过去几年，"雷军拿99亿奖励""威马年亏82亿创始人年薪12亿""揭秘贝壳高管的4亿天价薪酬"等词条都相继上过热搜。而理想汽车这一次也不例 外。 2025年5月6日，"李想年薪6.39亿"的相关话题冲上微博热搜。但随后理想汽车澄清，李想实际到手薪酬仅266万元，6.36亿元是会计规则下的期权 激励费用，且目前行权需倒贴2.3亿元。 2025年初，一个"全国人均储蓄超10万元，你达标了吗"的词条冲上热搜。 根据央行发布的金融数据：2024年年底，中国住户存款余额达151万亿元，对应14亿的人口总数，中国人均存款余额为10.7万元左右。值得注意的 是，这是中国人均存款额首次超过10万元。 在当前社会财富分配问题备受关注的背景下，每逢企业高管的天价薪酬被曝光，总能触动公众敏感的神经，引发广泛的社会讨论和情绪共鸣。 尽管李想的年薪听起来已经是一个天价数字，但这其实还不是打工人的天花板。在汽车圈，更令人震惊的是埃隆·马斯克（Elon Musk）560亿美元 的天价薪酬方案，这是近年来最具争议的薪酬事件。 在汽车圈，高管的薪酬体系差异悬殊，有人年薪百万已是天花板，但也有人却可以做到日赚百万。但也有人认为，那些动辄上亿的股 ...

Core Viewpoint - The report highlights the significant disparity in executive compensation within the automotive industry, particularly focusing on Li Xiang, CEO of Li Auto, whose reported "annual salary" of 639 million yuan has sparked industry discussions regarding high equity incentives and compensation structures [1][2]. Group 1: Li Auto Executive Compensation - Li Xiang's reported salary consists of a base salary of 2.665 million yuan and an equity incentive triggered by achieving a delivery target of 500,000 vehicles, amounting to over 636 million yuan [1]. - Li Auto clarified that the 639 million yuan figure is an accounting expense under U.S. GAAP and does not reflect actual earnings, as Li Xiang would need to pay 29.26 USD per ADS to realize the incentive, resulting in a potential loss of 32 million USD (approximately 230 million yuan) if executed at current stock prices [1]. - Over the past three years, Li Xiang's base salary has increased from 1.566 million yuan in 2022 to 2.665 million yuan in 2024, indicating a gradual upward trend [5]. Group 2: Industry-Wide Compensation Trends - The high equity incentive model is prevalent among new automotive enterprises, with executives often receiving lower fixed salaries compared to their core management teams [2][6]. - For instance, in 2024, Ma Donghui's salary was 40.274 million yuan, with 61% attributed to equity incentives, while Li Tie's salary was 39.16 million yuan, with 88% from incentives [6]. - This compensation structure reflects the challenges faced by new car manufacturers, which are under pressure from high capital investments and extended profitability cycles, leading to a focus on aligning management incentives with long-term company value [6]. Group 3: Traditional Automotive Companies - Traditional automotive companies tend to adopt more conservative compensation strategies, with examples such as Geely's CEO receiving 32.01 million yuan while the founder's salary was only 376,000 yuan [7]. - In contrast to new car manufacturers, traditional firms often see executive salaries surpassing those of founders, indicating a separation of ownership and management [7]. - Some traditional companies also implement equity incentive models, as seen with BYD's executive vice president earning 16.83 million yuan, with over 60% from equity incentives [8]. Group 4: Differences in Compensation Structures - The differences in compensation strategies between new and traditional automotive companies reflect their strategic positioning and development models, with new firms favoring high equity incentives to drive rapid growth [9]. - Traditional companies utilize a mixed compensation structure of cash and equity to ensure stability and control operational risks, showcasing a differentiated governance strategy based on their respective development stages [9].

洛阳科创新材料股份有限公司 投资者关系活动记录表 本公司及董事会全体成员保证公告内容的真实、准确和完整，没有虚假 记载、误导性陈述或者重大遗漏，并对其内容的真实性、准确性和完整性承 担个别及连带法律责任。 一、 投资者关系活动类别 □特定对象调研 证券代码：833580 证券简称：科创新材 公告编号：2025-035 √业绩说明会 □媒体采访 □现场参观 □新闻发布会 □分析师会议 □路演活动 □其他 二、 投资者关系活动情况 活动时间：2025 年 4 月 29 日 15：00-17:00 活动地点：全景网"投资者关系互动平台"（https://ir.p5w.net/） 参会单位及人员：通过网络方式参与公司 2024 年年度报告业绩说明会的投 资者。 董事会 问题 1：蔚总好，看到您公司年报中高管薪酬结合往年的薪酬金额，目前 在北交所整体水平中算是比较低的。这种薪酬水平是否会影响公司高管团队稳 定性以及工作积极性？对此您有什么调整规划吗？ 回复：尊敬的投资者您好，感谢您对我司的关注。 1.董事、监事和高级管理人员报酬的决策程序：在公司担任具体管理职 务的董事、监事和高级管理人员，根据其在公司的具体任职岗位领 ...

Core Viewpoint - The executive compensation structure of Weilon Co., Ltd. has drawn attention as it reflects the company's governance and performance alignment, with the highest salary reaching 1.57 million yuan and a net profit growth of 11.56% [2][6] Compensation Structure - The total compensation for 11 directors and executives amounts to 7.30 million yuan, with an average salary of 667,600 yuan and a median salary of 725,300 yuan [2][6] - The chairman and non-independent director, Fan Qingwei, earns the highest salary of 1.57 million yuan, which includes allowances, performance bonuses, and stock incentives, with a shareholding ratio of 45.6% [4][6] - The salary gap between key positions reflects a "key position high incentive" principle, with the marketing director earning the lowest at 460,900 yuan [4][5] Performance and Salary Correlation - The average age of the executive team is 49 years, with a positive correlation between salary levels and years of experience [5][6] - The total executive compensation increased from 6.70 million yuan in 2022 to 7.30 million yuan in 2024, an increase of 601,800 yuan, which is lower than the compound growth rate of net profit at 11.56% [7] - Performance-based compensation has risen to 40%, linking executive earnings to long-term performance goals [7] Financial Performance - Weilon Co., Ltd. reported a revenue of 578 million yuan, a year-on-year increase of 1.45%, and a net profit of 131 million yuan, a growth of 11.56% [6][8] - The basic earnings per share reached 0.61 yuan, reflecting a 15.09% increase year-on-year [6] Industry Context - The average executive compensation at Weilon Co., Ltd. is positioned in the middle of the manufacturing sector, with competitors like Fangzheng Valve and Chao Da Valve having average salaries of 550,000 yuan and 480,000 yuan, respectively [7] - The company faces challenges in balancing cost control and talent retention, with a turnover rate of 18.7% among R&D personnel, higher than the industry average of 15% [8] Strategic Outlook - The company emphasizes internal growth over capital operations, as indicated by the stable stock price increase of 2.14% from 9.49 yuan to 9.69 yuan [8] - The chairman's recent stock purchase reflects confidence in long-term value, with over 30% of his compensation linked to stock incentives [8]