证券代码：600141 证券简称：兴发集团 公告编号：临2025-061 转债代码：110089 转债简称：兴发转债 湖北兴发化工集团股份有限公司 十一届十二次董事会决议公告 本公司董事会及全体董事保证本公告内容不存在任何虚假记载、误导性陈述或者重大遗漏，并对其内容 的真实性、准确性和完整性承担个别及连带责任。 湖北兴发化工集团股份有限公司（以下简称"公司"）于2025年12月29日在宜昌市兴山县昭君山庄召开了 第十一届董事会第十二次会议。会议通知于2025年12月19日以电子通讯方式发出。会议由董事长李国璋 主持，应参会董事13名，实际参会董事13名。公司高管列席了会议，符合《公司法》及《公司章程》的 有关规定。经与会董事认真审议，形成如下决议公告： 一、审议通过了关于2026年度生产经营计划的议案 2026年，公司将持续深化创新驱动，筑牢安全环保质量底线，聚力生产经营提质增效，全力推动重点项 目早日达产达效，力争实现营业收入331亿元。 表决结果：13票同意，0票反对，0票弃权。 二、审议通过了关于调整公司组织架构的议案 为适应战略发展新阶段的要求，推动公司更高质量发展，增强产业对市场变化的快速响应能力， ...

登录新浪财经APP 搜索【信披】查看更多考评等级 证券简称：劲嘉股份 证券代码：002191 公告编号：2025-086 深圳劲嘉集团股份有限公司 第七届董事会2025年第十一次会议 决议公告 本公司及董事会全体成员保证信息披露的内容真实、准确、完整，没有虚假记载、误导性陈述或重大遗 漏。 一、董事会会议召开情况 深圳劲嘉集团股份有限公司（以下简称"公司"）第七届董事会2025年第十一次会议通知于2025年12月2 日以专人送达、邮件、电话等方式送达给各位董事及高级管理人员。会议于2025年12月8日在广东省深 圳市南山区科技中二路19号劲嘉科技大厦19层董事会会议室以现场结合通讯方式召开。会议应出席董事 9名，实际出席董事9名（董事廖朝晖、葛勇、王文荣以通讯方式参会表决），公司高级管理人员列席了 会议。 本次会议的出席人数、召集、召开程序和议事内容均符合《中华人民共和国公司法》（以下简称"《公 司法》"）和《深圳劲嘉集团股份有限公司章程》（以下简称"《公司章程》"）的规定。会议由公司董 事长乔鲁予先生召集并主持，出席会议的董事以投票表决方式通过了以下决议： 二、董事会会议审议情况 1.9票同意、0票反对、0 ...

Core Viewpoint - The company has established a comprehensive remuneration management system for its directors and senior management to enhance motivation and improve operational efficiency, aligning with relevant laws and regulations [1][2][6] Group 1: Principles of the Remuneration Management System - The remuneration management system adheres to principles of fairness, responsibility, long-term development, and a balance between incentives and constraints [2][5] - The system aims to ensure that remuneration reflects the company's scale, performance, and external market levels [2][5] Group 2: Performance Assessment Framework - The performance assessment framework includes the general manager, the remuneration and assessment committee, the board of directors, and the shareholders' meeting [4] - The shareholders' meeting is responsible for approving annual operational goals, equity incentive plans, and remuneration schemes for directors [4][5] Group 3: Roles and Responsibilities - The board of directors drafts annual operational plans and submits them for shareholder approval, while also reviewing remuneration management systems [4][5] - The remuneration and assessment committee is tasked with drafting or proposing amendments to the remuneration management system and approving performance assessment plans [3][4] Group 4: Components of Remuneration - Directors and senior management remuneration consists of a basic salary and performance rewards, with independent directors receiving only a basic salary [3][4] - The basic salary is determined based on position, responsibility, capability, and market salary trends, and is paid monthly [4][5] Group 5: Performance Rewards - Performance rewards are based on annual operational goals and individual performance assessments, with adjustments limited to a maximum of 10% from the previous year's approved amount [4][5] - Specific conditions under which remuneration and performance rewards will not be granted include serious violations of company policies and significant harm to company interests [5][6] Group 6: Adjustments and Special Rewards - The remuneration system is designed to adapt to changes in the company's operational status and is influenced by industry salary trends, inflation, profitability, and strategic adjustments [5][6] - The board may approve temporary special rewards or penalties for directors and senior management, with total amounts not exceeding the previous year's total remuneration [5][6]

Group 1 - The purpose of the remuneration management system is to promote sustainable development and maximize shareholder interests by motivating the decision-making management team [1][2] - Independent directors receive an annual allowance of 120,000 RMB (before tax) and are reimbursed for reasonable expenses incurred while performing their duties [1] - Non-independent directors also receive an annual allowance of 120,000 RMB (before tax) and are similarly reimbursed for reasonable expenses [1] Group 2 - Directors holding specific management positions are subject to an annual salary system, with remuneration plans proposed by the remuneration and assessment committee based on the completion of annual business plans [1] - The company will implement a long-term incentive plan in accordance with national policies, subject to approval by the shareholders' meeting and relevant authorities [2]

General Principles - The compensation management system aims to enhance the motivation of the board and senior management, improving operational efficiency [1] - The system applies to directors (including independent directors) and senior management, such as the general manager and financial officer [1] - The principles of the compensation system include fairness, alignment of responsibilities and rewards, long-term development, and a balance of incentives and constraints [1] Compensation Management Structure - The Compensation and Assessment Committee of the board is responsible for evaluating and managing the compensation standards and plans for directors and senior management [2] - The human resources and finance departments assist the committee in implementing the compensation plans [2] Compensation Standards - Directors' compensation is determined based on their roles and responsibilities within the company [3] - Non-executive directors receive allowances, while senior management's compensation consists of a base salary and an annual bonus [3] - The annual salary is calculated as: Annual Salary = Base Salary + Annual Bonus, with the bonus based on company performance and individual assessments [3][4] Compensation Distribution - Non-executive directors' allowances are paid annually, while senior management's base salary is paid monthly, and bonuses are paid in a lump sum based on year-end evaluations [4] - Compensation is pre-tax, with deductions for personal income tax and other mandatory contributions [4][7] Compensation Adjustment - The compensation system should adapt to the company's operational strategy and changing conditions [5] - Adjustments are based on industry salary trends, inflation, company profitability, and strategic changes [5] - The board can approve special rewards or penalties for specific circumstances as a supplement to regular compensation [5] Additional Provisions - Compensation during leave or study periods is governed by company policies [6] - The system is subject to relevant laws and regulations, and any inconsistencies will defer to the latter provisions [6]

Core Points - The article outlines the compensation management system for the board of directors and senior management of Suzhou Minxin Microelectronics Technology Co., Ltd, aiming to establish an effective incentive and restraint mechanism to enhance work motivation and promote sustainable development of the company [1][2]. Summary by Sections General Principles - The compensation management system is designed to ensure fairness, alignment of responsibilities and rights, long-term development, and a balance between incentives and constraints [1][2]. Compensation Management Structure - The Compensation and Assessment Committee of the board is responsible for managing the compensation and assessment of directors and senior management, including setting compensation standards and evaluating performance [1][2]. Compensation Standards - Directors' compensation includes allowances for non-independent directors and fixed allowances for independent directors, with all related expenses covered by the company [2][3]. - Senior management compensation consists of a basic annual salary, annual performance bonuses linked to company performance, and other benefits such as social insurance and housing funds [2][3]. Compensation Distribution - Compensation for directors and senior management is distributed according to the company's internal compensation management system, with independent director allowances paid quarterly after shareholder approval [3][4]. Compensation Adjustment - The compensation system will be adjusted based on the company's operational status, considering factors such as industry salary growth, inflation, profitability, organizational structure changes, and specific positions [4][5].

Core Viewpoint - The compensation management system for directors and senior management at Hangzhou Tianmu Mountain Pharmaceutical Co., Ltd. aims to enhance the evaluation of work performance, establish an incentive and restraint mechanism, and align with modern corporate governance principles [1][2]. Group 1: General Principles - The compensation management system applies to directors elected by the shareholders and senior management appointed by the board [1]. - The principles of compensation management include a combination of labor distribution with responsibilities, linking income levels to company performance, considering long-term interests, and ensuring competitive compensation compared to market standards [2][3]. Group 2: Management Structure - The board of directors establishes a Compensation and Assessment Committee responsible for managing, assessing, and supervising the compensation of directors and senior management [3]. - The committee proposes compensation standards and performance assessment plans, which require approval from the board and shareholders before implementation [3][4]. Group 3: Compensation Composition and Standards - Compensation for directors includes allowances for independent and external directors, with specific standards set at 100,000 yuan/year for independent directors and 40,000 yuan/year for non-independent directors [4]. - Internal directors' compensation is based on a salary system, with the chairman's salary ranging from 500,000 to 3,000,000 yuan/year, subject to board approval [4][5]. - Senior management's compensation consists of a basic salary and performance rewards, with basic salaries ranging from 400,000 to 2,000,000 yuan/year for general managers and 300,000 to 1,500,000 yuan/year for other senior roles [5][6]. Group 4: Performance Assessment Principles - Independent directors do not participate in internal assessments linked to compensation, while internal directors and senior management are assessed based on annual performance [6]. - The annual performance rewards are determined by the Compensation and Assessment Committee and require board approval for execution [6]. Group 5: Compensation Management and Adjustments - The compensation system should adapt to the company's development strategy and operational changes, with adjustments proposed by the Compensation and Assessment Committee [7][8]. - Adjustments are based on industry salary levels, inflation, company profitability, organizational changes, and individual performance [7][8].

Core Points - The compensation management system for directors and senior management at Zhejiang Haizheng Pharmaceutical Co., Ltd. aims to enhance work motivation and improve management levels, aligning with modern corporate governance and legal regulations [1][2] - The system applies to independent directors, internal directors, external directors, and senior management personnel, including the president, senior vice presidents, CFO, and board secretary [1][2] Compensation Principles - Compensation is linked to job value and responsibilities, ensuring competitiveness with market standards [2] - Compensation is tied to company performance and individual achievements, promoting shared outcomes and responsibilities [2] - The system emphasizes fairness, transparency, and scientific assessment in compensation distribution [2] Compensation Management Structure - The shareholders' meeting is responsible for reviewing director compensation, while the board of directors oversees senior management compensation [2] - The compensation and assessment committee of the board formulates assessment standards and compensation policies for directors and senior management [2][3] Compensation Standards - Independent directors' remuneration is based on their risk responsibilities and market levels, determined annually [3] - Internal directors do not receive separate director allowances; their compensation follows the senior management compensation system [3] - External directors do not receive compensation from the company [3] - Senior management operates on a salary system comprising a base salary and performance-based salary, linked to annual performance contracts [3][4] Compensation Distribution - Compensation for non-independent directors and senior management is distributed according to their positions [4] - Independent director allowances are paid quarterly, and all compensation is pre-tax [4] Compensation Adjustment - The compensation system is designed to adapt to the company's strategic needs and operational changes [5] - Adjustments are based on industry salary levels, inflation, company profitability, organizational changes, and individual role changes [5] Special Provisions - The board may establish temporary rewards or penalties for non-independent directors and senior management within the annual budget [5] Implementation - The compensation management system is effective upon approval by the shareholders' meeting and will be revised as necessary [5]

Core Points - The article outlines the compensation management system for directors and senior management of Anhui Xindong Lian Technology Co., Ltd, aiming to establish an effective incentive and restraint mechanism to enhance work motivation and management efficiency [2][3] - The compensation system is based on the company's operational scale and performance, with comprehensive assessments conducted according to the company's operational plans and responsibilities [2][3] - The principles of the compensation management include a combination of labor distribution with responsibility, authority, and benefits, ensuring internal and external fairness, and linking compensation with the company's incentive mechanisms [2][3] Compensation Management Structure - The shareholders' meeting is responsible for reviewing the compensation matters of directors, while the board of directors is responsible for reviewing the compensation matters of senior management [2][3] - The Compensation and Assessment Committee of the board of directors is tasked with establishing assessment standards and reviewing compensation policies and plans for directors and senior management [3] Compensation Standards and Adjustments - Independent directors receive compensation as approved by the shareholders' meeting, while non-independent directors' compensation is based on their specific roles and responsibilities [3][4] - Senior management's compensation consists of a basic salary and performance-based salary, with the basic salary determined by factors such as position value and market salary trends, and performance-based salary awarded annually based on company performance and individual achievements [4] - Adjustments to compensation are based on industry salary increases, inflation levels, company performance, and strategic developments [4][5] Additional Provisions - The compensation management system will adhere to relevant national laws and regulations, and the board of directors is responsible for its formulation, interpretation, and modification [5][6] - The system becomes effective upon approval by the shareholders' meeting [6]

Core Points - The company aims to enhance its governance mechanism and establish effective incentive and restraint mechanisms for its directors and senior management [2][3] - The compensation for directors and senior management is determined based on the company's economic performance and the achievement of work objectives [3][4] - The compensation management system is designed to align with the company's actual situation and labor market standards [4][5] Summary by Sections General Principles - The compensation management system is established in accordance with relevant laws and regulations, including the Company Law and Securities Law of the People's Republic of China [2] - The directors and senior management referred to in this system include all directors, general managers, deputy general managers, financial directors, and board secretaries appointed by the shareholders' meeting or board of directors [2] Management Structure - The Compensation and Assessment Committee of the board of directors is responsible for evaluating and initially determining the compensation plans for directors and senior management [3] Compensation and Assessment Management - Independent and external directors receive fixed allowances approved by the shareholders' meeting, while internal directors and senior management are compensated based on their respective roles and performance [3][4] - Senior management's compensation consists of a fixed salary and performance bonuses, with the latter based on annual operational goals [4] Compensation Management - The salary of directors and senior management is calculated based on their position changes, and they are required to contribute to social insurance and housing funds [4][5] - Salary reductions or withholding of performance bonuses may occur under specific circumstances, such as serious violations of company regulations or causing significant economic losses [5] Compensation Distribution - Monthly salaries are calculated from the first to the last day of the month and are paid in RMB by the 20th of the following month [7] - Performance bonuses are distributed before the Spring Festival of the following year based on actual performance assessment results [7] Compensation Adjustment - The compensation system should serve the company's development strategy and may be adjusted in response to significant changes in the operating environment [6][7] - The Compensation and Assessment Committee can propose temporary special rewards or penalties for specific matters, subject to board approval [6] Supplementary Provisions - Any matters not covered by this system or conflicting with national laws and regulations will be executed according to those laws and the company's articles of association [8] - The board of directors is responsible for interpreting this system [8]