山东海化股份有限公司 董事会薪酬与考核委员会工作细则 目 录 第一章 总 则 第一条 为进一步建立健全山东海化股份有限公司（以下简称"公司" ） 董事及高级管理人员的业绩考核和评价体系，制订科学有效的薪酬管理制 度，根据《中华人民共和国公司法》 《中华人民共和国证券法》 、证券交易 所规则及公司章程等有关规定，制定本工作细则。 第二条 董事会薪酬与考核委员会（以下简称"薪酬与考核委员会" 第七条 薪酬与考核委员会委员的任期与公司其他董事相同，每届任 期不得超过三年，任期届满，连选可以连任，但独立董事成员连续任职不 得超过六年。期间如有委员因辞任或者其他原因不再担任公司董事职务， 自其不再担任董事之时自动辞去薪酬与考核委员会职务，由董事会根据相 关规定补足委员人数。 委员辞任导致薪酬与考核委员会人数低于法定最低人数，在新委员就 任前，原委员仍应当继续履行职责。 第八条 薪酬与考核委员会委员应当持续加强法律、监管政策等方面 的学习和培训，不断提高履职能力。 第九条 公司应当为薪酬与考核委员会提供必要的工作条件和足够的 资源支持。公司证券部（投资者关系管理部）承担薪酬与考核委员会的工 作联络、会议组织、材料准备和档 ...

深圳市信维通信股份有限公司 董事会薪酬与考核委员会工作细则 深圳市信维通信股份有限公司 第一章 总则 第一条 为进一步建立健全深圳市信维通信股份有限公司（以下简称"公司"） 董事及高级管理人员的考核和薪酬管理制度，完善公司法人治理结构，根据《中 华人民共和国公司法》《上市公司治理准则》《上市公司独立董事管理办法》等 相关法律、法规、规范性文件及《深圳市信维通信股份有限公司章程》（以下简 称"《公司章程》"）规定，公司特设立董事会薪酬与考核委员会（以下简称"薪 酬与考核委员会"），并制定《董事会薪酬与考核委员会工作细则》（以下简称 "本工作细则"）。 第二条 薪酬与考核委员会是公司董事会设立的专门工作机构，主要负责制 定公司董事及高级管理人员的考核标准并进行考核；负责制定、审查公司董事及 高级管理人员的薪酬政策与方案，对董事会负责。 第三条 薪酬与考核委员会在董事会领导下开展工作，根据公司和全体股东 的最大利益，忠实、诚信、勤勉地履行职责。 第二章 人员组成 第四条 薪酬与考核委员会成员由 3 名董事组成，其中独立董事至少 2 名。 第五条 薪酬与考核委员会委员由董事长、二分之一以上独立董事或者全体 董事的三分 ...

上海交大昂立股份有限公司 董事会薪酬与考核委员会工作条例 第一章 总则 第一条 为进一步建立健全上海交大昂立股份有限公司（以下简称"公司"）董事 及高级管理人员的考核和薪酬管理制度，完善公司治理结构，根据《中华人民共和国公 司法》《上市公司治理准则》《上市公司独立董事管理办法》《上海交大昂立股份有限公 司章程》 （以下简称"《公司章程》"）等规定，公司特设董事会薪酬与考核委员会（以下 简称"薪酬委员会"），制定本工作条例。 第二条 薪酬委员会是董事会下设的专门委员会，主要负责制定董事、高级管理人 员的考核标准并进行考核，负责制定、审查董事、高级管理人员的薪酬政策与方案，对 董事会负责。 第三条 本条例所称董事是指在本公司支取薪酬的正副董事长、董事，高级管理人 员是指董事会聘任的总裁、副总裁、财务总监、董事会秘书及其他由董事会任免的人员。 第二章 人员组成 第四条 薪酬委员会由三名董事组成，独立董事应过半数。 第五条 薪酬委员会委员由董事长、二分之一以上独立董事或者全体董事的三分之 一提名，并由董事会选举产生。 第六条 薪酬委员会设主任委员（召集人）一名，由独立董事委员担任，负责主持 薪酬委员会工作；主任委员在 ...

第二条 董事会薪酬与考核委员会是董事会下设的专门工作机构，主要负责 制定公司董事及高级管理人员的考核标准并进行考核；负责制定、审查公司董事 及高级管理人员的薪酬政策与方案，向董事会报告工作并对董事会负责。 第二章 人员组成 苏州宝丽迪材料科技股份有限公司 第一章 总则 第一条 为进一步建立健全苏州宝丽迪材料科技股份有限公司（以下简称"公 司"）董事、高级管理人员的考核和薪酬管理制度，完善公司治理结构，根据《中 华人民共和国公司法》（以下简称"《公司法》"）、《上市公司治理准则》《上 市公司独立董事管理办法》《深圳证券交易所创业板股票上市规则》《深圳证券 交易所上市公司自律监管指引第2号--创业板上市公司规范运作》等法律、行政 法规、部门规章及规范性文件的规定，以及《苏州宝丽迪材料科技股份有限公司 章程》（以下简称"《公司章程》"）的有关规定，特制定本细则。 第三条 薪酬与考核委员会成员由三名董事组成，独立董事成员需超过半数。 第四条 薪酬与考核委员会委员由董事长、过半数独立董事或者全体董事的 三分之一以上提名，并由董事会选举产生。 第五条 薪酬与考核委员会设主任委员（召集人）一名，由独立董事委员担 任，负责主 ...

广东光华科技股份有限公司 第一章 总则 第一条 为进一步建立健全广东光华科技股份有限公司(以下简称"公司") 董事及高级管理人员的考核和薪酬管理制度，完善公司法人治理结构，根据《中 华人民共和国公司法》、 《上市公司治理准则》、 《上市公司独立董事管理办法》、 《广东光华科技股份有限公司章程》及其他有关规定，公司特设立董事会薪酬与 考核委员会，并制定本工作制度。 第二条 薪酬与考核委员会是董事会内部设立的专门工作机构，主要负责提 出建议和制定公司董事及高级管理人员的考核标准并进行考核；负责制定、审查 公司董事及高级管理人员的薪酬政策与计划，并对董事会负责。 第三条 本制度所称董事是指在本公司领取薪酬的董事，高级管理人员是指 董事会聘任的总经理、副总经理、董事会秘书及公司章程规定的其他高级管理人 员。 第二章 人员组成 第四条 薪酬与考核委员会委员至少由三名董事组成，其中，独立董事应当 占半数以上。 薪酬与考核委员会委员由董事长、二分之一以上独立董事或者全体董事的三 分之一提名，并由董事会选举产生。 第五条 薪酬与考核委员会设主任委员（召集人）一名，由独立董事委员担 任，负责主持委员会工作；主任委员在委员内选举 ...

Core Points - The establishment of the Compensation and Assessment Committee aims to enhance the management of compensation and assessment for directors and senior management, improving corporate governance [1] - The committee is responsible for formulating assessment standards and compensation policies for directors and senior management, reporting to the board of directors [1][3] Chapter Summaries Chapter 1: General Provisions - The committee is established in accordance with relevant laws and regulations to manage the compensation and assessment of directors and senior management [1] - The committee is accountable to the board of directors [1] Chapter 2: Composition - The committee consists of three directors, with at least two being independent directors [2] - The chairman of the committee is an independent director, elected by committee members and approved by the board [2] Chapter 3: Responsibilities and Authority - The committee proposes recommendations on the compensation of directors and senior management, as well as on stock incentive plans [3] - Compensation plans for directors require board approval and must be submitted to the shareholders' meeting for approval before implementation [3] Chapter 4: Decision-Making Procedures - The committee may establish working groups to prepare for decision-making, providing necessary financial and performance data [5] - The evaluation process for directors and senior management includes self-assessment and performance evaluation based on established standards [5] Chapter 5: Meeting Rules - Meetings require the presence of at least two-thirds of the committee members to be valid [7] - Decisions are made by a majority vote, and meetings can be held in person or via communication methods if necessary [8] Chapter 6: Supplementary Provisions - The board of directors is responsible for interpreting the rules, which take effect upon approval by the shareholders' meeting [8]

乐鑫信息科技（上海）股份有限公司 董事会薪酬与考核委员会工作细则 第一条 为进一步建立健全乐鑫信息科技（上海）股份有限公司（以下简称 "公司"）董事（非独立董事）及高级管理人员的薪酬和考核管理制 度，完善公司法人治理结构，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》《上海证券交易所科创板上市 公司自律监管指引第 1 号——规范运作》等有关法律、法规和规范 性文件以及《乐鑫信息科技（上海）股份有限公司章程》（以下简 称"公司章程"）的相关规定和要求，公司特设立董事会薪酬与考核 委员会（以下简称"薪酬与考核委员会"），并制定本工作细则。 第二条 薪酬与考核委员会是董事会下设的专门工作机构，主要负责研究制 定和审查公司董事及高级管理人员的薪酬政策和方案；负责研究公 司董事及高级管理人员的考核标准，并进行考核。 第三条 本工作细则所称董事是指在本公司领取薪酬的非独立董事；高级管 理人员是指董事会聘任的总经理、副总经理、财务负责人、董事会 秘书及公司章程规定的其他高级管理人员。 第四条 薪酬与考核委员会成员由 3 名董事组成，其中独立董事占多数。 第五条 薪酬与考核委员会委员由董事长、1/2 以上 ...

Core Points - The article outlines the establishment and operational framework of the Compensation and Assessment Committee of Jiangsu General Technology Co., Ltd. to enhance the governance structure and management of compensation for directors and senior management [1][2] - The committee is responsible for formulating assessment standards, reviewing compensation policies, and making recommendations to the board of directors [1][3] Section Summaries General Provisions - The committee is established to improve the assessment and compensation management system for directors and senior management in accordance with relevant laws and the company's articles of association [1] - The committee is a specialized body under the board of directors, tasked with assessing directors and senior management and formulating compensation policies [1][2] Composition of the Committee - The committee consists of three directors, with a majority being independent directors [2] - The chairperson of the committee is an independent director responsible for leading the committee's work [2][3] Responsibilities and Authority - The committee is responsible for developing assessment standards, reviewing compensation plans, and making recommendations on various compensation-related matters [3][4] - It must submit compensation plans for directors to the board for approval before implementation, ensuring that shareholder interests are protected [4] Work Procedures - The committee's working group is responsible for preparing necessary materials and conducting performance evaluations of directors and senior management [5][6] - The committee meets at least once a year, with specific procedures for decision-making and voting outlined [6][7] Meeting Rules - Meetings require a two-thirds attendance of committee members to be valid, and decisions are made through a majority vote [6][7] - Confidentiality obligations are imposed on all attendees regarding the matters discussed in meetings [7][8] Supplementary Provisions - The committee's operational guidelines must comply with national laws and the company's articles of association, with the board responsible for any amendments [8]

Group 1 - The establishment of the Remuneration and Assessment Committee aims to improve the governance structure of the company and is based on various laws and regulations [1][9] - The committee is responsible for formulating assessment standards for directors and senior management, as well as reviewing their remuneration policies and plans [1][3] - The committee consists of three directors, with a majority being independent directors, and is chaired by an independent director [2][4] Group 2 - The committee's main responsibilities include researching assessment standards, conducting evaluations, and proposing remuneration policies for directors and senior management [3][9] - The remuneration plans proposed by the committee must be approved by the board and submitted for shareholder approval before implementation [3][11] - The committee can conduct necessary investigations into the performance and obligations of directors and senior management, with cooperation from relevant departments [3][12] Group 3 - Meetings of the committee are held as needed, with a requirement for two-thirds of members to be present for decisions to be made [5][14] - Voting can be conducted in person or by proxy, and members must declare their voting intentions [6][15] - The committee must maintain confidentiality regarding meeting discussions and decisions [8][26] Group 4 - The implementation of this system begins upon approval by the board of directors [9][27] - Any matters not covered by this system will follow national laws and regulations [9][28] - The board of directors is responsible for interpreting and amending this system [10][29]

Core Points - The company establishes a remuneration and assessment committee to enhance governance structure and manage the compensation of directors and senior management [1][2] - The committee consists of three directors, including two independent directors, and is responsible for formulating and reviewing compensation policies and assessment standards [2][3] - The committee's decisions must be submitted to the board for approval, and any non-accepted recommendations must be documented with reasons [3][4] Group 1 - The remuneration and assessment committee is tasked with developing assessment standards for directors and senior management, as well as reviewing compensation mechanisms [3][4] - The committee's decisions are subject to board approval and must be disclosed if not fully adopted [3][7] - The committee is supported by the company's human resources center, which provides necessary operational data and performance metrics [4][5] Group 2 - The committee meetings require a two-thirds attendance of members to be valid, and decisions are made by majority vote [6][7] - Meeting records must include details such as date, attendees, agenda, and voting results, and are kept as company archives [7][8] - The committee has the authority to invite other directors and senior management to meetings for reporting or questioning [6][7]