第三条 体现个人薪酬与公司长远利益相结合的原则，提高公司品牌形象， 保证薪酬与公司持续健康发展的目标相符。 第二章 本制度适用的对象 第四条 本制度适用的对象包括： （一）公司董事长、董事（独立董事除外）； （二）公司总经理、副总经理、财务总监、董事会秘书以及公司章程认定 的其他高级管理人员。 青岛海泰新光科技股份有限公司董事和高级管理人员薪酬管理制度 青岛海泰新光科技股份有限公司 青岛海泰新光科技股份有限公司（以下简称"公司"）为激励董事、高级 管理人员诚信、勤勉地履行岗位职责，完善公司治理结构和激励约束机制，提 高公司的经营管理水平，有效调动公司董事、高级管理人员的工作积极性，保 障公司持续、稳定、健康的发展，结合公司实际，制定本制度。 第一章 薪酬制定原则 第一条 体现个人薪酬水平与公司业绩和工作目标、责任大小相结合的原 则，强化员工的目标责任意识，促进公司和部门的整体绩效提高。 第二条 体现按劳分配原则，促进持续不断的创新，保证薪酬与价值创造 和 贡献大小相符。 第三章 薪酬管理机构 第五条 公司董事会薪酬与考核委员会是对董事、高级管理人员进行薪酬 和考核管理的机构。薪酬与考核委员会对董事会负责，受董 ...

浙江华友钴业股份有限公司 第一章 总则 第一条 为规范浙江华友钴业股份有限公司（以下简称"公司"）董事和高 级管理人员的薪酬管理，建立科学有效的激励与约束机制，有效调动公司董事与 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》《证券 法》等有关法律、法规以及《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，包括内部董事、外部董事和独立董事。 （一）内部董事：是指与公司之间签订劳务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《上市公司独立董事管理办法》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。 第三条 适用本制度的高级管理人员包括总经理（本公司称总裁，下同）、 财务负责人（本公司称财务总监，下同）、董事会秘书、副总经理（本公司称副 总裁，下同）以及公司董事会聘任或确认的其他高级管理人员。 第四条 董事和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 公司稳定发展，同时符合市场价值规 ...

苏州光格科技股份有限公司 第一章 总则 第一条 为进一步完善公司董事、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，调动董事、高级管理人员的积极性和创造性，提高企业经营 效益和管理水平，确保公司发展战略目标的实现，根据国家法律、法规的规定及 《苏州光格科技股份有限公司章程》（以下简称"《公司章程》"），结合公司实际 情况，制定本制度。 第二条 本制度适用于公司章程规定的董事、高级管理人员。 第三条 公司董事和高级管理人员的薪酬结合公司经营情况、考核体系等实际 情况并参照行业薪酬水平，在保障股东利益、实现公司与管理层共同发展。 第五条 公司董事会薪酬与考核委员会是对公司董事和高级管理人员进行考核 以及初步确定薪酬方案的管理机构。 第四条 公司董事和高级管理人员薪酬分配遵循合法性、公平性、外部竞争性 和激励性原则。 第二章 管理机构 第六条 公司董事的薪酬方案须报经董事会同意后，提交股东会审议；高级管 理人员的年度薪酬方案须提交董事会审议。 第七条 公司人力资源部门、财务部门配合董事会薪酬与考核委员会进行公司 董事和高级管理人员薪酬方案的具体实施。 第三章 薪酬与考核制度 第八条 董事和高级管理人员薪酬 ...

Core Points - The article outlines the compensation management system for directors and senior management of Zhengde Medical Supplies Co., Ltd, aiming to establish an effective incentive and restraint mechanism to enhance operational efficiency [1][8] - The compensation management system is based on principles that align compensation structure with long-term company interests, correlate compensation levels with company size and performance, and match compensation with job responsibilities and individual performance [1][3] Summary by Sections General Principles - The system is designed to motivate directors and senior management, ensuring their work aligns with the company's long-term goals [1] - It applies to directors elected by the shareholders and senior management appointed by the board [1] Management Structure - The shareholders' meeting is responsible for reviewing the compensation plans for directors, while the board of directors reviews those for senior management [4] - The compensation and assessment committee of the board is tasked with establishing assessment standards and conducting annual evaluations [4][2] Compensation Composition - Independent directors and non-independent directors not holding other positions in the company receive a fixed director allowance, with no additional compensation or benefits [3] - Non-independent directors holding other positions receive compensation based on their role without additional director allowances [3] - Non-independent directors who are also senior management have a salary structure consisting of a base salary and performance bonuses linked to annual performance targets [3] Compensation Management and Distribution - Compensation is calculated based on actual tenure and performance for directors and senior management who change positions [4] - Directors and senior management, except for independent directors, are required to contribute to social insurance and housing funds [4] Salary Adjustment - The compensation system should support the company's strategic development and can be adjusted based on company performance and external conditions [7] - The board can approve temporary special rewards or penalties for specific matters as supplementary compensation [7] Supplementary Provisions - Any matters not covered by the system or inconsistent with relevant laws or company regulations will follow those regulations [8] - The board is responsible for interpreting the system, which takes effect upon approval by the shareholders' meeting [8]

Core Points - The document outlines the compensation management system for the board of directors and senior management of Wuxi Delinhai Environmental Technology Co., Ltd, aiming to establish an effective incentive and restraint mechanism to enhance work motivation and management efficiency [1][2]. Chapter Summaries Chapter 1: General Principles - The compensation for directors and senior management is based on the company's operational and management performance, integrating the completion of operational plans, responsibilities, and personal development [1]. - The principles of compensation distribution include transparency, alignment with company performance, long-term interests, and matching responsibilities with rights and benefits [1]. Chapter 2: Management Structure - The Compensation and Assessment Committee of the board is responsible for evaluating directors and senior management and initially determining compensation plans [2]. - Compensation plans for directors require board approval and must be submitted to the shareholders' meeting for review, while senior management's annual compensation plans are submitted to the board for approval [2]. Chapter 3: Compensation Composition and Standards - Independent directors receive a fixed monthly allowance approved by the shareholders' meeting, with no additional compensation or benefits [3]. - Non-independent directors receive compensation based on their other roles within the company, while senior management's compensation consists of a base salary, performance-based pay, and other benefits [3]. Chapter 4: Compensation Adjustment - The compensation system for directors and senior management should align with the company's strategic development and adjust according to changes in operational conditions [4]. - Factors influencing compensation adjustments include profitability, operational scale, personal role changes, organizational structure adjustments, industry salary trends, and inflation [4]. Chapter 5: Compensation Distribution - Independent directors' allowances are paid monthly, while the timing and method of payment for senior management and directors are determined by the company's payroll system [5]. - Compensation is calculated on a pre-tax basis, with deductions for personal income tax and social insurance [5]. - In cases of resignation or changes in position, compensation is calculated based on actual tenure and performance [5]. Chapter 6: Supplementary Provisions - Any matters not covered by this system will follow national laws, regulations, and the company's articles of association [6]. - The board of directors is responsible for interpreting this system, which takes effect upon approval by the shareholders' meeting [7].

Core Points - The company has established an internal incentive and restraint mechanism to enhance the work enthusiasm and creativity of directors and senior management, aiming to improve asset management efficiency and management level [2] - The compensation for directors and senior management is based on the company's scale and performance, considering the responsibilities and objectives associated with their roles [2] Compensation Standards and Structure - Non-independent directors receive a director's allowance, which is paid regularly without additional salary [2] - Independent directors receive an independent director's allowance, which is approved by the board and shareholders, and they are reimbursed for reasonable expenses incurred while performing their duties [2] - Senior management compensation consists of a basic salary and performance-based pay, with the basic salary determined by factors such as position value, responsibility, capability, and market salary trends [2] - Performance pay is linked to the company's quarterly, semi-annual, or annual performance targets [2] Compensation Distribution and Adjustment - The Compensation and Assessment Committee organizes and implements annual performance assessments for senior management based on the board-approved annual business plan [2] - Taxes and social insurance fees are deducted from the basic salary and performance bonuses according to national regulations [2] - Compensation adjustments are based on industry salary growth, inflation levels, company profitability, organizational changes, and individual role changes [2]

Core Points - The company aims to improve its incentive mechanism to enhance the work enthusiasm and creativity of its directors and senior management [1][2] - The remuneration and assessment committee of the board is responsible for setting assessment standards and remuneration policies for directors and senior management [1][2] - The remuneration plans for directors must be approved by the board and submitted to the shareholders' meeting for approval before implementation [1][2] Remuneration Structure - Independent directors receive a monthly allowance determined by the remuneration and assessment committee, subject to board and shareholder approval [1][2] - Senior management is on an annual salary system, which includes fixed and performance-based remuneration [2] - Fixed remuneration is paid monthly, while performance-based remuneration is distributed based on the completion of assessment indicators [2] Additional Provisions - Upon resignation or change of position, remuneration is calculated based on actual tenure and performance [2] - The company will stop payment of remuneration if directors or senior management voluntarily waive their rights [2] - All remuneration and allowances are subject to applicable taxes as per national regulations [2][3]

General Overview - The compensation management system for directors and senior management at Renzi Hang Network Technology Co., Ltd. aims to establish an incentive and restraint mechanism that aligns with modern corporate governance, ensuring reasonable compensation levels and payment methods [1][2] Applicable Personnel - The management system applies to all company directors, including independent and non-independent directors, as well as senior management personnel such as the general manager, deputy general managers, financial director, and board secretary [1][2] Compensation Structure - Directors' compensation includes independent director allowances, which are subject to approval by the board and shareholders. Non-independent directors do not receive additional compensation if they hold other positions within the company [2][3] - Senior management compensation is based on an annual salary system, which is linked to responsibilities, risks, personal capabilities, and operational performance. The salary consists of a base salary and a performance bonus [3][4] Compensation Payment - Directors' allowances are paid monthly, while senior management's base salary is also paid monthly, with performance bonuses distributed at the end of the fiscal year [4][5] - All compensation amounts are pre-tax, with deductions for personal income tax and social insurance contributions made by the company [4][5] Compensation Adjustment and Incentives - The board's compensation and assessment committee conducts annual evaluations of directors and senior management, proposing compensation plans for the following year [5][6] - The compensation system is designed to support the company's strategic goals and may be adjusted in response to significant changes in the external economic environment [5][6] Other Provisions - Any matters not covered by this system will be governed by relevant national laws, regulations, and the company's articles of association [6]

Core Viewpoint - The document outlines the compensation management system for directors and senior management at Beijing Haoliang Data Technology Co., Ltd, aiming to establish an effective incentive and restraint mechanism to enhance work motivation [1][2]. Group 1: General Principles - The compensation management system is designed to comply with relevant laws and regulations, including the Company Law of the People's Republic of China and the Corporate Governance Guidelines for Listed Companies [1]. - The system applies to all directors and senior management personnel, including the chairman, directors (including independent directors), general manager, deputy general managers, board secretary, and financial director [1]. Group 2: Management Structure - The shareholders' meeting is responsible for reviewing the compensation plans for directors, while the board of directors is responsible for reviewing the compensation plans for senior management [2]. Group 3: Compensation Structure - Directors' compensation includes fixed allowances for independent directors, which are subject to approval by the shareholders' meeting, and travel expenses incurred for attending meetings are covered by the company [2][3]. - Senior management compensation consists of a basic annual salary and performance bonuses, with the specific plan developed by the compensation and assessment committee and approved by the board [3]. Group 4: Compensation Distribution and Management - The compensation and assessment committee organizes and implements the annual performance assessment of senior management based on the approved annual business plan [4]. - Taxes and social insurance contributions are deducted from the basic salary and performance bonuses according to national regulations [4]. Group 5: Compensation Adjustment - Compensation can be adjusted based on industry salary levels, regional salary levels, inflation, and the company's actual operating conditions [6]. - The compensation and assessment committee can approve temporary special rewards or penalties for specific matters as a supplement to the compensation of directors and senior management [6]. Group 6: Additional Provisions - The document specifies that any matters not covered or inconsistent with relevant laws, regulations, or the company's articles of association will be executed according to those laws and regulations [6]. - The compensation and assessment committee is responsible for interpreting the document [6].

Core Points - The company aims to establish a scientific and effective incentive and restraint mechanism for the remuneration management of its directors and senior management to enhance operational efficiency [1] - The remuneration management principles include fairness, alignment of responsibilities and performance, long-term interests, and a balance of incentives and constraints [1][3] - The remuneration structure for directors and senior management consists of basic salary and performance bonuses, with specific criteria for evaluation and adjustment [2][5] Remuneration Structure - Non-independent directors receive remuneration based on their specific roles and responsibilities, while independent directors receive fixed allowances approved by the shareholders' meeting [2] - Senior management's remuneration is composed of basic salary and performance bonuses, with the basic salary determined by various factors including position, capability, and industry standards [2][5] - The remuneration and assessment committee is responsible for setting evaluation standards and proposing remuneration policies to the board [3] Performance Evaluation and Adjustment - The company can reduce or withhold performance bonuses for directors and senior management under certain circumstances, such as serious violations of company rules or causing significant economic losses [3] - Remuneration adjustments are based on market salary reports, inflation rates, company performance, and individual performance [5] - The company may implement stock incentive plans for long-term motivation of directors and senior management [5] Other Provisions - The remuneration management system must align with the company's development strategy and be adjusted according to operational changes [4][5] - The board of directors is responsible for interpreting and revising the remuneration management system, which takes effect after approval by the shareholders' meeting [7]