Core Points - The article outlines the salary management system for the executives of Tiandi Source Co., Ltd, aiming to promote sustainable development and establish a reasonable salary level while adhering to national regulations [2][4][14] Chapter Summaries General Principles - The salary management for executives is based on effective incentives, balanced distribution between executives and employees, and a regulated order to promote healthy corporate development [2][4] Basic Annual Salary - The basic annual salary consists of a base salary determined by the board and a distribution coefficient, with the coefficient for the main executive set at 1 and for deputy executives between 0.6 and 0.9 [4][6] - The basic annual salary is paid monthly and is not linked to performance evaluations [6][7] Performance Annual Salary - The performance annual salary is linked to the company's annual performance evaluation, calculated using the basic salary, performance adjustment coefficient, and annual target responsibility assessment coefficient [6][8] - The performance adjustment coefficient ranges from 0.7 to 1.5, while the annual target responsibility assessment coefficient can range from 0 to 2.0 [8][9] Term Incentive Income - The term incentive income is based on the evaluation results during the executive's term and can be up to 30% of the total annual salary [9][10] - If an executive is deemed incompetent, they are not eligible for term incentive income [10][11] Welfare and Benefits - Executives participate in basic social insurance and other benefits, which are managed within the salary system but do not count towards the annual salary cap [11][12] Special Rewards - Special rewards are proposed by the remuneration and assessment committee for outstanding achievements in various areas, combining material and spiritual incentives [12][13] Management and Supervision - The company implements a clawback system for executives in case of significant errors leading to major losses, allowing for the deduction of performance and term incentive income [13][20] - Executives are prohibited from receiving any form of remuneration from other entities while holding their positions [20][21] Final Provisions - The salary management system requires approval from the board and shareholders, replacing previous salary management methods [14][14]

Group 1 - The company held its third temporary board meeting of the ninth session on July 25, 2025, with all nine directors present [2][3][4] - The board approved the formulation of the "Management Measures for the Compensation of Enterprise Leaders" and "Management Measures for the Performance Assessment of Enterprise Leaders" [5][6] - The board also approved a proposal to change the company's directors, nominating Li Bo as a candidate for a non-independent director [9][10] Group 2 - The company announced the convening of its first temporary shareholders' meeting of 2025, scheduled for August 12, 2025 [19][20] - The meeting will combine on-site voting and online voting, with a registration date of August 5, 2025 [21][22] - Shareholders can participate in the meeting either in person or through a proxy, and specific registration procedures are outlined [26][27] Group 3 - The company provided a guarantee for its subsidiary, Tianjin Sanhuan Lexi New Materials Co., Ltd., for a loan of RMB 100 million from the Export-Import Bank of China [35][36] - The guarantee is within the approved limit of RMB 1.1 billion for the subsidiary, as previously disclosed [35][36] - The subsidiary's financial indicators as of December 31, 2024, include total assets of RMB 2.976 billion and net profit of RMB 47.835 million [37]

Core Points - The company is holding its second extraordinary general meeting of shareholders in 2025 to discuss the revision of the performance assessment management measures for senior executives [1][4]. - The meeting will ensure that shareholders can exercise their rights and maintain order and efficiency during the proceedings [2][3]. Proposal Summary - The proposal aims to revise the "Performance Assessment Management Measures for Senior Executives" to enhance the incentive and restraint mechanisms for corporate leaders, aligning with national and group-level requirements [4][5]. - The revised measures will be divided into two parts: "Compensation Management Measures for Corporate Leaders" and "Performance Assessment Management Measures for Corporate Leaders" [4][5]. Meeting Agenda - The meeting will commence with the introduction of key attendees and the announcement of the number of shareholders present [3]. - The agenda includes the election of representatives for vote counting, reviewing proposals, addressing shareholder inquiries, and announcing voting results [3][4]. Compensation Management Principles - The compensation management for corporate leaders will focus on strategic alignment, goal orientation, classification management, and a robust transmission mechanism for responsibilities and benefits [5][6]. - The annual salary structure will consist of a basic salary, performance salary, and long-term incentive income, with specific formulas for calculation based on company performance [7][8]. Performance Assessment Criteria - The performance assessment will include both annual and term assessments, with a focus on social and economic benefits, where social benefits account for 55% and economic benefits for 45% of the total score [18][19]. - The assessment targets for annual operating income and net profit will be set based on previous year's performance, with specific growth percentages outlined [19][20]. Accountability Measures - The company will implement strict accountability measures for corporate leaders who violate compensation regulations or cause significant financial discrepancies, including potential salary deductions and disciplinary actions [27][28]. - The annual performance assessment results will be a critical factor in determining the remuneration and potential penalties for corporate leaders [28][29].