第二条 本制度适用对象为公司董事、高级管理人员，具体包括以下人员： （一）独立董事：是指不在公司担任除董事外的其他职务，并与公司及其主 要股东、实际控制人不存在直接或者间接利害关系，或者其他可能影响其进行独 立客观判断关系的董事； 常州腾龙汽车零部件股份有限公司 董事、高级管理人员薪酬管理制度 第一章 总则 第一条 为进一步完善常州腾龙汽车零部件股份有限公司（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》等法律法规、规范性文件及《常州腾龙汽车零部件股份有限公 司章程》（以下简称"《公司章程》"）的规定，结合公司实际情况，制订本制 度。 第四条 公司股东会负责审议董事薪酬考核制度和薪酬方案，公司董事会负 责审议高级管理人员的薪酬考核制度和薪酬方案。 （二）非独立董事：包括内部董事和外部董事。外部董事指不在公司担任除 董事以外职务的非独立董事；内部董事指同时在公司担任除董事以外其他职务的 非独立董事，系与公司之间签订聘任合同或劳动合同的公司员工或公司管理人员 兼任的董事； 第五条 ...

Core Points - The article outlines the compensation management system for directors and senior management of Zhongxing-Shenyang Commercial Building (Group) Co., Ltd, aimed at enhancing management efficiency and company performance [1][2] - The system is designed to establish effective incentive and restraint mechanisms to motivate employees and ensure the achievement of annual operational goals [1] Summary by Sections General Principles - The compensation management system applies to directors and senior management, including independent directors, internal directors, external directors, and senior management personnel [1][2] - The basic principles of the compensation management include: - Value contribution-oriented principle - Performance-linked compensation principle - External competitiveness and internal fairness principle - Correspondence between job treatment and position requirements principle [2] Organizational Structure - The shareholders' meeting decides the compensation for directors, while the board of directors determines the compensation for senior management [2] - The Compensation and Assessment Committee of the board is responsible for drafting, supervising, and implementing the compensation management system [2] Compensation Structure, Assessment, and Distribution - Independent directors receive a fixed allowance based on the shareholders' meeting resolution, paid annually [3] - External directors do not receive any allowances from the company [3] - Internal directors' compensation is based on different salary levels corresponding to their positions, while employee representative directors' compensation is determined through performance assessments by management [4] - Senior management operates on an annual salary system, with the chairman's salary capped at 1.76 million RMB per year, the president's salary capped at 1.43 million RMB per year, and other senior management capped at 1.1 million RMB per year [4] - The annual salary consists of a base salary and a performance-based bonus, with specific percentages allocated for different payment schedules [4] Restraint Mechanism - The company may reduce or withhold bonuses or allowances for directors and senior management under certain circumstances, such as public reprimands or significant violations of regulations [5] Supplementary Provisions - Any matters not covered by this system will be executed according to relevant national laws and regulations [5] - The system is drafted by the Compensation and Assessment Committee and takes effect after approval by the shareholders' meeting [5]