Core Viewpoint - The company has established a comprehensive remuneration management system for its directors and senior management, emphasizing sustainable development, transparency, and performance-based compensation [1][2][3] Group 1: Remuneration Principles - The remuneration system aims to enhance asset value, ensure continuous company performance growth, and maximize shareholder value [1] - The principles include aligning remuneration with long-term company interests, risk-sharing, and ensuring transparency and fairness in the reward system [2][3] - The remuneration consists of basic salary, performance-based pay, and reward compensation, based on responsibility, performance, and contribution [2] Group 2: Management Structure - The Remuneration and Assessment Committee is responsible for evaluating directors and senior management and proposing remuneration plans [2] - The committee's duties include reviewing performance, proposing remuneration adjustments, and overseeing the execution of the remuneration system [2][3] Group 3: Director Remuneration - Directors performing specific management roles receive remuneration based on their positions, while non-executive directors do not receive any remuneration [3] - Independent directors receive allowances, with specific standards set by the Remuneration Committee and approved by the shareholders' meeting [3] Group 4: Senior Management Remuneration - Senior management remuneration is structured as an annual salary, comprising basic salary, performance pay, and reward pay [4] - Performance pay is determined based on overall company performance and individual achievements during the assessment period, which runs from January 1 to December 31 each year [4] - The company has provisions for reward pay for outstanding annual performance, such as exceeding profit targets or significant contributions [4] Group 5: Other Provisions - Adjustments to senior management remuneration may occur in response to significant changes in the company's operating environment or performance [5] - The company retains the right to withhold or adjust performance pay based on serious violations of company policies or laws by senior management [5][6] - The remuneration management system will take effect upon approval by the shareholders' meeting and will supersede any previous inconsistent regulations [6]

Core Viewpoint - The company establishes a comprehensive compensation management system for its directors and senior management to enhance motivation and ensure sustainable development [1][2]. Group 1: General Principles - The compensation management system aims to strengthen and standardize the compensation for directors and senior management, promoting their work enthusiasm and creativity [1]. - The system applies to independent directors, non-independent directors, and senior management, including the general manager, deputy general managers, financial officers, and other specified personnel [1][2]. Group 2: Compensation Standards and Assessment - Compensation for directors and senior management is based on the company's operational and management performance, integrating individual performance and development [2]. - The basic principles of compensation management include matching labor distribution with responsibilities, linking personal income with company performance, and aligning compensation with long-term company interests [2][3]. - Independent and external directors receive fixed allowances approved by the shareholders' meeting, while internal directors follow their respective salary and assessment management methods without additional allowances [2][3]. Group 3: Compensation Distribution - The compensation for internal directors and senior management is subject to the company's established salary distribution system [4]. - The company is responsible for withholding personal income tax and social insurance contributions from the compensation of directors and senior management [4][5]. Group 4: Compensation Adjustment - The compensation system should serve the company's development strategy and be adjusted according to changes in the business environment [5]. - Adjustments to compensation are based on industry salary increases, inflation levels, company profitability, organizational changes, and individual position changes [5][6]. - Temporary special rewards or penalties can be established for specific matters, subject to approval by the compensation and assessment committee and the board of directors [5][6].

江苏康为世纪生物科技股份有限公司 第一章 总则 第三章 薪酬标准和支付方式 第七条 公司董事的薪酬构成： （一） 非独立董事 内部董事根据其在公司担任的具体职务领取相应的岗位薪酬。公司 内部董事同时在公司兼任高级管理人员，其薪酬标准和绩效考核依 据高级管理人员薪酬与考核办法执行。外部董事在公司领取外部董 事津贴，公司外部董事津贴按月发放，除此以外不再另行发放薪酬。 任职津贴数额可由董事会建议调整，报股东会通过。 （二） 独立董事 在公司领取独立董事津贴，公司独立董事津贴按月发放，除此以外 不再另行发放薪酬。独立董事出席公司董事会、股东会和专门委员 会等会议及按照相关法律、法规和《公司章程》的规定行使其他法 定职权产生的必要费用由公司承担。 第一条 为进一步规范江苏康为世纪生物科技股份有限公司（以下简称"公司"）董 事、高级管理人员的薪酬管理，建立科学有效的激励与约束机制，保证公司 董事有效地履行其职责和义务，有效调动公司高级管理人员的工作积极性， 提高公司的经营管理效率，进一步促进公司稳定持续发展，根据《中华人民 共和国公司法》《上海证券交易所科创板股票上市规则》及《江苏康为世纪 生物科技股份有限公司章程》（ ...

Core Points - The article outlines the compensation management system for directors and senior management of Aorite Pharmaceutical Co., Ltd, aiming to establish an effective incentive and restraint mechanism to enhance management efficiency and align with shareholder interests [1][2][3] Summary by Sections General Principles - The compensation system is designed to be competitive with market standards, combining short-term and long-term incentives, and ensuring transparency [1][3] - Applicable directors include all current members of the board, categorized into internal, external, and independent directors [1][2] Compensation Management - The shareholders' meeting is responsible for reviewing the compensation plans for directors, while the board is responsible for senior management [2] - The compensation and assessment committee of the board is tasked with developing compensation plans and evaluating performance [2] Compensation Standards and Distribution - Internal directors who are also senior management will receive compensation according to senior management standards, while external and independent directors will receive compensation as approved by the shareholders' meeting [3][4] - Senior management compensation consists of a base salary and performance-based pay, with the latter linked to individual and company performance [3][4] Restraint Mechanism - The company can reduce or withhold performance pay under certain circumstances, such as public reprimands or significant violations of regulations [5][6] - A post-tenure audit system is established to adjust salaries based on the accuracy of reported performance during their tenure [5][6] Supplementary Provisions - The compensation system will comply with national laws and regulations, and will take effect upon approval by the shareholders' meeting [7]

Core Points - The purpose of the remuneration management system is to standardize the compensation management for directors and senior management, establish effective incentive and restraint mechanisms, and promote the company's performance growth [1] - The system applies to the secretary of the board, technical director, and other personnel specified in the company's articles of association [1] Summary by Sections Management Authority - The remuneration and assessment committee of the board is responsible for formulating assessment standards and remuneration policies for directors and senior management, while the human resources center implements the assessments and calculations [1] - The remuneration for directors and senior management is based on the company's economic performance, with annual remuneration distribution plans submitted to the board for approval [1] Principles to Follow - The principles include responsibility, performance linkage, fairness, performance exceeding targets, comprehensive consideration, and incentive mechanisms [2] Remuneration Standards - Non-independent directors receive remuneration based on their roles and performance, while independent directors receive fixed allowances determined by the shareholders' meeting [2] - Senior management's remuneration consists of basic salary and performance bonuses, with the total annual salary being competitive and subject to annual review [2][3] Salary Structure and Assessment Methods - Basic salary is determined by factors such as business scale, management difficulty, strategic responsibilities, and market salary levels [3] - Performance bonuses have a default base of five times the monthly basic salary, adjusted based on the company's overall performance [3][4] Performance Assessment Goals - Company performance targets are established based on overall strategic goals and historical performance, with the board approving the budget and selecting core indicators for assessment [5][6] Salary Payment Methods - Independent directors' allowances and senior management's basic salaries are paid monthly, while performance bonuses are assessed and paid annually based on performance [6] - Salaries are pre-tax amounts, with deductions for personal income tax and social insurance as applicable [6] Salary Adjustments - The salary system should serve the company's strategic goals and be adjusted according to changes in business conditions [8] - Adjustments are based on industry salary data and may include special rewards or penalties for specific circumstances [7][8]

General Principles - The purpose of the compensation and assessment management system is to establish an incentive and restraint mechanism that aligns with modern enterprise management requirements, enhancing the operational efficiency and management level of the company [1][2] - The system applies to the board members and senior management personnel, including the general manager, deputy general managers, board secretary, and financial director [2] Compensation Structure - The compensation for board members and senior management consists of a fixed salary and performance-based pay, which is linked to the company's annual operating performance [3] - The compensation does not include stock options, shareholding plans, government rewards, welfare allowances, or other incentives, bonuses, rewards, or subsidies [3][4] - Upon leaving or retiring, compensation is paid according to the employment contract, company articles, and relevant regulations [3] Performance Assessment - The compensation and assessment committee sets annual performance indicators for senior management based on the company's operational goals, confirmed in writing at the beginning of each year [5] - The committee will issue annual performance evaluation results, including evaluation methods, assessment coefficients, and reward amounts, which must be approved by the board [5] - If assessed personnel have objections to the evaluation, they can appeal to the compensation and assessment committee within one week of receiving the notification [5] Additional Provisions - The system will be executed after approval by the company's shareholders' meeting and is subject to interpretation by the board [6]

Core Points - The article outlines the compensation management system for directors and senior management at Chongqing Qin'an Electromechanical Co., Ltd, aiming to establish an effective incentive and restraint mechanism to enhance management efficiency [1][2]. Summary by Sections Chapter 1: General Principles - The compensation management system is designed to motivate directors and senior management, aligning with the company's operational efficiency and legal regulations [1]. - The system applies to directors (including independent directors) and senior management, such as the general manager and financial director [1]. Chapter 2: Compensation Management Organization - The Compensation and Assessment Committee of the Board is responsible for evaluating and managing the compensation standards for directors and senior management [2]. Chapter 3: Compensation Standards - Directors in management positions will not receive additional director remuneration, with non-independent directors capped at RMB 3.6 million annually [3]. - Independent directors receive an annual allowance of RMB 120,000 [3]. - Senior management compensation consists of a base salary and performance-based pay, evaluated monthly and annually [3]. Chapter 4: Compensation Distribution - Compensation and allowances for directors and senior management are distributed according to the company's compensation management system [4]. - The Compensation and Assessment Committee conducts annual performance evaluations to confirm compensation based on various performance metrics [4]. Chapter 5: Compensation Adjustment - The Compensation and Assessment Committee can propose adjustments to compensation standards in response to significant changes in the operating environment or external conditions [5]. Chapter 6: Supplementary Provisions - The compensation system does not include stock incentives or other special bonuses unless specified [5]. - The system will adhere to national laws and regulations, and any conflicts will be resolved in favor of legal provisions [5].

杭州当虹科技股份有限公司 董事、高级管理人员薪酬管理制度 杭州当虹科技股份有限公司 董事、高级管理人员薪酬管理制度 第一章 总则 第一条 为完善杭州当虹科技股份有限公司（以下简称"公司"）董事、高 级管理人员的激励、约束机制，提高企业经营管理水平，充分发挥公司董事、高 级管理人员的积极性，增强凝聚力，促进公司效益的增长，实现股东利益最大化， 结合公司实际情况，特制订本管理制度。 第二条 本制度所指的董事、高级管理人员是指公司董事会的成员以及董事 会批准任命的公司总经理、副总经理、财务总监、董事会秘书等高级管理人员。 第三条 董事、高级管理人员的薪酬水平以公司规模和绩效为基础，根据公 司经营计划、董事和高级管理人员的分工职责，并综合考虑同行业收入水平等因 素确定。 第四条 公司董事、高级管理人员的薪酬确定应遵循以下原则： 第二章 薪酬的标准与构成 第五条 公司董事（含独立董事）的薪酬标准或方案由公司董事会及股东会 审议批准，高级管理人员的薪酬标准或方案由董事会审议批准。 上述人员按《中华人民共和国公司法》、《杭州当虹科技股份有限公司章程》 相关规定行使其他职责或出席公司董事会、股东会等所需的合理费用由公司承 担 ...

Core Points - The company aims to establish a compensation management system for directors and senior management that aligns with modern corporate governance and market economy principles [1] - The compensation system is designed to motivate and incentivize directors and senior management to enhance the company's economic performance [1] Summary by Sections General Principles - The compensation management system applies to full-time directors and senior management who receive salaries from the company [1] - Independent and external directors do not receive salaries or benefits from the company, but independent directors receive allowances as per the company's independent director system [2] Compensation Plan - The compensation for directors and senior management consists of a fixed basic salary and a performance-based bonus [3] - The annual salary is determined based on industry standards, company performance, and job responsibilities [3] - Performance bonuses are linked to the completion of company goals, departmental assessments, and individual performance evaluations [3] Compensation Distribution and Management - Basic salaries are paid monthly via bank transfer, and the calculation period is from the 1st to the last day of each month [4] - Taxes and social insurance contributions are deducted from the basic salary and performance bonuses as per national and local regulations [4] - Performance bonuses are determined after the annual performance review and are paid within two months following the audit of the annual report [5] Benefits and Constraints - Directors and senior management are entitled to various benefits, including insurance and paid leave, in accordance with national laws and company policies [6] - Any violations of laws or company regulations by directors or senior management may result in forfeiture of performance bonuses [5][6] - The company ensures that compensation agreements comply with fairness principles and do not harm the company's interests [6] Miscellaneous - The compensation management system becomes effective upon approval by the company's shareholders and will be modified as necessary [8] - The board of directors is responsible for interpreting the compensation management system [9]

Core Viewpoint - The document outlines the compensation management system for directors and senior management at Guangzhou Weili Medical Equipment Co., Ltd., aiming to enhance management stability and align individual performance with the company's long-term interests [1][2]. Group 1: General Principles - The compensation system is designed to improve the incentive and restraint mechanisms for directors and senior management, ensuring alignment with the company's operational goals and sustainable development [1]. - The principles of the compensation system include: 1. Compensation determined by position value 2. Performance evaluation standards 3. Alignment of individual compensation with long-term company interests 4. Balance of incentives and constraints [1]. 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 [2]. - The Compensation and Assessment Committee of the Board is tasked with establishing evaluation standards and compensation policies for directors and senior management [2]. Group 3: Compensation Standards - Director compensation varies based on specific roles and contributions, with independent directors receiving a stipend approved by the shareholders' meeting [4]. - Senior management compensation consists of a base salary and performance-based pay, calculated as: Annual Compensation = Base Salary + Performance Pay [4]. Group 4: Compensation Distribution - Compensation for directors and senior management is distributed according to internal policies, with independent director stipends paid monthly after approval [6]. - Performance pay may be withheld under certain conditions, such as public reprimands or significant violations of regulations [6]. Group 5: Compensation Adjustment - Adjustments to compensation are based on industry salary trends, inflation, company profitability, organizational changes, and individual role changes [8]. - The Board may establish temporary rewards or penalties for specific circumstances as a supplement to regular compensation [8]. Group 6: Miscellaneous Provisions - The compensation management system is subject to relevant laws and regulations, and it becomes effective upon approval by the shareholders' meeting [9][10].