Core Points - The company aims to establish a scientific and effective incentive and restraint mechanism for the remuneration management of its directors and senior management to enhance operational efficiency [1] - The remuneration management principles include fairness, alignment of responsibilities and performance, long-term interests, and a balance of incentives and constraints [1][3] - The remuneration structure for directors and senior management consists of basic salary and performance bonuses, with specific criteria for evaluation and adjustment [2][5] Remuneration Structure - Non-independent directors receive remuneration based on their specific roles and responsibilities, while independent directors receive fixed allowances approved by the shareholders' meeting [2] - Senior management's remuneration is composed of basic salary and performance bonuses, with the basic salary determined by various factors including position, capability, and industry standards [2][5] - The remuneration and assessment committee is responsible for setting evaluation standards and proposing remuneration policies to the board [3] Performance Evaluation and Adjustment - The company can reduce or withhold performance bonuses for directors and senior management under certain circumstances, such as serious violations of company rules or causing significant economic losses [3] - Remuneration adjustments are based on market salary reports, inflation rates, company performance, and individual performance [5] - The company may implement stock incentive plans for long-term motivation of directors and senior management [5] Other Provisions - The remuneration management system must align with the company's development strategy and be adjusted according to operational changes [4][5] - The board of directors is responsible for interpreting and revising the remuneration management system, which takes effect after approval by the shareholders' meeting [7]

Core Viewpoint - The company aims to establish a scientific and effective compensation management system for its directors and senior management to enhance work motivation and improve operational efficiency [1][2]. Compensation Management Principles - The compensation system follows three basic principles: 1. Combination of strategic promotion and long-term incentives 2. Combination of internal fairness and external competitiveness 3. Combination of performance-based pay and salary distribution based on capability [1][3]. Compensation Review and Approval - The Compensation and Assessment Committee of the Board is responsible for formulating and reviewing the compensation policies and plans for directors and senior management [2][3]. - Compensation plans for directors must be approved by the Board and submitted for shareholder meeting approval before implementation [2][3]. Compensation Standards - Independent directors receive allowances, while non-independent directors receive compensation based on their roles and performance evaluations [2][3]. - Senior management compensation is determined based on specific positions and relevant assessment criteria [2][3]. Compensation Adjustment - The compensation system for directors and senior management should adapt to the company's operational strategy and changing business conditions [3][4]. - Adjustments are based on industry salary growth, regional salary levels, inflation, and the company's actual performance [3][4]. Additional Provisions - The compensation system will comply with national laws and regulations, and any conflicts with existing laws will be resolved in favor of the latter [5]. - The system will take effect after approval by the shareholders' meeting and will be subject to modification under the same process [5].