Annual Report 2019

舜宇光學科技（集團）有限公司 • 2019 年報 67 Corporate Governance Report 企業管治報告 Measurable Objectives Selection of candidates will be based on the Company’s Nomination Policy and will take into account this Policy. The ultimate decision will be based on merit and contribution that the selected candidates will bring to the Board, considering the benefits of diversity on the Board and also the needs of the Board without focusing on a single diversity aspect. The Board would ensure that appropriate balance of gender diversity is achieved with reference to stakeholders’ expectation and international and local recommended best practices. The Board also aspires to having an appropriate proportion of directors who have direct experience in the Group’s core markets, with different ethnic backgrounds, and reflecting the Group’s strategy. Continuous Monitoring The Board reviews regularly and assesses annually on the Group’s diversity profile including gender balance of the Directors, senior management and employees, and its progress in achieving its diversity objectives. The Nomination Committee will discuss any revisions on this Policy that may be required, and recommend any such revisions to the Board for its consideration and approval. REMUNERATION COMMITTEE The Company has established the Remuneration Committee with written terms of reference. The members of the Remuneration Committee included Mr. Shao Yang Dong, Mr. Feng Hua Jun and Mr. Zhang Yuqing (all are independent non-executive Directors). The principal roles and functions performed by the Remuneration Committee during the year include: (a) Making recommendations to the Board on the Company’s policy and structure of the remuneration of all Directors and senior management; (b) Assessing the performance of the executive Directors; (c) Approving the terms of Directors’ service contracts, determining the specific remuneration packages of all executive Directors and senior management and making recommendations to the Board on the remuneration of the non-executive Directors; (d) Reviewing and approving remuneration by reference to corporate goals resolved by the Board from time to time; and (e) Reviewing and approving the compensation payable to executive Directors and senior management in connection with resignation or termination of their positions or appointments. 可計量目標 甄別董事人選將會根據本公司的提名政策進 行，並同時會考慮本政策。最終決定將根據相 關人選的長處及其可為董事會作出的貢獻，當 中會考慮對董事會成員多元化的裨益以及董事 會的需要，不會只側重單一的多元化層面。 董事會將因應持份者的期望及參考國際和本地 的建議最佳慣例確保董事會達致性別多元化的 適當平衡。董事會亦力求董事組合中有適當比 例的成員具備本集團核心市場的直接經驗、不 同種族背景，以體現本集團的策略。 持續監督 董事會定期檢討及每年評估本集團的多元化狀 況，包括董事會、高級管理層及僱員的性別平 衡，以及實現多元化目標的進度。提名委員會 將討論可能須對該政策作出的任何修訂，並向 董事會建議任何有關修訂供其考慮及批准。 薪酬委員會 本公司已成立薪酬委員會，並訂有書面職權範 圍。薪酬委員會成員包括邵仰東先生、馮華君 先生及張余慶先生（均為獨立非執行董事）。 於年內，薪酬委員會主要執行之工作及職能包 括： (a) 就本公司董事及高級管理層之全體薪酬政 策及架構向董事會提出建議； (b) 評估執行董事的表現； (c) 通過董事服務合約的條款，負責釐定全體 執行董事及高級管理層之特定薪酬待遇， 並就非執行董事之薪酬向董事會提供建 議； (d) 參照董事會通過的企業目標，不時檢討及 批准薪酬；及 (e) 檢討及批准向執行董事及高級管理層支付 有關離職或終止職務之賠償或委任。