Core Viewpoint - The company plans to implement a restricted stock incentive plan for 2025 to attract and retain talent, aligning the interests of shareholders, the company, and core team members for long-term development and sustainable growth [1][2]. Group 1: Assessment Objectives - The purpose of the assessment is to evaluate the performance of directors, senior management, and core personnel to ensure the smooth implementation of the incentive plan and promote the company's sustainable development [1]. Group 2: Assessment Principles - The evaluation must adhere to principles of fairness, openness, and impartiality, closely linking the incentive plan to the performance and contributions of the incentivized individuals to maximize overall company performance and shareholder interests [2]. Group 3: Assessment Scope - The assessment applies to all participants in the incentive plan, excluding independent directors and shareholders holding more than 5% of the company's shares [2]. Group 4: Assessment Organization - The assessment will be led and organized by designated leaders, who will also oversee the execution of the assessment results [2]. Group 5: Assessment Indicators and Standards - The performance assessment for the incentive plan will occur annually from 2025 to 2027, with specific performance targets set for each year to unlock the restricted stocks [3]. Group 6: Assessment Period and Frequency - Each accounting year during the incentive plan will have one assessment, with the previous year's performance being the basis for unlocking the restricted stocks [4]. Group 7: Assessment Procedures - The Human Resources Department will be responsible for the assessment work, compiling results into a performance report for the board of directors to determine unlocking qualifications and quantities [4]. Group 8: Management of Assessment Results - Assessed individuals have the right to know their results, and any disputes can be resolved through communication with the Human Resources Department or by appealing to the Compensation and Assessment Committee [4].