Shuangqiang Technology Co., Ltd.
Remuneration Management Measures for Directors and Senior Management
Chapter 1 General Principles
Article 1 In order to further improve the remuneration management of directors and senior management of Shuangqiang Technology Co., Ltd. (hereinafter referred to as "the Company"), establish a scientific and effective incentive and restraint mechanism, effectively motivate the enthusiasm and creativity of the Company's directors and senior management, and enhance the operational management efficiency of the Company, these measures are formulated in accordance with the relevant provisions of the "Company Law of the People's Republic of China" (hereinafter referred to as "Company Law"), the "Securities Law of the People's Republic of China" (hereinafter referred to as "Securities Law"), the "Listing Rules of the Shenzhen Stock Exchange," the "Corporate Governance Guidelines for Listed Companies," and other laws, regulations, normative documents, as well as the "Articles of Association of Shuangqiang Technology Co., Ltd." (hereinafter referred to as "Articles of Association").
Article 2 These measures apply to the directors and senior management of the Company.
Article 3 The remuneration of the Company's directors and senior management shall adhere to the following principles:
(1) The income level shall match the Company's scale, operational objectives, and performance;
(2) Responsibilities, rights, and interests shall be balanced, and remuneration shall correspond to the value of the position and the extent of responsibilities undertaken;
(3) It shall align with the long-term interests and sustainable healthy development goals of the Company;
(4) Emphasis shall be placed on both incentives and constraints, with equal rewards and penalties, and remuneration based on performance.
Chapter 2 Management Institutions
Article 4 The Remuneration and Assessment Committee of the Board of Directors shall formulate the remuneration plans for directors and senior management annually based on the Company's remuneration management system, clarifying the basis for determining remuneration and its specific components. The remuneration plan for directors shall be reviewed and approved by the shareholders' meeting and disclosed. When the Board of Directors or the Remuneration and Assessment Committee evaluates individual directors or discusses their remuneration, the concerned director shall abstain from voting. The remuneration plan for senior management shall be approved by the Board of Directors, explained to the shareholders' meeting, and fully disclosed.
Article 5 The performance evaluation of directors and senior management shall be organized by the Remuneration and Assessment Committee, and the Company may entrust a third party to conduct the performance evaluation. The evaluation of independent directors' performance shall be conducted through self-evaluation and mutual evaluation. The Company's human resources department, finance department, and the Board of Directors' office shall cooperate with the Remuneration and Assessment Committee to specifically organize and implement these measures and complete the corresponding information disclosure work.
Chapter 3 Standards and Distribution of Remuneration
Article 6 The Company shall determine different annual remuneration standards based on the identity and nature of work of directors and senior management, as well as the responsibilities, risks, and pressures they undertake:
(1) Non-independent directors (including employee representative directors); remuneration shall be received according to the specific responsibilities undertaken by non-independent directors in the Company, based on the Company's annual remuneration plan and performance indicators achieved.
(2) Independent directors: The Company shall implement a fixed allowance system for independent directors, with the allowance standard reviewed by the shareholders' meeting and distributed annually after approval.
(3) Senior management: Remuneration shall be received based on the specific operational management positions held by senior management in the Company, after assessment according to the Company's relevant annual remuneration plan.