Zhongyi Fropes Golden Material Technology Co., Ltd. Compensation and Performance Management System
Zhongyi Fropes Golden Material Technology Co., Ltd. Compensation Management System for Directors and Senior Management (April 2026)
Chapter 1 General Provisions
Article 1 To standardize the compensation management of directors and senior management of Zhongyi Fropes Golden Material Technology Co., Ltd. (hereinafter referred to as the "Company"), establish a scientific and effective incentive and restraint mechanism, fully mobilize the work enthusiasm of the Company's directors and senior management, improve the Company's operational and management efficiency, and in accordance with the "Company Law of the People's Republic of China," the "Guidelines for Corporate Governance of Listed Companies," the "Administrative Measures for Independent Directors of Listed Companies," and other relevant laws, regulations, and the "Articles of Association," combined with the Company's actual situation, this Compensation Management System is hereby formulated.
Article 2 This system applies to all directors of the Company and senior management as defined in the "Articles of Association."
Article 3 The Company's compensation system adheres to the following principles: (1) Principle of balancing incentives and restraints: Compensation levels shall be matched with the Company's operating performance, individual performance, and risk responsibilities, strengthening responsibility restraint and preventing short-term behavior while fully mobilizing the enthusiasm of management personnel. (2) Principle of market-based adaptation: The Company's compensation levels shall be benchmarked against market standards for the same industry and positions, possessing reasonable market competitiveness. (3) Principle of integration with the Company's long-term development: The overall compensation level shall be coordinated and compatible with the Company's sustainable development strategy. (4) Principle of fairness and justice: Compensation gaps shall be reasonably determined based on position value, responsibility weight, and contribution size, reflecting the unity of responsibility, power, benefit, and work objectives. (5) Principle of compliance: Strictly abide by national laws, regulations, regulatory provisions, and the "Articles of Association," standardize compensation decision-making, calculation, distribution, and information disclosure processes, ensuring that compensation management is legal and compliant.