董事及高级管理人员薪酬与考核管理办法 奇精机械股份有限公司 董事及高级管理人员薪酬与考核管理办法 （2025 年 9 月修订） 第一章 总则 （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、奖惩挂钩，与公司激励机 制挂钩。 董事及高级管理人员薪酬与考核管理办法 第四条 独立董事、不在公司领取薪酬的非独立董事，不参与公司内部绩效 考核。 第二章 管理机构 第五条 董事会薪酬与考核委员会作为本公司董事会的专职机构，负责本管 理办法的起草和修订；制定年度绩效目标和具体考核方案；负责审查公司董事、 高级管理人员履职情况并对其进行年度考核，制定董事、高级管理人员年度薪酬 方案；负责对公司薪酬制度执行情况进行监督。 第一条 为进一步加强奇精机械股份有限公司（以下简称"公司"）董事、 高级管理人员的薪酬管理，建立和完善激励约束机制，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》《上市公司独立董事 ...

Core Points - The compensation management system for directors and senior management of Guangdong Anda Intelligent Equipment Co., Ltd. aims to establish a scientific and effective incentive mechanism to enhance the company's management level [1] - The system is applicable to the company's directors and senior management, including the general manager, deputy general managers, financial director, and board secretary [1] Group 1: Principles of Compensation Management - The compensation provided by the company should be competitive compared to similar positions in the market [1] - Compensation should be based on a combination of labor distribution and responsibilities, rights, and benefits [1] - Performance evaluation standards and procedures should be established for compensation [1] - Individual compensation should align with the long-term interests of the company [1] Group 2: Compensation Management Structure - The board of directors is responsible for reviewing the compensation plans for senior management, while the shareholders' meeting reviews the compensation plans for directors [2] - A compensation and assessment committee under the board of directors is responsible for formulating assessment standards and reviewing compensation policies [2] - The finance center and human resources department will assist the board in implementing the compensation plans [2] Group 3: Compensation Standards - Non-independent directors' compensation is determined based on their roles and responsibilities without additional director allowances [3] - Independent directors receive a fixed allowance approved by the shareholders' meeting, and reasonable expenses incurred while exercising their duties are covered by the company [3] - Senior management compensation is determined by considering the economic environment, company circumstances, industry standards, and individual performance [3][4] Group 4: Compensation Payment - Compensation and allowances for directors and senior management are paid according to the company's compensation management system [3] - Compensation for departing directors and senior management is calculated based on their actual tenure and performance [3] - Travel and other reasonable expenses incurred by directors and senior management while performing their duties are reimbursed by the company [3] Group 5: Compensation Adjustment - The compensation system should serve the company's business strategy and be adjusted according to the company's operational changes [4] - Factors influencing compensation adjustments include industry salary growth, inflation, company profitability, strategic development, and individual role changes [5] Group 6: Miscellaneous - The board of directors is responsible for formulating, modifying, and interpreting the compensation management system [5] - The system becomes effective upon approval by the shareholders' meeting and is subject to modification under the same conditions [5]

Core Viewpoint - The company has established a remuneration management system for its directors and senior management to enhance accountability and motivation, aligning their compensation with the company's long-term interests and performance [1][2]. Group 1: General Principles - The remuneration distribution for directors and senior management is based on principles that ensure alignment with the company's long-term interests, linking income levels to company performance and work objectives [2]. - The system emphasizes a combination of labor distribution and responsibilities, ensuring that remuneration reflects the value of the position and performance [2]. Group 2: Management Structure - The remuneration and assessment committee of the board of directors is responsible for formulating and reviewing the assessment standards and remuneration plans for directors and senior management [4]. - The board of directors is tasked with reviewing the remuneration of senior management, while the shareholders' meeting reviews the remuneration of directors [4]. Group 3: Remuneration Composition and Payment - Independent directors receive a fixed annual allowance, while external directors receive a quarterly allowance [7]. - The chairman and senior management are on an annual salary system, which includes a basic salary and performance-based salary, with the total not exceeding eight times the basic salary set by the local human resources department [5][6]. Group 4: Performance Assessment and Implementation - The remuneration and assessment committee sets annual performance indicators based on the company's operational goals, which serve as the basis for assessing the performance of directors and senior management [12]. - Adjustments to the remuneration scheme can be made based on the company's annual income, profit, and individual performance, subject to board approval for senior management and shareholder approval for directors [8][9]. Group 5: Remuneration Adjustment - The remuneration system is designed to support the company's development strategy and is adjusted according to changes in the company's operational performance [16]. - Adjustments to remuneration are based on regional and industry salary trends, company income and growth, strategic changes, and individual performance [17]. Group 6: Accountability Mechanism - Directors and senior management may face deductions or forfeiture of performance bonuses for serious violations of company policies or causing significant economic losses [19]. - The company implements an internal accountability mechanism for directors and senior management, which may include economic penalties or dismissal for significant operational failures [20].

Core Points - The company has established a compensation management system for its directors and senior management to enhance work motivation and improve operational efficiency [1][2] - The compensation system is applicable to directors, the president, vice presidents, the financial director, the board secretary, and other senior management recognized by the president [1] - The compensation principles include alignment with company size and performance, job value, sustainable development goals, and performance assessment results [1][2] Compensation Structure - The annual compensation for internal directors and senior management consists of basic salary, performance salary, and other incentives [2] - Basic salary is determined based on position value, responsibilities, capabilities, and market salary trends [2] - Performance salary is linked to company market value management, core operational goals, annual strategic priorities, and individual performance assessments [2] Board and Committee Responsibilities - The Compensation and Assessment Committee is responsible for proposing compensation plans for directors and senior management, which require board approval and shareholder meeting ratification [1][2] - External directors receive a fixed allowance of 100,000 yuan per year (pre-tax), while independent directors receive 160,000 yuan per year (pre-tax) [2] - The company covers travel expenses for external and independent directors related to board and shareholder meetings [2] Implementation and Compliance - The compensation management system becomes effective after approval by the board and shareholders, with any amendments following the same process [2] - The board is responsible for interpreting the compensation management system [3]

苏州清越光电科技股份有限公司 董事、高级管理人员薪酬管理制度 苏州清越光电科技股份有限公司 二零二五年八月 目 录 苏州清越光电科技股份有限公司 董事、高级管理人员薪酬管理制度 第一章 总则 苏州清越光电科技股份有限公司 董事、高级管理人员薪酬管理制度 第一条 为进一步完善苏州清越光电科技股份有限公司（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约束机制，提高公司经营 管理水平。根据《中华人民共和国公司法》等有关法律法规、规范性文件和 《苏州清越光电科技股份有限公司章程》（以下简称《公司章程》）及《董事 会薪酬与考核专门委员会实施细则》等有关规定，结合公司实际情况，制定本 制度。 第二条 本制度适用于以下人员： （一）董事会成员：包括非独立董事（含职工代表董事）、独立董事。 （二）高级管理人员：包括公司总经理、副总经理、财务总监、董事会秘书、 公司董事会及《公司章程》认定的其他人员。 第三条 公司薪酬制度遵循以下基本原则： （一）公平原则：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； （二）按岗位确定薪酬原则：岗位薪酬体现各岗位对公司的价值，体现"责、 第六条 公司人事部 ...

成都盟升电子技术股份有限公司 第一章 总则 第一条 为完善成都盟升电子技术股份有限公司（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、财务负责人、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。 第六条 董事、高级管理人员分为：（1）不在公司专职工作的董事；（2）在 公司专职工作的董事、高级管理人员；（3）独立董事。 （一） 不在公司专职工作的董事不在公司领取报酬和津贴，因公司业务发 生的正常工作费用由公司承担，并在公 ...

Meeting Overview - The shareholder meeting of Nantong Jiangtian Chemical Co., Ltd. is scheduled for September 11, 2025, at 14:30 [1] - Voting will be available both on-site and through online platforms provided by the Shenzhen Stock Exchange [1][5] Voting Procedures - Shareholders can vote either in person or via online systems, with specific time slots for each method on the day of the meeting [1][5] - The company will provide a platform for online voting, and shareholders must choose one voting method only [1][5] Attendance and Registration - All shareholders registered with the China Securities Depository and Clearing Corporation Limited are entitled to attend the meeting [2] - Personal and corporate shareholders must present valid identification and relevant documents for registration [4] Agenda Items - Key proposals include the cancellation of the supervisory board and amendments to the company's articles of association, which require a two-thirds majority for approval [3] - Other proposals include the review of the management system for preventing the controlling shareholder and related parties from occupying company funds, and the remuneration management system for directors and senior management [3][7] Documentation and Contact Information - Relevant documents for the meeting, including the proxy form and registration form, are provided as attachments [5][6] - Contact details for inquiries include a specific contact person, phone number, and email address [4]

亚信安全科技股份有限公司 二〇二五年【】月 亚信安全科技股份有限公司 第一章 总则 第一条 为进一步完善亚信安全科技股份有限公司（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 及高级管理人员的工作积极性，提高公司的经营管理效益，依据《中华人民共和 国公司法》《上市公司治理准则》《上海证券交易所科创板股票上市规则》《亚信 安全科技股份有限公司章程》 （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、与奖惩挂钩、与激励机制 挂钩。 第二章 薪酬管理机构 第四条 公司董事会负责审议公司高级管理人员的薪酬；公司股东会负责审 议董事的薪酬。 第五条 公司董事会薪酬与考核委员会在公司董事会的授权下，负责公司董 事及高级管理人员的薪酬方案的制定。 第六条 公司人力资源与组织运营部配合董事会薪酬与考核委员会进行公司 董事、高级管理人员薪酬方案的具体实施。 第三章 薪酬标准及薪酬调整 （以下简称"《公司章程》"）及其他有关规定，结合 公司实际情况， ...

董事、高级管理人员薪酬管理办法 武汉凡谷电子技术股份有限公司 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 第二条 适用对象 适用本制度的董事、高级管理人员是指《公司章程》规定的董事和高级管理人 员。 第三条 薪酬及绩效考核原则 公司董事、高级管理人员薪酬是董事、高级管理人员为公司工作而获得的个人 基本报酬和为企业所做贡献的奖励。公司董事、高级管理人员的薪酬分配与绩效考 核以企业经济效益为出发点，根据公司年度经营计划和董事、高级管理人员的工作 目标，进行综合考核，依据考核结果确定年度薪酬分配。其分配主要遵循以下原则： （一）以岗位在企业的相对价值作为确定薪酬的主要依据； （二）薪酬水平以市场为导向； （三）薪酬要与岗位的重要性、工作的挑战难度、创造价值的贡献度相匹配， 以责任结果为导向，多贡献多回报，让人力资本的价值在收入分配中得到充分体现； （四）薪酬遵循"责任、风险、利益一致"的公平原则； 第一条 目的 为了充分发挥公司董事、高级管理人员的积极性，增强公司凝聚力，体现"责 任、风险、利益一致"的公平原则，特制订本薪酬管理办法。 （五）薪酬与公司长远利益相结合的原则，确保主营业 ...

Core Viewpoint - The article outlines the compensation management system for directors and senior management of Shengshi Technology Co., Ltd., aiming to establish an effective incentive and restraint mechanism to enhance management efficiency and align compensation with performance [1][3]. Group 1: General Principles - The compensation system applies to all directors, including independent and non-independent directors, as well as all senior management personnel [1]. - The determination of compensation follows principles of fairness and justice, linking basic salary to job value and market conditions, while performance-based pay is tied to individual performance and company economic benefits [1][3]. Group 2: Compensation Management Structure - The Compensation and Assessment Committee of the Board of Directors is responsible for drafting compensation plans, reviewing performance, and supervising the execution of compensation [3]. - Relevant departments, including Human Resources, Finance, and the Board Office, assist in the annual assessment and implementation of compensation plans [3]. Group 3: Compensation Plans - Independent directors receive an annual allowance of 72,000 RMB, paid monthly, while non-independent directors do not receive additional allowances [5][7]. - Senior management compensation consists of a basic salary and performance-based pay, with the basic salary determined by job responsibilities and industry standards [7]. - The company may implement long-term incentives such as restricted stock, options, or employee stock ownership plans for key personnel [7]. Group 4: Performance Assessment and Compensation Distribution - At the end of each fiscal year, the Compensation and Assessment Committee conducts annual evaluations and proposes the next year's compensation plan for Board approval [8]. - The shareholders' meeting decides on directors' compensation, while the Board decides on senior management compensation [8]. Group 5: Salary Adjustments - The compensation system is designed to adapt to the company's strategic needs and may be adjusted based on internal and external factors affecting the business environment [10]. - The Board may propose temporary adjustments to compensation standards in response to significant changes in the operating environment [10].