Montnets Cloud Technology Group Co.Ltd(002123)
2022 stock option incentive plan
Implementation of assessment management measures
In order to standardize the implementation of the stock option incentive plan of Montnets Cloud Technology Group Co.Ltd(002123) (hereinafter referred to as “the company”) in 2022, in accordance with the company law of the people’s Republic of China, the securities law of the people’s Republic of China, the measures for the administration of equity incentive of listed companies, the self regulatory guide No. 1 for listed companies of Shenzhen Stock Exchange – business handling and other relevant laws and regulations The administrative measures for the implementation and assessment of the stock option incentive plan in 2022 (hereinafter referred to as the “measures”) is hereby formulated in accordance with the provisions of the normative documents and the articles of association of Montnets Cloud Technology Group Co.Ltd(002123) .
1、 Assessment purpose
1. Advocate a value creation oriented performance culture and establish a benefit sharing and restraint mechanism between shareholders and management team.
2. Encourage the creation of sustainable value and ensure the long-term and steady development of the enterprise.
3. Attract and retain excellent management talents and business backbone.
4. Encourage and reward business innovation and change spirit to enhance the competitiveness of the company.
2、 Assessment principle
The assessment and evaluation must adhere to the principles of fairness, openness and fairness, and evaluate in strict accordance with these measures and the performance of the assessment objects, so as to realize the close combination of the equity incentive plan with the work performance and contribution of the incentive objects, so as to improve the management performance and maximize the interests of the company and all shareholders.
3、 Assessment object
The measures are applicable to all incentive objects determined in the incentive plan.
4、 Assessment organization and executing agency
1. The remuneration and assessment committee under the board of directors of the company is responsible for leading, organizing and reviewing various assessment work specified in these measures.
2. The human resources department of the company is responsible for the specific implementation of the assessment. The human resources department, the finance department and other relevant departments of the company are responsible for the collection and provision of relevant assessment data, and are responsible for the authenticity and reliability of the data. 3. The board of directors of the company is responsible for the examination and approval of these measures.
5、 Assessment period and times
1. Assessment period: the fiscal year before the incentive object exercises its rights.
2. Assessment times: once a year during the period of stock option incentive plan.
6、 Performance evaluation indicators and standards
(I) company level performance indicators
The company level performance index is Montnets Cloud Technology Group Co.Ltd(002123) operating revenue growth rate.
(II) performance appraisal indicators at individual level
Individual performance appraisal shall be organized and implemented on the basis of the company’s performance appraisal and in accordance with the relevant provisions of the company’s current salary and appraisal.
7、 Assessment method and content
(I) assessment requirements
1. Company level performance assessment requirements
The exercise assessment year of stock options granted in the incentive plan is two fiscal years from 2022 to 2023, and the performance assessment is carried out annually. The company level performance assessment score (x) is determined according to the assessment index score, and the company level exercise proportion (m) of the current year is determined according to the company level performance assessment score (x).
The performance assessment requirements of each year are shown in the table below:
Score of exercise (x): 0 points, 60 points, 80 points, 100 points. Performance evaluation indicators shall be arranged
50% in 2022, the company’s operating revenue is lower than that of 2020 a ＜ 49.8% ≤ a ＜ 66.4% 66.4% ≤ a ＜ 83% a ≥ 83%, and the annual growth rate is not less than 83% (a)
50% in 2023, the company’s operating revenue is less than 69% compared with 2020 a, 69% ≤ a < 92%, 92% ≤ a < 115%, a ≥ 115%, and the annual growth rate is not less than 115% (a)
The score of the company’s operating income growth rate (a) in each assessment year is (x), and the company level exercise proportion (m) corresponding to the company level performance assessment score (x) is shown in the following table:
Company performance assessment score (x) interval company level exercise proportion (m)
X = 0 point 0
X = 60 points 60%
X = 80 points 80%
X = 100 points 100%
2. Performance appraisal requirements at individual level
(1) Assessment content
The assessment includes three aspects: work attitude, work ability and work performance, focusing on the work performance of the current year.
① Working attitude: mainly assess the initiative, sense of responsibility, discipline and other aspects.
② Working ability: mainly assess the application and exertion of business and technical level and operation skills; For the heads of departments, we should also focus on assessing their ability to control the overall situation and deal with problems.
③ Work performance: mainly assess the performance of post responsibilities and the quantity, quality and efficiency of completed work tasks. Take the annual objectives and annual key work objectives at the overall level of the company and department as the main assessment elements.
(2) Assessment method
Combined with the annual work objectives and quantitative assessment indicators of posts, the method of step-by-step assessment and grade assessment is adopted for the three dimensions of the holder’s work attitude, work ability and work performance.
(3) Grade distribution of assessment results
The individual level performance appraisal rating is divided into four grades. The individual level performance appraisal coefficient (P) is determined according to the individual level performance appraisal rating. The specific appraisal requirements are as follows:
Individual performance appraisal rating individual level exercise coefficient (P)
A 100%
B 90%
C 70%
D 0%
(II) assessment procedure
1. Listed companies shall assess the incentive objects in accordance with the principles of scientific assessment and effective assessment. The assessment period shall be natural year, and the assessment shall be conducted once a year.
2. The working group of the remuneration and assessment committee shall confirm the identity and information of the incentive object, which shall be verified by the board of supervisors. The working group of the salary and appraisal committee is responsible for the specific appraisal operation, making unified forms, participating in scoring, and saving the appraisal results. The performance appraisal reports of all incentive objects must be confirmed by the salary and appraisal committee. 3. At the beginning of each assessment year, the working group of the salary and assessment committee determines the key performance index group of the assessed personnel in the current year through interaction with the incentive object according to the job description and the company’s annual business plan. At the end of the assessment year, the working group of the salary and assessment committee is responsible for specific assessment operations, making unified forms, participating in scoring, checking and analyzing the final score, forming a performance assessment report and submitting it to the salary and Assessment Committee for review.
(III) application and management of assessment results
1. The actual exercise amount of the incentive object in the current year = the planned exercise amount of the incentive object in the current year × Exercise proportion at company level (m) × Exercise coefficient at individual level (P).
2. The stock options that cannot be exercised by the incentive object in the year of assessment shall be cancelled by the company.
8、 Assessment appeal and filing of assessment records
1. The holder has the right to know his own assessment results, and the working group of the remuneration and assessment committee of the board of directors shall notify the holder of the assessment results within five working days after the end of the assessment.
2. If the examinee has any objection to the assessment results, he can appeal to the human resources department within one week from the date when he officially gets the feedback of the assessment results. The human resources department shall investigate and confirm the complainant’s appeal request, put forward handling suggestions and report to the salary and assessment committee within 10 working days from the date of receiving the respondent’s appeal. The salary and assessment committee makes a comprehensive assessment of the appeal, and the ruling result is the final assessment result of the examinee.
3. After the assessment, the assessment results shall be archived and kept as confidential information for three years after the end of the incentive plan.
4. In order to ensure the effectiveness of performance incentives, performance records are not allowed to be altered. If they need to be revised or re recorded, they must be signed by relevant parties for confirmation.
9、 Supplementary Provisions
1. The right to modify and interpret these measures belongs to the remuneration and assessment committee of the board of directors of the company.
2. These measures are the basic system of the company’s performance appraisal system. If there are other specific implementation rules, they can be determined separately and become an integral part of these measures.
3. These Measures shall come into force on the date when they are deliberated and approved by the board of directors and submitted to the general meeting of shareholders of the company for deliberation and approval.
4. These Measures shall be abolished after the promulgation or revision of the new system.
February 2, 202123}
