Meeting Information - The company will hold its first extraordinary general meeting of shareholders in 2025 on September 15, 2025, at 15:00 [1] - The meeting will combine on-site voting and online voting through the Shenzhen Stock Exchange trading system [2] Voting Rights - Shareholders registered by the close of trading on September 8, 2025, are entitled to attend the meeting and vote [2] - Shareholders can only choose one voting method: either on-site or online voting [2] Agenda Items - The meeting will review the proposal regarding the completion of fundraising projects and the permanent allocation of surplus funds to working capital [4][11] Registration and Attendance - Shareholders must complete registration procedures by presenting required documents, including identification and authorization letters for proxies [5][6] - Registration must be completed by 17:00 on September 12, 2025 [9] Online Voting Process - Detailed procedures for online voting will be provided, allowing shareholders to express their voting opinions on proposals [7] - Shareholders must authenticate their identity to participate in online voting [7]

Core Points - The company establishes a Compensation and Assessment Committee to enhance the management of director and senior management compensation and assessment [1] - The committee is responsible for formulating assessment standards and reviewing compensation policies for directors and senior management [2][3] Group 1: Committee Structure - The Compensation and Assessment Committee consists of more than three directors, with a majority being independent directors [2] - The committee elects a chairperson from among the independent directors to lead its activities [2] - The term of committee members aligns with that of the directors, and they can be re-elected [2] Group 2: Responsibilities - The committee is tasked with developing assessment standards for directors and senior management and reviewing their compensation policies [3] - It must propose recommendations to the board regarding the compensation of directors and senior management, as well as any changes to incentive plans [3][4] Group 3: Meeting Procedures - Meetings of the committee require at least two-thirds of members to be present for decisions to be made [5] - The committee can hold meetings via various communication methods, including phone and video conferencing [5][6] - Meeting records must be kept, and all attendees are bound by confidentiality regarding the discussed matters [7]

证券代码：688426 证券简称：康为世纪 公告编号：2025-033 江苏康为世纪生物科技股份有限公司 本公司董事会及全体董事保证公告内容不存在任何虚假记载、误导性陈述或 者重大遗漏，并对其内容的真实性、准确性和完整性依法承担法律责任。 重要内容提示： ? 股东大会召开日期：2025年9月15日 ? 本次股东大会采用的网络投票系统：上海证券交易所股东大会网络投票 系统 一、 召开会议的基本情况 （一） 股东大会类型和届次 （二） 股东大会召集人：董事会 （三） 投票方式：本次股东大会所采用的表决方式是现场投票和网络投票相结 合的方式 （四） 现场会议召开的日期、时间和地点 召开日期时间：2025 年 9 月 15 日 14 点 40 分 召开地点：江苏省泰州市医药高新区泽兰路 18 号江苏康为世纪生物科技股 份有限公司 2 楼会议室 （五） 网络投票的系统、起止日期和投票时间。 网络投票系统：上海证券交易所股东大会网络投票系统 二、 会议审议事项 本次股东大会审议议案及投票股东类型 投票股东类型 序号 议案名称 网络投票起止时间：自2025 年 9 月 15 日 至2025 年 9 月 15 日 采用上海证 ...

Core Points - The establishment of the Compensation and Assessment Committee aims to improve the governance structure of the company and enhance the assessment and compensation management system for directors and senior management [1][2] - The committee is responsible for formulating assessment standards and compensation policies for directors and senior management, and it reports directly to the board of directors [1][2] Composition - The committee consists of three directors, with a majority being independent directors [2] - The chairman of the committee is an independent director, elected by the committee members and approved by the board [2] Responsibilities and Authority - The committee's main responsibilities include developing compensation plans based on the roles and responsibilities of directors and senior management, reviewing their performance, and supervising the execution of the compensation system [8][9] - The committee proposes recommendations to the board regarding the compensation of directors and senior management, as well as any changes to incentive plans [9][10] Decision-Making Procedures - The committee is required to meet at least once a year, with meetings announced three days in advance, unless all members agree to waive this notice [13][14] - Decisions require the presence of at least two-thirds of the committee members and must be approved by a majority [14][15] Meeting Regulations - Meetings can include company directors and senior management as needed, and the committee may hire external consultants for professional advice [17][18] - All members and related personnel have confidentiality obligations regarding the matters discussed in meetings [22] Miscellaneous - The working rules of the committee will be implemented upon approval by the board and will be revised in accordance with national laws and regulations if necessary [23][24]

宁波旭升集团股份有限公司 董事会薪酬与考核委员会实施细则 宁波旭升集团股份有限公司 董事会薪酬与考核委员会实施细则 （2025 年 8 月修订） 第一章 总 则 第四条 薪酬与考核委员会成员由三名董事组成，其中独立董事应当过半数。 第五条 薪酬与考核委员会委员由董事长、二分之一以上独立董事或者全体董事的 三分之一提名,并由董事会选举产生。 第六条 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,负责 主持委员会工作；主任委员通过在委员内选举,并报请董事会批准后产生。 第七条 薪酬与考核委员会任期与董事会任期一致,委员任期届满,连选可以连任。 期间如有委员不再担任公司董事职务,自动失去委员资格,并由委员会根据上述第四至 第六条规定补足委员人数。 第一条 为进一步建立健全公司董事（非独立董事）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》、 《上市公司治理准则》、 《宁 波旭升集团股份有限公司章程》（以下简称"公司章程"）及其他有关规定,公司特设立 董事会薪酬与考核委员会,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委员会,对董事会负责，向董事会报 ...

General Principles - The purpose of the remuneration management system is to enhance the motivation of directors and senior management, improve operational management, and promote sustainable development of the company [1] - The remuneration management system applies to directors, the president, the board secretary, the CFO, and other senior management recognized by the board [1] - The principles guiding the remuneration of directors and senior management include competitiveness, performance orientation, and strategic alignment [1][2] Remuneration and Incentives - Directors' remuneration is determined based on their management positions within the company, while non-executive directors may receive allowances approved by the shareholders' meeting [2] - Senior management remuneration consists of basic annual salary, performance-based pay, strategic goal pay, and special work goal pay [2] - Incentives for directors and senior management include employee stock ownership, stock options, and restricted stock, with specific plans determined according to relevant laws and regulations [2] Performance Evaluation Procedures - The remuneration and assessment committee of the board is responsible for evaluating the performance of directors and senior management [4] - The human resources and finance departments will assist in implementing the remuneration plans based on the established evaluation criteria and procedures [4] - Adjustments to performance evaluation indicators may be made in response to significant changes in the operating environment during the year [4][5] Implementation and Amendments - The remuneration management system will take effect upon approval by the shareholders' meeting, with the board authorized to interpret the provisions [5] - Any amendments to the system will be made in accordance with relevant laws and regulations, subject to approval by the shareholders' meeting [5]

Core Points - The establishment of the Compensation and Assessment Committee aims to enhance the management of compensation and assessment for directors and senior management, improving corporate governance structure [1][3] - The committee is responsible for formulating and reviewing compensation policies and assessment standards for directors and senior management, reporting directly to the board of directors [2][3] Group 1: Committee Composition - The Compensation and Assessment Committee consists of three directors, with a majority being independent directors [2] - The committee's chairperson is an independent director, nominated by the chairman or a majority of independent directors [2] Group 2: Responsibilities and Authority - The committee's main responsibilities include formulating and reviewing compensation policies, assessing performance, and supervising the execution of the compensation system [3][4] - The committee must present its recommendations on compensation and incentive plans to the board, which must document any non-acceptance of the committee's suggestions [3][4] Group 3: Meeting Procedures - The committee can convene meetings as needed, with a requirement for at least half of the members to be present for decisions to be valid [7][8] - Meeting notifications must be sent at least three days in advance, unless there is an urgent need for a meeting [7][10] Group 4: Documentation and Confidentiality - Meeting records must include details such as date, attendees, agenda, and voting results, and must be signed by attendees [12][28] - All committee members have a confidentiality obligation regarding the matters discussed in meetings [12][31]

Core Points - The article outlines the rules for the Compensation and Assessment Committee of Baotailong New Materials Co., Ltd, aimed at improving the management of compensation and assessment for directors and senior management [1][2] - The committee is responsible for establishing assessment standards, reviewing compensation policies, and making recommendations to the board [1][3] Group 1: General Provisions - The Compensation and Assessment Committee is established to enhance the governance structure of the company [1] - The committee consists of three directors, with a majority being independent directors [2] Group 2: Responsibilities and Authority - The committee is tasked with formulating assessment standards for directors and senior management, as well as reviewing compensation mechanisms [3][4] - Recommendations made by the committee regarding compensation must be approved by the board and submitted for shareholder review [3] Group 3: Decision-Making Procedures - The committee must prepare relevant materials and coordinate with departments before making decisions [4][5] - The committee is required to hold at least one meeting annually, with a quorum of two-thirds of members present [5][6] Group 4: Meeting Regulations - Meetings must be documented, and records should be kept for a minimum of ten years [6][8] - The committee has the authority to invite other directors and senior management to meetings when necessary [6]

Core Points - The document outlines the establishment and operational guidelines of the Compensation and Assessment Committee of Yijing Photovoltaic Technology Co., Ltd, aimed at enhancing corporate governance and ensuring the healthy development of the company [1][2] - The committee is responsible for formulating compensation policies and assessment standards for directors and senior management, and it reports directly to the board of directors [1][3] Group 1: General Provisions - The committee is established to improve the compensation management system for directors and senior management, aligning with industry trends and talent market conditions [1] - The committee consists of three directors, including at least two independent directors, ensuring a majority of independent oversight [2] Group 2: Responsibilities and Authority - The committee is tasked with developing assessment standards, reviewing compensation plans, and making recommendations on various compensation-related matters to the board [3][4] - The board has the authority to reject any compensation plans that may harm shareholder interests, ensuring alignment with shareholder value [3] Group 3: Decision-Making Procedures - The committee's working group is responsible for preparing necessary materials for decision-making, including financial indicators and performance evaluations of directors and senior management [4][5] - The committee must hold meetings with a quorum of two-thirds of its members present, and decisions require a majority vote [5][6] Group 4: Meeting Rules - Meetings are convened by the chairperson, who must notify members three days in advance, although emergency meetings can be held with fewer notifications [5][6] - All meeting proceedings must be documented, and members are bound by confidentiality regarding the discussed matters [6]

Core Points - The article outlines the establishment and operational guidelines of the Compensation and Assessment Committee of Furan De Co., Ltd, aimed at enhancing the management of compensation and assessment for directors and senior management [1][2] - The committee is responsible for formulating assessment standards, reviewing compensation policies, and making recommendations to the board regarding various compensation-related matters [1][4] Group 1: General Provisions - The Compensation and Assessment Committee is a specialized body under the board of directors, responsible for assessing directors and senior management [1] - The committee must document any recommendations not fully adopted by the board, including reasons for non-adoption [2] Group 2: Composition of the Committee - The committee consists of three directors, with a majority being independent directors [3] - The chairperson of the committee is an independent director, elected by the committee members and approved by the board [3] Group 3: Responsibilities and Authority - The committee's main responsibilities include developing compensation plans based on management roles, conducting annual performance evaluations, and overseeing the execution of the compensation system [4][5] - Any compensation plans proposed by the committee must be approved by the board and subsequently submitted for shareholder approval [5] Group 4: Decision-Making Procedures - The board office is responsible for preparing materials for the committee's decision-making, including financial and operational performance indicators [6] - The committee evaluates directors and senior management based on performance standards and proposes compensation amounts for board approval [6] Group 5: Meeting Rules - The committee holds regular meetings at least once a year and can convene additional meetings as needed [7] - A quorum for meetings requires the presence of at least two-thirds of the committee members [8]