Dongxin Heping Technology Co., Ltd. Management System for Directors and Senior Management Remuneration (Reviewed and Approved by the 15th Meeting of the 8th Board of Directors)
Chapter 1 General Provisions
Article 1 To further establish and improve the company's incentive and restraint mechanisms, fully mobilize and leverage the enthusiasm and creativity of the company's directors and senior management, and enhance the company's operational management level, this system is specially formulated in accordance with the relevant provisions of the "Company Law of the People's Republic of China," the "Guiding Principles on Corporate Governance of Listed Companies," and other laws and regulations, as well as the company's actual situation.
Article 2 The scope of application of this system is as follows: (1) Directors: Refers to all directors of the company, including non-independent directors and independent directors; (2) Senior Management: Includes the General Manager, Deputy General Managers, Secretary of the Board of Directors, and Chief Financial Officer.
Article 3 The company's total salary determination mechanism follows the principles of efficiency orientation, strategic orientation, market-oriented reform direction, and technology innovation distribution orientation. The remuneration distribution for directors and senior management is reasonably determined by considering factors such as industry level, development strategy, and position value.
Article 4 The remuneration of the company's directors and senior management should be in line with market development, match the company's operating performance and individual performance, and be coordinated with the company's sustainable development. The determination of remuneration for the company's directors and senior management follows the following principles: (1) Adhere to the principle that the income level is commensurate with the company's operating performance and work objectives; (2) Adhere to the principle of market-oriented adaptation: the remuneration provided by the company is competitive compared to the income level of equivalent positions in the market; (3) Adhere to the principle of unifying remuneration payment with performance evaluation and rewards and punishments, and integrating incentives and restraints; (4) Adhere to the principle of combining short-term and long-term incentives; (5) Adhere to the principle of open, fair, and transparent remuneration standards.