Core Points - The document outlines the compensation management system for the board of directors and senior management of Jiangsu Jinling Sports Equipment Co., Ltd, aiming to enhance the incentive and restraint mechanism for operators, maintain the stability of the core management team, and improve the company's operational management level [1][2] Compensation Management Principles - The compensation system is designed to reflect the value of each position, align responsibilities, authority, contributions, and benefits, link compensation levels to company goals and performance, and emphasize both incentives and constraints [5][6] Compensation Structure - The compensation for directors and senior management consists of a basic salary and performance-based salary, with the performance salary being tied to the company's annual performance and assessed by the board's compensation and assessment committee [6][8] Compensation Distribution - Salaries for directors and senior management are distributed according to the company's internal salary distribution system, with independent director allowances paid monthly following shareholder approval [4][7] Salary Adjustment Criteria - Salary adjustments are based on industry salary growth, inflation levels, company profitability, organizational structure changes, and individual position changes [7][8]

Core Points - The article outlines the compensation management system for directors and senior management at Xiamen Yanjing New Materials Co., Ltd, aiming to establish an effective incentive and restraint mechanism to enhance work motivation and improve management efficiency [1][2] Group 1: Compensation Principles - The compensation system adheres to principles of fairness, alignment of responsibilities and rights, long-term development, and a balance between incentives and constraints [3][4] - The performance evaluation system is overseen by the general manager, the compensation and evaluation committee, and the board of directors [2][3] Group 2: Performance Evaluation and Compensation Structure - Compensation consists of a basic salary and performance rewards, with the basic salary determined by factors such as position, responsibility, capability, and market salary trends [2][3] - Performance rewards are based on the achievement of annual operational targets and individual work goals, with the total amount and distribution determined by the compensation and evaluation committee [3][4] Group 3: Adjustments and Incentives - The compensation system is designed to support the company's business strategy and will be adjusted according to changes in the company's operational status [4][5] - The company may implement stock incentive plans and other incentive schemes to motivate directors and senior management to improve performance and achieve operational targets [5]

Group 1 - The purpose of the remuneration management system is to standardize the compensation for the board of directors and senior management, establish effective incentive and restraint mechanisms, and align with the company's strategic development goals [1] - The system applies to the secretary of the board and the chief financial officer, as well as other senior management as defined in the company's articles of association [1] - The remuneration principles and structure are designed to link compensation to performance and compliance with relevant laws and regulations [1][2] Group 2 - All expenses incurred in the course of performing duties will be borne by the company, including basic salary and allowances for directors [1][2] - Social insurance and housing provident fund contributions will be made according to national and local laws and regulations [2] - The remuneration management institution is responsible for guiding the implementation of this system and ensuring compliance with the company's articles of association [2]

Core Points - The article outlines the compensation management system for the board of directors and senior management of Jiangsu Aipeng Medical Technology Co., Ltd, aiming to enhance the incentive and restraint mechanism for operators, maintain the stability of the core management team, and improve the company's operational management level [2][4]. Group 1: General Principles - The compensation system is designed to reflect the value of each position, aligning responsibilities, powers, contributions, and benefits [2]. - Compensation levels are linked to the company's goals and performance [2]. - The system emphasizes performance assessment standards and processes [2]. - The principles of incentive and restraint are balanced, ensuring equal rewards and penalties [2]. 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 [3]. - The Compensation and Assessment Committee of the board, under its authorization, is responsible for setting compensation standards and conducting annual assessments of directors and senior management [3]. Group 3: Compensation Standards - Non-independent directors' compensation is determined based on their specific roles and contributions to the company [4]. - Independent directors receive a stipend determined by the shareholders' meeting, with reasonable expenses covered by the company [4]. - Senior management's compensation consists of a basic salary and performance-based pay, with the latter linked to the company's annual performance [4]. Group 4: Compensation Adjustment - The compensation system is designed to serve the company's operational strategy and will be adjusted according to changes in the company's operational status [6]. - Adjustments to compensation are based on industry salary increases, inflation levels, and the company's profitability [6][8].

Core Viewpoint - The company establishes a comprehensive compensation management system for its directors and senior management to enhance work motivation and improve operational efficiency, aligning compensation with company performance and market standards [1][2]. Group 1: Compensation Principles - Compensation for directors and senior management is linked to company performance, ensuring stable development while adhering to market value principles [1]. - The compensation structure reflects the company's scale and performance, aligning with external compensation levels [1]. - The system emphasizes the balance of incentives and constraints, linking compensation to performance evaluations and rewards [1]. Group 2: Management Structure - The company has a Compensation and Assessment Committee under the board of directors responsible for setting evaluation standards and compensation mechanisms for directors and senior management [2]. - Relevant departments, including human resources and finance, collaborate with the Compensation and Assessment Committee for the implementation of compensation plans [2]. - Compensation plans for senior management require board approval, while director compensation is subject to shareholder approval [2]. Group 3: Compensation Composition and Standards - Independent directors receive a fixed annual allowance of 100,000 yuan, with no additional compensation or benefits [3]. - Compensation for directors and senior management consists of monthly salaries and annual performance bonuses, which are awarded based on performance evaluations [3]. Group 4: Compensation Distribution - Independent directors' allowances are paid quarterly, while salaries for directors and senior management are paid monthly, with performance bonuses distributed according to the assessment cycle [3]. - All compensation is pre-tax income, with the company responsible for withholding personal income tax [3]. - Performance bonuses for departing directors and senior management are calculated based on their actual tenure and performance [3]. Group 5: Compensation Adjustment - The compensation system is designed to adapt to the company's operational strategy and changing business conditions [5]. - Adjustments are based on industry salary trends, inflation rates, company profitability, strategic changes, and individual role changes [5]. - The board may establish special rewards or penalties for specific matters as supplementary compensation for directors and senior management [5]. Group 6: Miscellaneous Provisions - Any matters not covered by this system will follow relevant laws, regulations, and the company's articles of association [6]. - The board of directors is responsible for interpreting this system [6]. - This system becomes effective upon approval by the shareholders' meeting [6].

Core Points - The company has established a compensation management system for its directors and senior management to enhance motivation and accountability [1][2] - The compensation system is designed to be competitive, reflecting the value of each position, and linked to the company's annual performance [1][3] - The compensation structure includes basic salary and performance bonuses, with the latter tied to annual performance results [2][3] Group 1: Principles of Compensation - The compensation system follows principles of competitiveness, alignment with job value, and integration with company performance [1][2] - It emphasizes a balance between short-term and long-term incentives, ensuring that rewards are linked to performance assessments [1][3] - The system also incorporates a principle of accountability, where compensation is tied to both rewards and penalties [1][2] Group 2: Compensation Structure and Management - The compensation and assessment committee is responsible for determining and reviewing the compensation standards for directors and senior management [2][3] - Directors' compensation is based on their specific roles and contributions, while independent directors receive fixed allowances approved by the shareholders [2][3] - The performance bonuses for senior management are based on annual performance evaluations, with payouts contingent on achieving set targets [3][4] Group 3: Payment and Adjustments - The timing and method of salary payments for directors and senior management are governed by the company's wage distribution policies [3][4] - The company reserves the right to reduce or withhold compensation in cases of misconduct or significant violations of regulations [4][5] - The compensation system is adaptable, allowing for adjustments based on market conditions and the company's operational needs [4][6]

General Principles - The compensation management system aims to enhance the incentive and restraint mechanisms for the company's directors and senior management, aligning with national laws and the company's actual situation [1] - The system applies to directors, general managers, deputy general managers, financial officers, and board secretaries [1] - The compensation committee is responsible for formulating and supervising the compensation plans for directors and senior management [1] Compensation Structure - The compensation system follows several principles, including competitiveness, position-based pay, performance linkage, a combination of short-term and long-term incentives, and a balance of incentives and constraints [1] - Directors' compensation is determined based on their specific roles and company performance, with no separate director allowances for those holding management positions [2] - Independent and external directors receive allowances as determined by the shareholders' meeting [2] Senior Management Compensation - Senior management compensation consists of a basic annual salary and performance-based rewards [2] - The basic salary is determined by factors such as position, responsibility, capability, and market salary trends, paid monthly [2] - Performance rewards are based on annual operational goals and individual performance assessments conducted by the compensation committee [2] Payment and Deductions - Compensation for directors and senior management is pre-tax, with deductions for personal income tax, social insurance, and other applicable fees [3] - The compensation does not include stock incentive plans or employee stock ownership plans [4] - Upon resignation or term changes, compensation is calculated based on actual tenure and performance [4] Compliance and Amendments - The compensation system requires approval from the board and shareholders for implementation and modifications [4] - Any violations of laws or company regulations by directors or senior management may result in penalties, including salary deductions or termination [4]