration with long-term company interests, risk-sharing, and ensuring transparency and fairness in the reward system [2][3] - The remuneration consists of basic salary, performance-based pay, and reward compensation, based on responsibility, performance, and contribution [2] Group 2: Management Structure - The Remuneration and Assessment Committee is responsible for evaluating directors and senior management and proposing remuneration plans [2] - The committee's duties include reviewing performance, proposing remuneration adjustments, and overseeing the execution of the remuneration system [2][3] Group 3: Director Remuneration - Directors performing specific management roles receive remuneration based on their positions, while non-executive directors do not receive any remuneration [3] - Independent directors receive allowances, with specific standards set by the Remuneration Committee and approved by the shareholders' meeting [3] Group 4: Senior Management Remuneration - Senior management remuneration is structured as an annual salary, comprising basic salary, performance pay, and reward pay [4] - Performance pay is determined based on overall company performance and individual achievements during the assessment period, which runs from January 1 to December 31 each year [4] - The company has provisions for reward pay for outstanding annual performance, such as exceeding profit targets or significant contributions [4] Group 5: Other Provisions - Adjustments to senior management remuneration may occur in response to significant changes in the company's operating environment or performance [5] - The company retains the right to withhold or adjust performance pay based on serious violations of company policies or laws by senior management [5][6] - The remuneration management system will take effect upon approval by the shareholders' meeting and will supersede any previous inconsistent regulations [6]
北汽蓝谷: 董事、高级管理人员薪酬及绩效考核管理办法