I. Principles of Implementation The principles for the formulation and implementation of the company's directors' and executives' compensation management plan are: the directors' and executives' compensation levels should be properly separated from the employees' compensation levels, and the directors' and executives' compensation should emphasize risks and responsibilities.
Two. Directors and senior management personnel shall be subject to annual salary system (annual salary income is pre-tax income). Salary is divided into three parts: basic annual salary, performance annual salary and special reward. Basic annual salary 1 is the basic salary for annual operation, which is determined according to reference factors such as company size and job responsibilities, and paid monthly at 60% of the annual salary standard; Performance-based annual salary is the embodiment of the annual operating benefit, which is linked to the operating results, work performance and contribution of directors and senior executives, and is assessed at 40% of the annual salary standard. As an additional reward for the excessive labor that has brought about a substantial increase in performance or made a significant contribution, the special reward is mainly based on the net profit attributable to the parent company in the consolidated statements of this year.
3. The annual salary coefficient of the chairman is 1, that of the vice chairman is 0.8, and that of other directors is 0.6; The annual salary coefficient of the general manager is 1.0, the annual salary coefficient of the executive deputy general manager is 0.9, and the annual salary coefficient of the deputy general manager and other senior executives is 0.6-0.9; The basic annual salary standard and the annual salary of the chairman are both RMB 600,000, of which 60% is paid monthly as the basic annual salary. The basic annual salary of the chairman is 1, and the basic annual salary levels of other directors and senior executives are determined according to their respective annual salary coefficients. The number of systems is determined according to the performance of directors and senior managers in that year. The basic annual salary level is dynamically adjusted according to the company's current operating conditions, price index and changes in the salary and level of the same category of labor market. The adjustment plan is proposed by the Remuneration and Assessment Committee and submitted to the Board of Directors for approval and implementation.
Four. Calculation of performance annual salary The performance annual salary is calculated and paid according to 40% of the annual salary standard of senior executives, and can be paid in part in advance every month according to the situation. The Company's Remuneration and Appraisal Committee shall conduct annual appraisal according to the Company's annual business objectives, performance balance cards and the performance of senior executives, and then issue them in one lump sum. The performance appraisal coefficient is 0.6-2.0.
Verb (abbreviation of verb) calculation of special reward Special reward shall be paid by the remuneration and appraisal committee of the company according to the excess net profit and related financial results achieved in the audited consolidated financial statements of the company in that year.
The method of salary and special performance appraisal agreed by senior executives shall be implemented after being submitted to the board of directors for approval in accordance with the principle of "one person, one discussion, one discussion".