Group 1 - The core viewpoint of the articles is the establishment of a compensation management system for directors and senior executives to enhance their motivation and creativity, aligning with the company's strategic and short-term goals [1][2]. Group 2 - The applicable subjects of the compensation management system include the chairman, general manager, deputy general managers, financial officer, board secretary, and directors (excluding external independent directors and employee directors) [1]. - The guiding principles emphasize a market-oriented approach, ensuring a balance between rights and responsibilities, as well as incentives and constraints [1]. - The board of directors is responsible for assessing the aforementioned personnel and determining their compensation, with the compensation and assessment committee overseeing the implementation [1]. Group 3 - The basic salary for the aforementioned personnel is calculated based on the chairman's basic salary multiplied by a position coefficient, with the coefficients defined for different roles [1]. - The annual salary adjustment considers industry salary levels, external environment, asset and performance scale, and overall salary levels, with increases not exceeding the combined growth of sales revenue and net profit [1][2]. Group 4 - The compensation assessment scheme allows for a salary fluctuation range of 70% to 190% of the basic salary, with additional rewards for significant contributions not subject to the upper limit [2]. - The total salary for the aforementioned personnel is paid monthly based on an advance of 80% of the annual budget salary, with year-end adjustments based on performance assessments [2]. Group 5 - New appointees will have their position coefficients adjusted in stages to reach the standard coefficient within a maximum transition period of three years [2][4]. - The compensation management system will be implemented after approval by the shareholders' meeting [4].