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]

重庆秦安机电股份有限公司 董事、高级管理人员薪酬管理制度 目 录 第一章 总则 第一条 为进一步完善重庆秦安机电股份有限公司（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，有效调动公司 董事、高级管理人员的工作积极性，提高公司的经营管理效益，根据《中华人民 共和国公司法》等有关法律、法规及《公司章程》，制定本薪酬管理制度。 第二条 本制度适用于下列人员： （一） 董事（包括独立董事）； （二） 高级管理人员，包括总经理、副总经理、董事会秘书、财务总监。 第三条 公司薪酬制度遵循以下原则： （一）公平原则，体现收入水平符合公司规模与业绩的原则，同时兼顾市场 薪酬水平，保持公司薪酬水平具有竞争力； （二）责、权、利统一原则，体现薪酬与岗位价值高低、履行责任义务大小 相符； （三）长远发展原则，体现薪酬与公司持续健康发展的目标相符； （四）激励约束并重原则，体现薪酬发放与考核、奖惩、激励机制挂钩。 第二章 薪酬管理机构 第四条 公司董事会薪酬与考核委员会在董事会的授权下，负责公司董事、 高级管理人员的薪酬标准方案考核及管理；负责审查公司董事、高级管理人员履 行职责并对其进行年度考核 ...

福建圣农发展股份有限公司 董事、高级管理人员薪酬管理制度 （2025 年修订） 第一章 总则 第一条 福建圣农发展股份有限公司（以下简称"公司"）为逐步建立符合 现代企业制度要求和适应市场经济的激励约束机制，合理确定公司董事、高级管 理人员的收入，充分调动公司董事、高级管理人员的积极性和创造性，为公司创 造更好的经济效益，结合公司实际情况，制定本制度。 第二条 公司董事在公司内部及公司下属的全资子公司、控股子公司、参股 公司兼任其他职务的，应根据其兼任的其他职务领取相应的薪酬并享受福利待遇。 公司董事、高级管理人员在公司内部及公司下属的全资子公司、控股子公司、 参股公司兼任其他职务的，应按其担任的年薪标准最高的一个职务领取薪酬并享 受相应的福利待遇，不得因其同时担任二个或者二个以上职务而重复领取薪酬或 重复享受福利待遇。 第三条 本制度的适用对象是专职为公司服务并在公司领取薪酬的董事长、 董事，以及董事会聘任的总经理、副总经理、董事会秘书、财务总监及其他高级 管理人员（若有）。 除非另有说明，本制度所称"董事"均不包括公司的独立董事和外部董事（指 虽然在公司担任董事或在董事会下设的专门委员会任职，但并非专职为 ...

第一条 为进一步完善广州维力医疗器械股份有限公司（以下简称"公 司"）董事、高级管理人员的薪酬管理，建立和完善经营者的激励约束机制， 保持核心管理团队的稳定性，有效地调动董事、高级管理人员的工作积极性， 提高公司经营管理水平，促进公司健康、持续、稳定发展，根据《中华人民共 和国公司法》《上市公司治理准则》《公司章程》等有关法律、法规的规定， 结合公司的实际情况，特制定本制度。 第二条 本制度适用于公司董事、高级管理人员。其所持本公司股份指登 记在其名下和利用他人账户持有的所有本公司股份，从事融资融券交易的，其 所持本公司股份还包括记载在其信用账户内的本公司股份。 第三条 公司薪酬制度遵循以下原则： 广州维力医疗器械股份有限公司 董事、高级管理人员薪酬 管理办法 广州维力医疗器械股份有限公司 董事、高级管理人员薪酬管理办法 （2025 年 8 月修订） 第一章 总则 （一）按岗位确定薪酬原则：公司内部各岗位薪酬体现各岗位对公司的价 值，体现"责、权、利"的统一； （二）按绩效评价标准、程序及主要评价体系的原则； （三）个人薪酬与公司长远利益相结合的原则； （四）激励与约束并重、奖罚对等的原则。 第二章 薪酬管理 ...

北京科净源科技股份有限公司 第三条 适用本制度的高级管理人员包括总经理、副总经理、财务负责人、 董事会秘书以及公司董事会聘任或确认的其他高级管理人员。 董事、高级管理人员薪酬管理制度 第一章 总 则 第一条 为规范北京科净源科技股份有限公司（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，有效调动公司董事、 高级管理人员的工作积极性，提高公司的经营管理效益，根据《公司法》、 《上市 公司治理准则》等有关法律、法规以及《北京科净源科技股份有限公司章程》等 规定，特制定本薪酬管理制度。 第二条 适用本制度的董事是指本制度执行期间公司董事会的全部在职成 员。其中，董事由内部董事、外部董事、独立董事构成。 （一）内部董事：是指与公司之间签订聘任合同或劳动合同的公司高级管理 人员或其他员工兼任的董事。 （二）外部董事：是指不在公司担任除董事外的其他职务的非独立董事。 （三）独立董事：是指公司按照《关于在上市公司建立独立董事的指导意见》 的规定聘请的，与公司及其主要股东不存在可能妨碍其进行独立客观判断的关系 的董事。 第四条 董事、高级管理人员薪酬与公司经营业绩和股东利益相结合，保障 公司 ...

Core Points - The company aims to establish a scientific and effective incentive and restraint mechanism for the remuneration management of directors and senior management to enhance operational efficiency and governance level [1][2] - The remuneration system is designed to align with the company's long-term stable development and performance goals, ensuring that compensation is linked to company performance and market value [2][8] Summary by Sections General Principles - The remuneration management system applies to directors and senior management, including the general manager, deputy general managers, board secretary, and financial officer [1] - Independent directors do not receive salaries but are entitled to allowances as per shareholder resolutions [1] Remuneration Structure and Performance Assessment - The remuneration consists of a basic annual salary and a performance annual salary, with a focus on contractual management for professional managers [2][3] - The basic annual salary is determined based on five times the average salary of urban non-private sector employees [2][3] - Performance annual salary is only distributed when the company's net profit is positive, calculated based on a specific formula involving various coefficients [3][4] Management and Supervision - The remuneration is managed by the board's remuneration and assessment committee, which evaluates performance annually and proposes remuneration distribution plans [5][6] - Changes in positions will lead to a reassessment of remuneration based on the new role [5] Restraint Mechanism - Salaries are suspended during legal issues, and performance bonuses can be forfeited under specific circumstances, such as legal violations or significant company losses [7][8] - The company can adjust remuneration standards based on economic conditions and company performance [8]

Core Viewpoint - The company has established a compensation management system for its directors and senior management to enhance motivation and ensure sustainable development, in compliance with relevant laws and regulations [2][10]. Group 1: General Principles - The compensation management system aims to regulate the compensation of directors and senior management, promoting their work enthusiasm and the company's healthy development [2]. - The system applies to directors and senior management as defined in the company's articles of association [2]. Group 2: Management Structure - The Board of Directors' Compensation and Assessment Committee is responsible for proposing compensation standards and plans for directors and senior management, as well as conducting annual assessments [3]. - The shareholders' meeting is responsible for reviewing the compensation standards for directors, while the Board of Directors reviews those for senior management [3]. Group 3: Compensation Standards - Non-independent directors do not receive allowances for their director roles but are compensated based on other positions held within the company [3]. - Independent directors receive fixed allowances, which are approved by the shareholders' meeting and paid monthly [3]. - Senior management's compensation is determined based on their specific roles and includes both basic and incentive pay [3][4]. Group 4: Compensation Distribution - Compensation and allowances for directors and senior management are distributed according to internal compensation policies [5]. - All compensation is pre-tax, with personal income tax deducted before payment [5]. - Compensation for departing directors and senior management is calculated based on their actual tenure and performance [5]. Group 5: Compensation Adjustment - The compensation system should align with the company's business strategy and be adjusted according to changes in business conditions [7]. - Adjustments to compensation standards can occur in response to significant changes in the operating environment, influenced by internal and external factors [8]. Group 6: Miscellaneous Provisions - Any matters not covered by the system will follow national laws and regulations, and the system will be amended accordingly [10]. - The interpretation rights of the system belong to the Board of Directors [10]. - The system becomes effective upon approval by the shareholders' meeting [10].

General Principles - The compensation management system for directors and senior management of Zhejiang Lino Fluid Control Technology Co., Ltd. aims to motivate and establish an incentive mechanism aligned with modern corporate governance [1] - The system is based on relevant laws and regulations, including the Company Law of the People's Republic of China and the company's articles of association [1] Applicable Personnel - The system applies to company directors and senior management, including the general manager, deputy general managers, financial director, board secretary, and other senior management as defined in the company's articles of association [1] Compensation Management Structure - The shareholders' meeting is the highest authority responsible for approving the implementation, modification, and termination of the compensation system [2] - The board of directors authorizes the compensation and assessment committee to set compensation standards and conduct annual evaluations of directors and senior management [2] Compensation Standards - Directors in management positions will have their compensation determined based on their roles and responsibilities [2] - Independent directors receive an annual allowance based on regional economic and industry standards, with reasonable expenses covered by the company [2] - Senior management compensation consists of a base salary and an annual performance bonus, with the base salary reflecting industry standards and job responsibilities [2][3] Compensation Payment - Independent directors' allowances are paid monthly [3] - The payment timing and method for non-independent directors and senior management are determined by the company's salary payment system [3] - Compensation is pre-tax, with deductions for personal income tax and social insurance contributions [4] Compensation Adjustment and Incentives - The compensation system should align with the company's business strategy and be adjusted according to changes in business conditions [5] - The compensation and assessment committee can approve temporary special rewards or penalties for directors and senior management [5] - Salary reductions or deductions may occur for serious violations of company rules or significant economic losses caused by the individual [5] Other Provisions - The terms "yuan" and "ten thousand yuan" refer to "Renminbi yuan" and "Renminbi ten thousand" respectively [7] - The compensation does not include stock incentive plans or other special bonuses [7] - The system becomes effective upon approval by the shareholders' meeting and is subject to modification under the same process [7]