中国神华严格恪守《中华人民共和国劳动法》等相关法律法规，制定《薪酬管理办法》等管理制度，完善导向清晰、精准灵活、规范高效的市场化薪酬分配机制，充分发挥薪酬分配激励导向作用。
China Shenhua is fully committed to complying with the Labor Law of the PRC and all applicable regulations. The company has formulated management systems such as the Remuneration Management Measures, and continues to improve a market-oriented remuneration distribution mechanism that is clearly guided, precise and flexible, standardized and efficient, so as to fully leverage the incentive role of remuneration.
公司坚持效益效率导向，按照强化激励约束、合理拉开差距的原则，深化收入分配制度改革，优化收入分配结构，明确要求薪酬资源向关键技能岗位、高层次技能人才倾斜。公司已实现绩效考核和薪酬激励制度100%覆盖全体员工，包括高级管理人员、管理类职位职级员工、专业技术类职位职级员工等各序列全部员工。在高级管理人员考核方面，公司按照相关考核管理办法执行，主要考核经营业绩，高级管理人员个人业绩指标根据公司整体经营业绩目标按考核周期确定。在非高级管理人员方面，绩效工资根据部门及员工绩效考核结果确定，分为月度绩效工资、季度绩效工资、年度绩效工资。绩效工资由绩效工资基数、职位职级系数和考核系数确定。未来，公司将继续加大薪酬与单位业绩和个人考核结果挂钩力度，持续完善以岗位价值和业绩贡献决定薪酬的分配机制，发挥薪酬激励导向作用，激发企业人才活力。
The Company adheres to an effectiveness and efficiency-oriented approach. In line with the principles of strengthening incentives and guidance and reasonably widening salary gap, the Company has deepened the reform of its income distribution policy, optimized its remuneration structure, and clearly required remuneration to be tilted toward key skilled positions and high-level skilled talents. The Company has achieved 100% coverage of its performance appraisal and performance-based incentive pay structure for all employees, including senior executives, management-track employees, professionals and technical-track employees, and employees across all other positions. For senior executives, performance appraisal is conducted in accordance with the Company’s relevant appraisal management measures, with a focus on operating performance. Individual performance indicators for senior executives are determined based on the Company’s overall operating performance targets and the applicable appraisal cycle. For employees in management, professional and technical tracks, performance-based pay is determined based on departmental and individual performance appraisal results, and consists of monthly, quarterly and annual performance-based pay. Performance-based pay is determined by the performance pay base, position and grade coefficient, and appraisal coefficient. Looking ahead, the Company will continue to strengthen the linkage between remuneration and company operating performance as well as individual appraisal results. It will further improve its remuneration distribution mechanism based on position value and performance contribution, enhance the incentive role of remuneration, and stimulate the vitality of its talent pool.
