Core Points - The company aims to enhance the compensation incentive and restraint mechanism for its directors and senior management to improve operational management efficiency [1] - The compensation system applies to independent directors, non-independent directors, and senior management [1][2] - The principles guiding the compensation system include linking actual income levels to company performance, aligning compensation with long-term development, and ensuring transparency [3][4] Compensation Management Structure - The shareholders' meeting determines the director's allowance plan, while the board of directors approves the compensation plan for senior management [1][2] - The compensation and assessment committee of the board is responsible for evaluating directors (excluding independent directors) [2] Compensation Standards and Distribution - Independent directors receive an annual allowance of 60,000 RMB (before tax), paid once every 12 months [2] - Non-independent directors do not receive additional allowances beyond their salaries [2] - Senior management's compensation is based on their specific roles and the company's performance assessment methods [2] Compensation Adjustment - The compensation system should adapt to the company's operational strategy and changing business conditions [4] - Adjustments are based on industry salary increases, inflation levels, company profitability, and organizational changes [4] Additional Provisions - The company reserves the right to terminate the position and reclaim allowances or performance bonuses if directors or senior management violate laws or company regulations [3][4] - The compensation system is subject to approval by the shareholders' meeting and can be modified accordingly [5]