Chapter 1 General Principles
Article 1
To further improve the compensation system for directors and senior management of Beijing Wanji Technology Co., Ltd. (hereinafter referred to as "the Company"), and to fully motivate the work enthusiasm of the Company's directors and senior management, thereby enhancing the operational management efficiency of the Company, 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," "Code of Corporate Governance for Listed Companies," "Shenzhen Stock Exchange GEM Listing Rules," and other relevant laws, regulations, normative documents, and the provisions of the "Articles of Association of Beijing Wanji Technology Co., Ltd." (hereinafter referred to as "the Articles of Association").
Article 2
This system applies to the following personnel:
- All members of the Company's board of directors, including non-independent directors elected by the shareholders' meeting and employee representative directors elected by the employee representative assembly (collectively referred to as "non-independent directors") and independent directors.
- All senior management personnel employed by the Company, including the general manager, deputy general managers, technical director, financial director, board secretary, and other senior management personnel as stipulated in the Articles of Association.
Article 3
Total salary determination mechanism: The total salary refers to the total labor remuneration directly paid to all employees in monetary form within a certain period, including basic salary, performance salary, medium- and long-term incentive income, and various allowances and subsidies. The total salary for directors and senior management is included in the budget management. The compensation and assessment of directors and senior management are based on the Company's economic benefits, and comprehensive assessments are conducted according to the Company's annual business plan and the work objectives of senior management. The annual salary distribution for directors and senior management is determined based on the assessment results. The Company should reasonably determine the salary distribution ratio for directors, senior management, and ordinary employees, considering industry levels, development strategies, and job value, to promote salary distribution towards key positions, frontline production, and urgently needed high-level, high-skilled talents, thereby improving the salary level of ordinary employees.
Article 4
The management of director and senior management compensation should adhere to the following principles:
- The principle of income level matching the Company's scale and performance, while being consistent with external industry salary levels and market development.
- The principle of matching rights and responsibilities, where compensation corresponds to the value of the position, the size of responsibilities, and the Company's development strategy.
- The principle of coordination with the Company's long-term interests, aligning with the goals of sustainable and healthy development.
- The principle of balancing incentives and constraints, where compensation distribution is linked to assessments, rewards, and penalties.
- The principle of "assessment first, distribution later" for performance salary and medium- and long-term incentive income.