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]

Core Viewpoint - The company establishes a comprehensive compensation management system for its directors and senior management to enhance motivation and ensure sustainable development [1][2]. Group 1: General Principles - The compensation management system aims to strengthen and standardize the compensation for directors and senior management, promoting their work enthusiasm and creativity [1]. - The system applies to independent directors, non-independent directors, and senior management, including the general manager, deputy general managers, financial officers, and other specified personnel [1][2]. Group 2: Compensation Standards and Assessment - Compensation for directors and senior management is based on the company's operational and management performance, integrating individual performance and development [2]. - The basic principles of compensation management include matching labor distribution with responsibilities, linking personal income with company performance, and aligning compensation with long-term company interests [2][3]. - Independent and external directors receive fixed allowances approved by the shareholders' meeting, while internal directors follow their respective salary and assessment management methods without additional allowances [2][3]. Group 3: Compensation Distribution - The compensation for internal directors and senior management is subject to the company's established salary distribution system [4]. - The company is responsible for withholding personal income tax and social insurance contributions from the compensation of directors and senior management [4][5]. Group 4: Compensation Adjustment - The compensation system should serve the company's development strategy and be adjusted according to changes in the business environment [5]. - Adjustments to compensation are based on industry salary increases, inflation levels, company profitability, organizational changes, and individual position changes [5][6]. - Temporary special rewards or penalties can be established for specific matters, subject to approval by the compensation and assessment committee and the board of directors [5][6].

江苏康为世纪生物科技股份有限公司 第一章 总则 第三章 薪酬标准和支付方式 第七条 公司董事的薪酬构成： （一） 非独立董事 内部董事根据其在公司担任的具体职务领取相应的岗位薪酬。公司 内部董事同时在公司兼任高级管理人员，其薪酬标准和绩效考核依 据高级管理人员薪酬与考核办法执行。外部董事在公司领取外部董 事津贴，公司外部董事津贴按月发放，除此以外不再另行发放薪酬。 任职津贴数额可由董事会建议调整，报股东会通过。 （二） 独立董事 在公司领取独立董事津贴，公司独立董事津贴按月发放，除此以外 不再另行发放薪酬。独立董事出席公司董事会、股东会和专门委员 会等会议及按照相关法律、法规和《公司章程》的规定行使其他法 定职权产生的必要费用由公司承担。 第一条 为进一步规范江苏康为世纪生物科技股份有限公司（以下简称"公司"）董 事、高级管理人员的薪酬管理，建立科学有效的激励与约束机制，保证公司 董事有效地履行其职责和义务，有效调动公司高级管理人员的工作积极性， 提高公司的经营管理效率，进一步促进公司稳定持续发展，根据《中华人民 共和国公司法》《上海证券交易所科创板股票上市规则》及《江苏康为世纪 生物科技股份有限公司章程》（ ...

奥锐特药业股份有限公司 董事、高级管理人员薪酬管理制度 第一章 总则 第一条 为规范奥锐特药业股份有限公司（以下简称"公司"）董事、高级管理人 员的薪酬管理，建立科学有效的激励与约束机制，有效调动公司董事、高级管理人员的 工作积极性，提高公司的经营管理效益，根据《公司法》《证券法》等有关法律、法规 以及《公司章程》等规定，特制定本薪酬管理制度。 第二条 适用本制度的董事是指本制度执行期间公司董事会的全部在职成员。其中， 董事由内部董事、外部董事和独立董事构成。 （一）内部董事：是指与公司之间签订聘任合同或劳动合同的公司高级管理人员或 其他员工兼任的董事。 （二）外部董事：是指不在公司担任除董事外的其他职务的非独立董事。 （三）独立董事：是指公司按照《上市公司独立董事管理办法》的规定聘请的董事。 第三条 适用本制度的高级管理人员包括总经理、财务负责人、董事会秘书、副总 经理以及《公司章程》规定的其他高级管理人员。 第四条 董事、高级管理人员薪酬与公司经营业绩和股东利益相结合，保障公司稳 定发展，同时符合市场价值规律，薪酬制度遵循以下原则： （一）公司提供的薪酬与市场同等职位收入水平相比有竞争力的原则； （四）短 ...

为了规范北京海天瑞声科技股份有限公司（以下简称"公司"）董事、高级 管理人员的薪酬管理工作，建立有效的激励和约束机制，促进公司效益增长，现 根据《中华人民共和国公司法》《上市公司治理准则》等有关法律法规，及《北 京海天瑞声科技股份有限公司章程》 （以下简称"《公司章程》"）的有关规定，结 合公司的实际发展情况，制定本制度。 董事、高级管理人员薪酬管理制度 第二条 适用范围 本制度适用于下列人员： 第一条 目的 北京海天瑞声科技股份有限公司 董事会秘书、技术总监和《公司章程》规定的其他人员。 第三条 管理权限 （一）公司董事会薪酬与考核委员会负责制定董事、高级管理人员的考核标 准并进行考核，制定、审查董事、高级管理人员的薪酬政策与方案；公司人力行 政中心为具体实施考核和薪酬计算、发放的执行机构。 （二）公司董事、高级管理人员的薪酬与考核以公司经济效益为出发点，由 董事会薪酬与考核委员会进行综合考核，根据考核结果确定董事、高级管理人员 的年度薪酬分配方案，并提交董事会审批；董事的薪酬事项由董事会审议通过后， 还应提交股东会审议。 第四条 应遵循的原则 （一） 责任原则。坚持责、权、利相结合； （二） 绩效原则。实 ...

General Principles - The purpose of the compensation and assessment management system is to establish an incentive and restraint mechanism that aligns with modern enterprise management requirements, enhancing the operational efficiency and management level of the company [1][2] - The system applies to the board members and senior management personnel, including the general manager, deputy general managers, board secretary, and financial director [2] Compensation Structure - The compensation for board members and senior management consists of a fixed salary and performance-based pay, which is linked to the company's annual operating performance [3] - The compensation does not include stock options, shareholding plans, government rewards, welfare allowances, or other incentives, bonuses, rewards, or subsidies [3][4] - Upon leaving or retiring, compensation is paid according to the employment contract, company articles, and relevant regulations [3] Performance Assessment - The compensation and assessment committee sets annual performance indicators for senior management based on the company's operational goals, confirmed in writing at the beginning of each year [5] - The committee will issue annual performance evaluation results, including evaluation methods, assessment coefficients, and reward amounts, which must be approved by the board [5] - If assessed personnel have objections to the evaluation, they can appeal to the compensation and assessment committee within one week of receiving the notification [5] Additional Provisions - The system will be executed after approval by the company's shareholders' meeting and is subject to interpretation by the board [6]

重庆秦安机电股份有限公司 董事、高级管理人员薪酬管理制度 目 录 第一章 总则 第一条 为进一步完善重庆秦安机电股份有限公司（以下简称"公司"）董 事、高级管理人员的薪酬管理，建立科学有效的激励与约束机制，有效调动公司 董事、高级管理人员的工作积极性，提高公司的经营管理效益，根据《中华人民 共和国公司法》等有关法律、法规及《公司章程》，制定本薪酬管理制度。 第二条 本制度适用于下列人员： （一） 董事（包括独立董事）； （二） 高级管理人员，包括总经理、副总经理、董事会秘书、财务总监。 第三条 公司薪酬制度遵循以下原则： （一）公平原则，体现收入水平符合公司规模与业绩的原则，同时兼顾市场 薪酬水平，保持公司薪酬水平具有竞争力； （二）责、权、利统一原则，体现薪酬与岗位价值高低、履行责任义务大小 相符； （三）长远发展原则，体现薪酬与公司持续健康发展的目标相符； （四）激励约束并重原则，体现薪酬发放与考核、奖惩、激励机制挂钩。 第二章 薪酬管理机构 第四条 公司董事会薪酬与考核委员会在董事会的授权下，负责公司董事、 高级管理人员的薪酬标准方案考核及管理；负责审查公司董事、高级管理人员履 行职责并对其进行年度考核 ...

杭州当虹科技股份有限公司 董事、高级管理人员薪酬管理制度 杭州当虹科技股份有限公司 董事、高级管理人员薪酬管理制度 第一章 总则 第一条 为完善杭州当虹科技股份有限公司（以下简称"公司"）董事、高 级管理人员的激励、约束机制，提高企业经营管理水平，充分发挥公司董事、高 级管理人员的积极性，增强凝聚力，促进公司效益的增长，实现股东利益最大化， 结合公司实际情况，特制订本管理制度。 第二条 本制度所指的董事、高级管理人员是指公司董事会的成员以及董事 会批准任命的公司总经理、副总经理、财务总监、董事会秘书等高级管理人员。 第三条 董事、高级管理人员的薪酬水平以公司规模和绩效为基础，根据公 司经营计划、董事和高级管理人员的分工职责，并综合考虑同行业收入水平等因 素确定。 第四条 公司董事、高级管理人员的薪酬确定应遵循以下原则： 第二章 薪酬的标准与构成 第五条 公司董事（含独立董事）的薪酬标准或方案由公司董事会及股东会 审议批准，高级管理人员的薪酬标准或方案由董事会审议批准。 上述人员按《中华人民共和国公司法》、《杭州当虹科技股份有限公司章程》 相关规定行使其他职责或出席公司董事会、股东会等所需的合理费用由公司承 担 ...

福建圣农发展股份有限公司 董事、高级管理人员薪酬管理制度 （2025 年修订） 第一章 总则 第一条 福建圣农发展股份有限公司（以下简称"公司"）为逐步建立符合 现代企业制度要求和适应市场经济的激励约束机制，合理确定公司董事、高级管 理人员的收入，充分调动公司董事、高级管理人员的积极性和创造性，为公司创 造更好的经济效益，结合公司实际情况，制定本制度。 第二条 公司董事在公司内部及公司下属的全资子公司、控股子公司、参股 公司兼任其他职务的，应根据其兼任的其他职务领取相应的薪酬并享受福利待遇。 公司董事、高级管理人员在公司内部及公司下属的全资子公司、控股子公司、 参股公司兼任其他职务的，应按其担任的年薪标准最高的一个职务领取薪酬并享 受相应的福利待遇，不得因其同时担任二个或者二个以上职务而重复领取薪酬或 重复享受福利待遇。 第三条 本制度的适用对象是专职为公司服务并在公司领取薪酬的董事长、 董事，以及董事会聘任的总经理、副总经理、董事会秘书、财务总监及其他高级 管理人员（若有）。 除非另有说明，本制度所称"董事"均不包括公司的独立董事和外部董事（指 虽然在公司担任董事或在董事会下设的专门委员会任职，但并非专职为 ...

Core Viewpoint - The document outlines the compensation management system for directors and senior management at Guangzhou Weili Medical Equipment Co., Ltd., aiming to enhance management stability and align individual performance with the company's long-term interests [1][2]. Group 1: General Principles - The compensation system is designed to improve the incentive and restraint mechanisms for directors and senior management, ensuring alignment with the company's operational goals and sustainable development [1]. - The principles of the compensation system include: 1. Compensation determined by position value 2. Performance evaluation standards 3. Alignment of individual compensation with long-term company interests 4. Balance of incentives and constraints [1]. Group 2: Compensation Management Structure - The Board of Directors is responsible for reviewing the compensation of senior management, while the shareholders' meeting reviews the compensation of directors [2]. - The Compensation and Assessment Committee of the Board is tasked with establishing evaluation standards and compensation policies for directors and senior management [2]. Group 3: Compensation Standards - Director compensation varies based on specific roles and contributions, with independent directors receiving a stipend approved by the shareholders' meeting [4]. - Senior management compensation consists of a base salary and performance-based pay, calculated as: Annual Compensation = Base Salary + Performance Pay [4]. Group 4: Compensation Distribution - Compensation for directors and senior management is distributed according to internal policies, with independent director stipends paid monthly after approval [6]. - Performance pay may be withheld under certain conditions, such as public reprimands or significant violations of regulations [6]. Group 5: Compensation Adjustment - Adjustments to compensation are based on industry salary trends, inflation, company profitability, organizational changes, and individual role changes [8]. - The Board may establish temporary rewards or penalties for specific circumstances as a supplement to regular compensation [8]. Group 6: Miscellaneous Provisions - The compensation management system is subject to relevant laws and regulations, and it becomes effective upon approval by the shareholders' meeting [9][10].