格林美股份有限公司 第一章 总 则 第一条 为进一步建立健全格林美股份有限公司（以下简称"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》等法律、法规、规范性文件和《格 林美股份有限公司章程》（以下简称"《公司章程》"）的规定，公司董事会设立薪 酬与考核委员会，并制定本工作细则。 第二条 董事会薪酬与考核委员会是董事会设立的专门工作机构，主要职责为： （一）研究董事与高级管理人员考核的标准，进行考核并提出建议； （二）研究和审查董事、高级管理人员的薪酬政策与方案。 第三条 本工作细则所称董事是指在公司领取薪酬的董事，高级管理人员是指 董事会聘任的总经理、副总经理、董事会秘书、财务总监及经董事会聘任的其他高 级管理人员。 第二章 薪酬与考核委员会的组成 第四条 薪酬与考核委员会成员由三名董事组成，其中独立董事两名。 第五条 薪酬与考核委员会委员（以下简称"委员"）由董事长、过半数独立董 事或者全体董事的三分之一以上提名，并由董事会选举产生。 第九条 薪酬与考核委员会负责制定董事、高级管理人员的考核标准并进行考 核，制定、审查董 ...

深圳市沃特新材料股份有限公司 董事会薪酬与考核委员会工作细则 第一章 总 则 第一条 为明确深圳市沃特新材料股份有限公司（以下简称"公司"）薪酬 与考核委员会（以下简称"委员会"）的职责，提高工作效率，确保科学决策，根 据《公司法》《证券法》《上市公司治理准则》《深圳证券交易所股票上市规则》 《深圳证券交易所上市公司自律监管指引第 1 号——主板上市公司规范运作》等 有关法律法规及《深圳市沃特新材料股份有限公司章程》（以下简称"《公司章 程》"）的有关规定，制定本细则。 第二条 薪酬与考核委员会是公司董事会下设的专门机构，主要负责制定 公司董事和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 级管理人员薪酬标准，确定公司薪酬政策与方案，对董事会负责。 第二章 委员会组织机构 第三条 委员会由三人组成，其中独立董事应当过半数。委员候选人由董 事长、二分之一的独立董事、三分之一的董事提名，由董事会全体董事过半数选 举产生。 第四条 委员会设主任委员一人，主任委员由独立董事担任，由委员会全 体委员过半数产生。董事会秘书处负责做好委员会决策的前期准备工作，提供公 司有关方面的资料。 第五条 主任委员负责 ...

Core Points - The establishment of the Compensation and Assessment Committee aims to enhance the management of compensation and assessment for directors and senior management, in accordance with relevant laws and regulations [1][2] - The committee is responsible for formulating assessment standards and compensation policies for directors and senior management, and it reports to the board of directors [1][2] Structure and Composition - The Compensation and Assessment Committee consists of three directors, with independent directors holding a majority and serving as the convener [4] - The committee's term aligns with that of the board of directors, and members can be re-elected [5] Responsibilities and Authority - The committee is tasked with developing assessment standards and compensation policies for directors and senior management, and it must provide recommendations on various matters, including compensation plans and stock incentive programs [9][10] - If the board does not fully adopt the committee's recommendations, the reasons must be documented and disclosed [3] Decision-Making Procedures - The committee's working group is responsible for preparing necessary materials for decision-making, including financial indicators and performance evaluations [11][12] - The evaluation process involves self-assessment by directors and senior management, followed by performance evaluations conducted by the committee [12][13] Meeting Procedures - The committee meets as needed, with a requirement for two-thirds of members to be present for decisions to be valid [13][14] - Decisions are made through voting, and minutes of the meetings must be accurately recorded and signed by attendees [20][21] Additional Provisions - The committee may hire external consultants for professional advice, with costs covered by the company [5] - The rules and procedures outlined in the document are subject to relevant laws and regulations, and the board of directors holds the authority for interpretation [23][24]

Core Points - The document outlines the implementation rules for the remuneration and assessment committee of Guanghui Logistics Co., Ltd, aiming to enhance the governance structure and management of executive compensation [1][2][4] - The remuneration and assessment committee is responsible for establishing assessment standards for directors and senior management, as well as reviewing and formulating compensation policies [1][4][5] Group 1: Committee Structure - The remuneration and assessment committee consists of three directors, with a majority being independent directors [2] - The committee is chaired by an independent director, elected by the committee members [2] - The term of the committee aligns with that of the board of directors, allowing for re-election [2] Group 2: Responsibilities and Authority - The committee is tasked with developing assessment standards and compensation policies for directors and senior management, including stock incentive plans and other related matters [4][5] - Any compensation plans proposed by the committee must be approved by the board and submitted for shareholder review before implementation [5][6] - The board has the authority to reject any compensation plans that may harm shareholder interests [5] Group 3: Assessment Procedures - The human resources department is responsible for preparing necessary materials for the committee's decision-making process [6][7] - The assessment process includes self-evaluation by directors and senior management, followed by performance evaluations conducted by the committee [7][8] - The committee proposes compensation amounts and reward methods based on performance evaluation results, which are then submitted to the board for approval [7][8] Group 4: Meeting Rules - Meetings of the committee can be convened by the chair or upon the proposal of two committee members, and can be held in person or via communication methods [8][10] - A quorum of two-thirds of the committee members is required for meetings, and decisions must be approved by a majority [10][11] - The committee may invite directors and senior management to attend meetings when necessary [11][12]

General Principles - The purpose of the working rules is to improve the corporate governance structure and establish a sound assessment and compensation management system for directors and senior management, in accordance with relevant laws and regulations [1] - The Compensation and Assessment Committee is a specialized working body established by the Board of Directors and is accountable to the Board [1] Composition of the Committee - The Compensation and Assessment Committee should consist of three to five directors, with independent directors making up the majority [2] - The committee members are nominated by the chairman, more than half of the independent directors, or one-third of all directors, and are elected and appointed by the Board [2] - The committee has a chairperson who is an independent director, responsible for leading the committee's work [2] Responsibilities and Authority - The main responsibilities include researching and reviewing assessment standards for directors and senior management, and proposing recommendations [3] - The committee is responsible for reviewing and examining the compensation policies and plans for directors and senior management, ensuring transparency in the compensation process [3] - The committee supervises the execution of the compensation system and ensures that no director participates in determining their own compensation [3] Meeting Procedures - The human resources department provides necessary materials for the committee's reference, including financial indicators and performance evaluations [4] - The committee evaluates directors and senior management based on performance standards and discusses compensation amounts and reward methods [4] - Meetings require the presence of at least two-thirds of the committee members and can be held in various formats, including in-person or via telecommunication [5][6] Confidentiality and Documentation - Meeting records must be kept, and the opinions of attending members should be documented [7] - Members attending the meetings are bound by confidentiality obligations and must not disclose any related information [7] Implementation and Effectiveness - The working rules will take effect upon the listing of the company's H shares on the Hong Kong Stock Exchange, and the previous rules will automatically become invalid [8]