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 ...

Core Points - The company aims to enhance the management level and operational efficiency of its board members and senior management through a well-defined incentive and restraint mechanism [1] - The compensation structure for directors and senior management is based on company size, performance, and industry standards [1][2] - The compensation standards for directors and senior management are subject to approval by the board and shareholders [2][3] Compensation Standards and Structure - Directors not working full-time for the company do not receive salaries but have their normal work expenses covered by the company [2] - Full-time directors and senior management receive a fixed salary and performance-based pay, with the fixed salary adjusted annually [2][3] - Independent directors receive allowances and have their work-related expenses covered by the company [2] Performance Assessment and Payment - The company establishes work plans and targets for directors and senior management at the beginning of the fiscal year [3] - Fixed salaries are paid monthly, while performance-based pay is distributed after the fiscal year based on performance evaluations [3] - A performance assessment committee evaluates the performance of directors and senior management at the end of the fiscal year to determine their performance-based pay [3] Principles of Compensation - Compensation levels should align with the company's size and performance [4] - Compensation is linked to performance, combining incentives and constraints [4] - The compensation standards are designed to be open, fair, and transparent [4] Additional Provisions - The compensation for departing directors and senior management is calculated based on their actual tenure and performance [3] - The company will adhere to relevant laws and regulations in case of any discrepancies in the compensation system [5] - The board is responsible for interpreting the compensation system, which takes effect upon approval by the board and shareholders [5]

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]

Core Viewpoint - The company aims to establish a scientific and effective compensation management system for its directors and senior management to enhance work motivation and improve operational efficiency [1] Group 1: Compensation Management Principles - Compensation for directors and senior management should be linked to the company's performance and market value, ensuring fairness and alignment with external compensation levels [1] - The principles guiding compensation determination include fairness, alignment of responsibilities and rights, long-term development, and a balance between 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 authorized to develop compensation plans for directors and senior management [2] Group 3: Compensation Standards and Adjustments - Independent directors receive a fixed allowance of 100,000 yuan per year, with no additional compensation or social security benefits [2] - Senior management's compensation consists of basic and performance-based pay, evaluated based on their specific roles and the company's annual performance [2][4] - Compensation adjustments are based on industry salary growth, inflation levels, and the company's profitability [2][4] Group 4: Compensation Distribution - The approval process for compensation involves calculating pay from the date of appointment and withholding personal income tax [5] - Performance-based pay may be reduced or withheld if significant losses occur due to poor decision-making or violations of company regulations [5] Group 5: Additional Provisions - Any matters not covered by the compensation management system will follow national laws and regulations, as well as the company's articles of association [5] - The board of directors is responsible for interpreting the compensation management system, which takes effect upon approval by the shareholders' meeting [5]

Core Points - The purpose of the remuneration management system is to enhance the motivation of directors and senior management, reflecting the principle of "responsibility, risk, and interest alignment" [2] - The remuneration system applies to directors and senior management as defined in the company's articles of association [2] - The remuneration and performance assessment principles are based on the company's economic benefits, with a comprehensive evaluation according to the annual business plan and individual work objectives [2][3] Summary by Sections Chapter 1: General Principles - The remuneration for directors and senior management consists of basic salary and performance-based rewards, with distribution based on the relative value of the position, market orientation, and alignment with long-term company interests [2] Chapter 2: Management Structure - The shareholders' meeting determines the remuneration for directors, while the board of directors decides on the remuneration for senior management [3] - The remuneration and assessment committee is responsible for drafting, supervising, and implementing the remuneration management system [3] Chapter 3: Composition and Standards of Remuneration - The remuneration is structured as an annual salary, which includes basic salary, performance salary, and long-term incentive income [3][4] - Basic salary is determined by factors such as position value, responsibility, capability, and market salary trends [4] - Performance salary is based on the company's economic performance and the efficiency and quality of senior management in achieving their work objectives [4][5] Chapter 4: Approval and Payment of Remuneration - Basic salary is paid monthly, calculated as the annual salary divided by 12 [5] - Performance salary is determined based on comprehensive evaluations conducted by the remuneration and assessment committee [5][6] Chapter 5: Assessment and Implementation Procedures - Directors and senior management must establish work objectives and plans at the beginning of the fiscal year, signing responsibility agreements [6] - The remuneration and assessment committee evaluates the performance of senior management based on these agreements and adjusts them if necessary due to significant changes in external conditions [6][7] Chapter 6: Supplementary Provisions - The remuneration management system is drafted by the remuneration and assessment committee and takes effect after approval by the shareholders' meeting [7]

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].