青岛鼎信通讯股份有限公司 董事会薪酬与考核委员会工作细则 第一章 总则 第一条 为了进一步建立健全青岛鼎信通讯股份有限公司(下称"公司")董 事及高级管理人员的考核和薪酬管理制度，完善公司治理结构，根据《中华人 民共和国公司法》《青岛鼎信通讯股份有限公司章程》(下称《公司章程》)及 其他有关法律、行政法规、部门规章和规范性文件规定，公司特设立董事会薪 酬与考核委员会（下称"薪酬与考核委员会"），并制定本细则。 第二条 薪酬与考核委员会是董事会下设的专门工作机构，主要负责制定 公司董事及高级管理人员的考核标准并进行考核；负责制定、审查公司董事及 高级管理人员的薪酬政策与方案，对董事会负责。薪酬与考核委员会根据《公 司章程》的规定和本细则的职责范围履行职责，不受公司其他部门或个人的干 预。 第二章 人员组成 第三条 薪酬与考核委员会成员由 3 名董事组成，独立董事应在委员会成员 中占多数。 第四条 薪酬与考核委员会委员及主任委员由董事长、1/2 以上独立董事或 者全体董事的 1/3 以上提名，并由董事会选举产生。 第五条 薪酬与考核委员会设主任委员一名，由独立董事委员担任，负责 主持委员会工作。 第六条 薪酬与考 ...

证券代码：300905 证券简称：宝丽迪 公告编号：2025-047 苏州宝丽迪材料科技股份有限公司 本公司及董事会全体成员保证信息披露内容的真实、准确和完整，没有虚假 记载、误导性陈述或重大遗漏。 苏州宝丽迪材料科技股份有限公司（以下简称"公司"）第三届董事会第十 次会议决定于2025年9月1日（星期一）召开公司2025年第一次临时股东会，现将 本次会议有关事项通知如下： 一、召开会议的基本情况 本次股东会。本次股东会的召开符合有关法律、行政法规、部门规章、规范性文 件和《公司章程》等的规定。 会议召开时间：2025年9月1日（星期一）下午14:00 网络投票时间： 通过深圳证券交易所交易系统进行网络投票的具体时间为：2025年9月1日上 午9：15-9：25，9：30-11：30，下午13：00-15：00； 通过深圳证券交易所互联网投票系统投票的具体时间为：2025年9月1日上午 开。 现场投票:股东本人出席本次会议现场会议或者通过授权委托书委托他人出 席现场会议； 网络投票:本次股东会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 ...

上海翔港包装科技股份有限公司 董事会薪酬与考核委员会议事规则 （2025 年 8 月修订） 第一章 总 则 第一条 为进一步建立健全上海翔港包装科技股份有限公司（以下简称"公 司"或"本公司"）董事及高级管理人员的考核和薪酬管理制度，完善公司治理 结构，根据《中华人民共和国公司法》（以下简称"《公司法》"）、《上海翔 港包装科技股份有限公司章程》（以下简称"《公司章程》"）等有关规定，公 司特设立董事会薪酬与考核委员会（以下简称"薪酬与考核委员会"），并制定 本规则。 第四条 薪酬与考核委员会由三名董事组成，其中独立董事应当过半数。委 员由董事长、二分之一以上独立董事或全体董事的三分之一提名，并由董事会会 议选举产生。 第五条 薪酬与考核委员会设主任委员（召集人）一名，由独立董事委员担 任。主任委员在委员内选举，并报请董事会批准产生。 薪酬与考核委员会召集人负责召集和主持薪酬与考核委员会会议，当委员会 召集人不能或无法履行职责时，由其指定一名其他委员代行其职权；委员会召集 人既不履行职责，也不指定其他委员代行其职责时，由公司董事会指定一名委员 履行薪酬与考核委员会召集人职责。 第六条 薪酬与考核委员会委员任期 ...

General Principles - The company establishes a Compensation and Assessment Committee to improve the management system for the assessment and compensation of directors and senior management, in accordance with relevant laws and regulations [1][2] - The committee is responsible for formulating assessment standards and procedures for directors and senior management, as well as reviewing their compensation plans [1][3] Composition of the Committee - The committee consists entirely of external directors, with independent directors making up more than half and serving as the convener [2][3] - The committee members are nominated by the chairman or a majority of independent directors and elected by the board [2] Responsibilities and Authority - The committee is tasked with developing assessment standards, reviewing compensation mechanisms, and making recommendations on various matters including compensation and incentive plans [3][4] - The board has the authority to reject any compensation plans that may harm shareholder interests [3] Decision-Making Procedures - The committee's working group prepares necessary materials for decision-making, including financial indicators and performance evaluations [5][6] - The assessment process involves self-evaluations by directors and senior management, followed by performance evaluations conducted by the committee [5][6] Meeting Rules - Meetings must be announced three days in advance, and a quorum requires attendance from at least two-thirds of the members [8][9] - Decisions are made by a majority vote, and various voting methods are allowed [8][9] Confidentiality and Record-Keeping - Members are obligated to maintain confidentiality regarding meeting discussions and decisions [9] - Meeting records must be kept for at least ten years, with signatures from attending members [9][10] Implementation and Amendments - The rules take effect upon approval by the board and are subject to amendments in accordance with national laws and regulations [10]

Group 1 - The company establishes a remuneration management system to enhance talent development and governance structure [1] - The Remuneration Committee is responsible for evaluating the performance of directors and senior management, as well as formulating and reviewing remuneration policies [1][2] - The committee consists of three directors, with a majority being independent directors [2] Group 2 - The term of the Remuneration Committee aligns with that of the board, and members can be re-elected [2] - Independent directors must attend meetings in person or provide written opinions if unable to attend [2] - The committee has the authority to propose remuneration standards and incentive plans for directors and senior management [3] Group 3 - The committee's decision-making process involves preparation by relevant departments, including financial indicators and performance evaluations [3][4] - The committee can hire external consultants for professional advice if necessary [4] - Decisions made by the committee must be reported to the board for approval [5] Group 4 - Meetings require a two-thirds quorum of committee members to proceed [5] - Each member has one vote, and decisions must be approved by a majority [5] - Confidentiality is mandatory for all committee members regarding meeting discussions and decisions [5]

Group 1: Investor Relations Activities - The company participated in the online collective reception day for listed companies in Hubei on June 12, 2025, from 14:00 to 16:40 [2] - The event was conducted remotely via the investor relations interactive platform [2] - Key company representatives included CEO Zhang Quan, CFO Peng Gang, and Secretary of the Board Cao Zheng [2] Group 2: Project and Resource Development - The company is actively seeking quality resource project investment opportunities nationwide [3] - There are currently no plans to collaborate with popular IPs like labubu for the Muxin Valley project [3] - The company has not initiated any employee stock incentive plans [3] Group 3: Financial Management and Asset Valuation - The company conducts annual asset impairment testing and engages professional evaluation agencies to ensure accurate financial reporting [4][5] - The company adheres to the Shenzhen Stock Exchange's regulations and accounting standards regarding asset impairment [5] - There are no plans for significant impairment provisions this year; results will be disclosed in the year-end report [4] Group 4: Marketing and Product Development - The company is enhancing its marketing strategies through innovative promotions and sales models, including cross-industry activities and self-media operations [3] - New immersive experiences have been introduced at the Hainan Monkey Island Park to cater to family audiences [3] - The company aims to improve operational efficiency and brand reputation through technology innovation and quality service [3] Group 5: Safety and Insurance Measures - All projects under the company have purchased property and accident insurance covering facilities, staff, and visitors [5] - The company emphasizes safety measures in its operations to ensure visitor security [5] Group 6: Future Growth and Investment Potential - The company possesses significant growth potential in tourism transportation and scenic area operations, with opportunities for both upgrading existing projects and developing new ones [5] - There are currently no plans for share buybacks by major shareholders [5]

韩践、郭景豪／文 薪酬体系深度绑定人才招聘与保留、员工激励与发展以及组织稳定和成本管控，是企业战略执行的重要 抓手。人工智能（AI）时代的薪酬管理正经历深刻变革。 2025年，组织咨询公司光辉国际（KornFerry）发布的报告显示，AI在薪酬管理中的应用主要集中于三 大领域：薪酬沟通与透明度、外部薪酬标杆对比以及职位与技能架构。目前，22%的组织已在前两个领 域应用AI，21%的组织应用于职位技能架构。尽管实际应用率仍较低（9%—22%），但大多数组织已 将AI纳入未来战略：66%的组织考虑用于预测性分析，公平性与一致性（15%已用、62%考虑中）及薪 酬绩效关联（14%已用、57%考虑中）展现出强劲潜力。当前，虽然个性化应用的采用率仅为9%，但仍 有57%的组织在规划中。整体来看，AI的应用正成为薪酬管理未来发展的重要方向。 面向未来，我们期待AI驱动的薪酬管理不仅仅是后台管理体系的一部分，更是成为连接人力资源管 理、组织战略和业务发展的智能枢纽。在薪酬管理变革的前夜，我们试图围绕AI时代薪酬管理的几个 重要话题展开探讨。 薪酬数据与薪酬分析 在信息时代，薪酬系统的数据主要由员工数据库和工资单构成，这些也 ...

3月28日，#兴业银行董监高带头降薪超300万#获网友关注。 根据年报显示，去年，兴业银行全体董事、监事和高级管理人员实际获得的报酬合计为1632.66万 元，较2023年的1941.98万元减少了309.32万元。 其中，董事长吕家进报告期内的税前报酬/津贴总额为161.40万元，较2023年的168.31万元减少了 6.91万元；副董事长、行长陈信健减少了6.52万元；降幅较大的诸如监事、首席风险官赖富荣的薪 酬从2023年的367.46万元降至2024年的157.86万元。 去年，兴业银行通过扩大集中采购范围、统筹分支机构运营费用管理等举措合理控制一般性、日 常性开支，业务及管理费同比下降0.65%，其中，职工薪酬收缩了1700万元。 此外经董事会审议，兴业银行计划每股分红1.06元，分红占归属净利润30.17%，首次超过30%， 连续15年提升。值得一提的是，与年报同时发布的还有《关于2025年度估值提升计划的公告》， 该公告提到，2025年将择机启动中期分红工作，增加分红频次。 近期，随着年报的披露，金融行业的薪酬情况备受市场关注。3月26日，"招商银行人均薪酬降至 60万元以内"冲上微博热搜。3月 ...