General Principles - The company aims to establish and improve the incentive and restraint mechanism for its operators, ensuring the stability of the core management team and aligning their interests with the long-term benefits of the enterprise [2][3] - The management and decision-making bodies include the Board of Directors and the Compensation and Assessment Committee, which are responsible for evaluating and determining the compensation of senior management [5][6] Compensation Structure - Senior management compensation consists of basic salary and performance-based pay, linked to responsibilities, risks, and operational performance [3][4] - Basic salary is determined by market standards and factors such as position, responsibility, and capability, and is paid monthly [3][4] - Performance pay is based on the completion of company operational goals, safety production, compliance, and the effectiveness of the senior management's responsibilities [3][4] Performance Assessment - The annual performance assessment period runs from January 1 to December 31, with evaluations conducted by the Compensation and Assessment Committee based on the company's operational status and annual audit results [5][6] - Specific conditions under which performance pay will not be granted include serious damage to company interests and significant legal violations [5][6] Implementation and Effectiveness - The compensation and assessment system will take effect upon approval by the Board of Directors [6]

Core Points - The article outlines the establishment and operational guidelines of the Compensation and Assessment Committee of Shenzhen Beiliang Technology Co., Ltd, aimed at creating a scientific and effective compensation management system for the company's directors and senior management [2][4]. Group 1: General Provisions - The Compensation and Assessment Committee is a specialized body established by the board of directors to formulate and manage compensation plans for directors and senior management, as well as to evaluate their performance [2][4]. - The committee consists of three directors, including two independent directors, ensuring a level of independence in decision-making [3][4]. Group 2: Responsibilities and Authority - The committee is responsible for defining the job responsibilities of senior management, developing performance assessment systems, and proposing compensation policies and long-term incentive plans [4][5]. - It has the authority to supervise the implementation of the compensation system and to review the qualifications and conditions for granting long-term incentive plans [4][6]. Group 3: Meeting Procedures - The committee must hold at least one regular meeting each year to evaluate the performance of directors and senior management, and can also convene temporary meetings as needed [7][18]. - Decisions made by the committee require the presence of a majority of its members, and voting can be conducted through various methods, including online [9][24]. Group 4: Performance Assessment - The committee has the right to access various company documents, including annual business plans and financial reports, to assess the performance of senior management [33][34]. - Members of the committee are obligated to maintain confidentiality regarding any non-public information they acquire during their duties [36].