Chapter 1 General Principles
Article 1 Purpose
To improve the compensation management system for directors and senior management of Beijing Jinyi Cultural Development Co., Ltd. (hereinafter referred to as "the Company"), fully mobilizing their enthusiasm and enhancing management levels, this system is formulated in accordance with the Company Law, the Code of Corporate Governance for Listed Companies, and other laws and regulations, as well as the Company’s Articles of Association.
Article 2 Applicability
This system applies to all directors and senior management of the Company.
Article 3 Principles of Formulation
- Performance-Oriented Principle: The compensation for non-independent directors and senior management should correspond to their operational responsibilities and risks, closely linked to performance assessments, with salary increases tied to performance improvements and vice versa, fully motivating directors and senior management.
- Market Competitiveness Principle: The compensation for directors and senior management should benchmark against market standards, promoting corporate reform and development, strengthening their responsibilities, and enhancing the vitality of the Company.
- Efficiency First, Fairness Considered Principle: The growth of compensation for non-independent directors and senior management should be coordinated with the Company’s economic benefits and employee wage growth.