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 ...

（1）现场会议召开时间：2025年9月11日（星期四）14:30。 证券代码：300927 证券简称：江天化学 公告编号：2025-038 南通江天化学股份有限公司 本公司及董事会全体成员保证信息披露的内容真实、准确、完整，没有虚假记 载、误导性陈述或重大遗漏。 一、召开会议的基本情况 召开本次股东会，会议召集程序符合《公司法》《深圳证券交易所创业板股票上市规则》 等有关法律、行政法规、部门规章、规范性文件及《公司章程》的规定。 （2）网络投票时间：通过深圳证券交易所（以下简称"深交所"）交易系统进行 网络投票的具体时间为：2025年9月11日9:15至9:25，9:30至11:30，13:00至15:00。通 过深圳证券交易所互联网投票系统进行投票的具体时间为：2025年9月11日9:15至15:00 期间的任意时间。 （1）现场表决：包括本人出席及通过填写授权委托书授权他人出席。 （2）网络投票：公司将通过深圳证券交易所交易系统和互联网投票系统 （http://wltp.cninfo.com.cn）向全体股东提供网络形式的投票平台，公司股东可以 在网络投票时间内通过上述系统行使表决权。 公司股东只能选择现 ...

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 Points - The document outlines the compensation management system for the board of directors and senior management of Jiangsu Jinling Sports Equipment Co., Ltd, aiming to enhance the incentive and restraint mechanism for operators, maintain the stability of the core management team, and improve the company's operational management level [1][2] Compensation Management Principles - The compensation system is designed to reflect the value of each position, align responsibilities, authority, contributions, and benefits, link compensation levels to company goals and performance, and emphasize both incentives and constraints [5][6] Compensation Structure - The compensation for directors and senior management consists of a basic salary and performance-based salary, with the performance salary being tied to the company's annual performance and assessed by the board's compensation and assessment committee [6][8] Compensation Distribution - Salaries for directors and senior management are distributed according to the company's internal salary distribution system, with independent director allowances paid monthly following shareholder approval [4][7] Salary Adjustment Criteria - Salary adjustments are based on industry salary growth, inflation levels, company profitability, organizational structure changes, and individual position changes [7][8]

Core Points - The article outlines the compensation management system for directors and senior management at Xiamen Yanjing New Materials Co., Ltd, aiming to establish an effective incentive and restraint mechanism to enhance work motivation and improve management efficiency [1][2] Group 1: Compensation Principles - The compensation system adheres to principles of fairness, alignment of responsibilities and rights, long-term development, and a balance between incentives and constraints [3][4] - The performance evaluation system is overseen by the general manager, the compensation and evaluation committee, and the board of directors [2][3] Group 2: Performance Evaluation and Compensation Structure - Compensation consists of a basic salary and performance rewards, with the basic salary determined by factors such as position, responsibility, capability, and market salary trends [2][3] - Performance rewards are based on the achievement of annual operational targets and individual work goals, with the total amount and distribution determined by the compensation and evaluation committee [3][4] Group 3: Adjustments and Incentives - The compensation system is designed to support the company's business strategy and will be adjusted according to changes in the company's operational status [4][5] - The company may implement stock incentive plans and other incentive schemes to motivate directors and senior management to improve performance and achieve operational targets [5]

Core Points - The article outlines the compensation management system for the board of directors and senior management of Jiangsu Aipeng Medical Technology Co., Ltd, aiming to enhance the incentive and restraint mechanism for operators, maintain the stability of the core management team, and improve the company's operational management level [2][4]. Group 1: General Principles - The compensation system is designed to reflect the value of each position, aligning responsibilities, powers, contributions, and benefits [2]. - Compensation levels are linked to the company's goals and performance [2]. - The system emphasizes performance assessment standards and processes [2]. - The principles of incentive and restraint are balanced, ensuring equal rewards and penalties [2]. 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 [3]. - The Compensation and Assessment Committee of the board, under its authorization, is responsible for setting compensation standards and conducting annual assessments of directors and senior management [3]. Group 3: Compensation Standards - Non-independent directors' compensation is determined based on their specific roles and contributions to the company [4]. - Independent directors receive a stipend determined by the shareholders' meeting, with reasonable expenses covered by the company [4]. - Senior management's compensation consists of a basic salary and performance-based pay, with the latter linked to the company's annual performance [4]. Group 4: Compensation Adjustment - The compensation system is designed to serve the company's operational strategy and will be adjusted according to changes in the company's operational status [6]. - Adjustments to compensation are based on industry salary increases, inflation levels, and the company's profitability [6][8].

Core Viewpoint - The company establishes a comprehensive compensation management system for its directors and senior management to enhance work motivation and improve operational efficiency, aligning compensation with company performance and market standards [1][2]. Group 1: Compensation Principles - Compensation for directors and senior management is linked to company performance, ensuring stable development while adhering to market value principles [1]. - The compensation structure reflects the company's scale and performance, aligning with external compensation levels [1]. - The system emphasizes the balance of incentives and constraints, linking compensation to performance evaluations and rewards [1]. Group 2: Management Structure - The company has a Compensation and Assessment Committee under the board of directors responsible for setting evaluation standards and compensation mechanisms for directors and senior management [2]. - Relevant departments, including human resources and finance, collaborate with the Compensation and Assessment Committee for the implementation of compensation plans [2]. - Compensation plans for senior management require board approval, while director compensation is subject to shareholder approval [2]. Group 3: Compensation Composition and Standards - Independent directors receive a fixed annual allowance of 100,000 yuan, with no additional compensation or benefits [3]. - Compensation for directors and senior management consists of monthly salaries and annual performance bonuses, which are awarded based on performance evaluations [3]. Group 4: Compensation Distribution - Independent directors' allowances are paid quarterly, while salaries for directors and senior management are paid monthly, with performance bonuses distributed according to the assessment cycle [3]. - All compensation is pre-tax income, with the company responsible for withholding personal income tax [3]. - Performance bonuses for departing directors and senior management are calculated based on their actual tenure and performance [3]. Group 5: Compensation Adjustment - The compensation system is designed to adapt to the company's operational strategy and changing business conditions [5]. - Adjustments are based on industry salary trends, inflation rates, company profitability, strategic changes, and individual role changes [5]. - The board may establish special rewards or penalties for specific matters as supplementary compensation for directors and senior management [5]. Group 6: Miscellaneous Provisions - Any matters not covered by this system will follow relevant laws, regulations, and the company's articles of association [6]. - The board of directors is responsible for interpreting this system [6]. - This system becomes effective upon approval by the shareholders' meeting [6].

Core Points - The company has established a compensation management system for its directors and senior management to enhance motivation and accountability [1][2] - The compensation system is designed to be competitive, reflecting the value of each position, and linked to the company's annual performance [1][3] - The compensation structure includes basic salary and performance bonuses, with the latter tied to annual performance results [2][3] Group 1: Principles of Compensation - The compensation system follows principles of competitiveness, alignment with job value, and integration with company performance [1][2] - It emphasizes a balance between short-term and long-term incentives, ensuring that rewards are linked to performance assessments [1][3] - The system also incorporates a principle of accountability, where compensation is tied to both rewards and penalties [1][2] Group 2: Compensation Structure and Management - The compensation and assessment committee is responsible for determining and reviewing the compensation standards for directors and senior management [2][3] - Directors' compensation is based on their specific roles and contributions, while independent directors receive fixed allowances approved by the shareholders [2][3] - The performance bonuses for senior management are based on annual performance evaluations, with payouts contingent on achieving set targets [3][4] Group 3: Payment and Adjustments - The timing and method of salary payments for directors and senior management are governed by the company's wage distribution policies [3][4] - The company reserves the right to reduce or withhold compensation in cases of misconduct or significant violations of regulations [4][5] - The compensation system is adaptable, allowing for adjustments based on market conditions and the company's operational needs [4][6]

General Principles - The compensation management system aims to enhance the incentive and restraint mechanisms for the company's directors and senior management, aligning with national laws and the company's actual situation [1] - The system applies to directors, general managers, deputy general managers, financial officers, and board secretaries [1] - The compensation committee is responsible for formulating and supervising the compensation plans for directors and senior management [1] Compensation Structure - The compensation system follows several principles, including competitiveness, position-based pay, performance linkage, a combination of short-term and long-term incentives, and a balance of incentives and constraints [1] - Directors' compensation is determined based on their specific roles and company performance, with no separate director allowances for those holding management positions [2] - Independent and external directors receive allowances as determined by the shareholders' meeting [2] Senior Management Compensation - Senior management compensation consists of a basic annual salary and performance-based rewards [2] - The basic salary is determined by factors such as position, responsibility, capability, and market salary trends, paid monthly [2] - Performance rewards are based on annual operational goals and individual performance assessments conducted by the compensation committee [2] Payment and Deductions - Compensation for directors and senior management is pre-tax, with deductions for personal income tax, social insurance, and other applicable fees [3] - The compensation does not include stock incentive plans or employee stock ownership plans [4] - Upon resignation or term changes, compensation is calculated based on actual tenure and performance [4] Compliance and Amendments - The compensation system requires approval from the board and shareholders for implementation and modifications [4] - Any violations of laws or company regulations by directors or senior management may result in penalties, including salary deductions or termination [4]