Announcement on the Remuneration Plan for Directors and Senior Management in 2026
This company and all members of the board of directors guarantee the truthfulness, accuracy, and completeness of the information disclosed, without false records, misleading statements, or major omissions.
Ningbo Yibin Electronic Technology Co., Ltd. (hereinafter referred to as the "Company") deliberated and approved the "Proposal on the Remuneration Plan for Directors in 2026" and the "Proposal on the Remuneration Plan for Senior Management in 2026" at the third meeting of the Fourth Board of Directors held on April 13, 2026. Based on the company's operating scale, business plan, and industry standards, to fully mobilize the enthusiasm and creativity of directors and senior management, and to improve the company's operational management level and promote high-quality, sustainable development, the remuneration plan for directors and senior management in 2026 is formulated as follows:
I. Validity Period
January 1, 2026, to December 31, 2026.
II. Remuneration for Board Members
(I) Independent Directors
In 2026, the allowance for independent directors will be 84,000 RMB per year (pre-tax).
(II) Non-independent Directors
- Non-independent directors who concurrently serve as senior management personnel will not receive director's allowances; their remuneration will be executed according to the senior management plan.
- Non-independent directors who do not hold any positions in the company will not receive remuneration or director's allowances, but reasonable expenses required for performing their duties will be borne by the company.
- The remuneration of non-independent directors shall consist of basic salary, performance bonuses, allowances, benefits, and long-term incentive income. Basic salary will be determined based on industry salary levels, job responsibilities, and performance, and paid monthly; performance bonuses will be determined based on individual performance appraisals, company goal achievement, and other comprehensive assessment results, and paid according to the assessment cycle. The proportion of performance bonuses shall, in principle, not be less than fifty percent of the total remuneration of basic salary and performance bonuses.