Management Measures for the Remuneration of Directors and Senior Management of Beijing Konstar Instrument Technology Co., Ltd.
These management measures (revised in March 2026) are formulated to standardize the establishment of an incentive and constraint mechanism that aligns with modern corporate systems and matches responsibilities and rights. They aim to reasonably determine the remuneration levels and payment methods for the company's directors and senior management, ensuring they fulfill their respective duties effectively and improve management efficiency, thereby promoting the company's healthy, sustainable, and stable development. This is based on relevant laws and regulations such as the Company Law and the Guidelines for the Governance of Listed Companies, as well as the company's actual situation.
Article 1
These measures apply to the following personnel:
- Directors, including the chairman, non-independent directors, independent directors, and employee representative directors;
- Senior management, including the general manager, deputy general managers, board secretary, financial director, and other senior management personnel;
- Other personnel deemed applicable by the company's remuneration and assessment committee.
The term "remuneration for directors and senior management" refers to the corresponding compensation received for performing their duties as directors and senior management in the company. The company may implement a special remuneration decision mechanism for "highly skilled and scarce" leading talents and other top-tier scarce technical talents, which is not linked to the company's operating performance.
Article 2
The company's remuneration management follows these principles:
- Reflecting income levels that match the company's scale and performance, while aligning with external remuneration levels;
- Ensuring that remuneration corresponds to the value of the position and the responsibilities undertaken, and matches individual performance;
- Aligning with the company's long-term interests and goals for sustainable and healthy development;
- Balancing incentives and constraints, with remuneration linked to assessments and rewards and penalties.
Article 3
The total salary budget for directors and senior management is managed by the company. The total salary for directors and senior management is determined based on the previous year's total salary, combined with the company's operating performance, individual performance, and future development plans.