Xinjiang North Road & Bridge Group Co., Ltd. Management System for Director and Senior Management Remuneration
Chapter 1 General Provisions
Article 1 To further standardize the remuneration management of directors and senior management of Xinjiang North Road & Bridge Group Co., Ltd. (hereinafter referred to as the "Company"), establish a scientific and effective incentive and restraint mechanism, and improve the corporate governance and remuneration distribution system, this system is formulated in accordance with the "Company Law of the People's Republic of China," "Securities Law of the People's Republic of China," "Corporate Governance Guidelines for Listed Companies," "Administrative Measures for Independent Directors of Listed Companies," and the "Articles of Association," as well as other laws, regulations, and normative documents.
Article 2 This system applies to the Company's directors (including independent directors, non-independent directors, and external non-independent directors) and senior management personnel (referring to the Company's General Manager, Deputy General Managers, Financial Controller, Board Secretary, Chief Engineer, Chief Economist, and other personnel identified by the Board as senior management personnel).
Article 3 The remuneration management of the Company's directors and senior management personnel shall adhere to the following principles: (1) Adherence to strategic goal orientation. Scientifically and reasonably design the remuneration system to promote the implementation of the Company's strategic plan and achieve comprehensive and sustainable development; (2) Adherence to market-oriented direction. Remuneration levels shall be benchmarked against industry and provincial state-owned enterprises, be consistent with the enterprise's functional positioning, and match job responsibilities, establishing a differentiated remuneration distribution system; (3) Unification of incentives and restraints. Remuneration levels shall be commensurate with operational responsibilities, operational risks, and safety management responsibilities, and be aligned with the results of the Company's operational performance evaluation; (4) Coordinated development. Remuneration growth shall be coordinated with the wage growth of ordinary employees, promoting the formation of a scientific and reasonable income distribution relationship; (5) Complementary remuneration system with standardized welfare benefits to comprehensively regulate income distribution management.