虚拟股权

Virtual equity

虚拟股权基于公司税后净利润的一定比例，作为分红基金，并设置为固定份额。这种股权不具有法律上的股东身份，但能够让员工分享公司的利润分红。虚拟股权的授予对象根据公司评定条件和规则获授虚拟股权，最终根据获授的虚拟股权匹配实际分红权益。

Virtual equity is based on a certain proportion of the company's net profit after tax, serving as a dividend fund and set as a fixed share. This type of equity does not have legal shareholder status, but can allow employees to share the company's profits and dividends. The recipients of virtual equity are granted virtual equity based on the company's evaluation criteria and rules, and ultimately match the actual dividend rights based on the virtual equity granted.

实际股权

Actual equity

实际股权则是指员工在满足一定条件后，可以将虚拟股权转换为具有法律效力的股份。这一转换过程需要员工根据公司估值和定价规则缴纳出资。实际股权的授予权责利的法律依据是限制性股权激励协议。

Actual equity refers to the ability of employees to convert virtual equity into legally effective shares after meeting certain conditions. This conversion process requires employees to contribute according to the company's valuation and pricing rules. The legal basis for the granting of actual equity rights, responsibilities, and benefits is the restrictive equity incentive agreement.

股权激励的转换规则

Conversion rules for equity incentives

股权激励计划中详细规定了虚拟股权转换为实际股权的条件和流程。被授予人所获得的虚拟股权，由其自行决定是否转换为实际股权及转换的具体比例。连续两年获得虚拟股权，并满足一定条件后，方可申请转换为实际股权。

The equity incentive plan specifies in detail the conditions and procedures for converting virtual equity into actual equity. The virtual equity obtained by the licensee shall be determined by themselves whether to convert it into actual equity and the specific proportion of conversion. After obtaining virtual equity for two consecutive years and meeting certain conditions, one can apply for conversion to actual equity.

在设计股权激励方案时，采用了我们独创的“股权激励十定模型”，这是一种科学的方法论，确保方案的合理性、有效性，并能够适应市场变化和员工需求。十定模型包括：定目标、定模式、定工具、定条件、定对象、定数量、定来源、定时间、定价格、定退出。通过这一模型，公司能够确保股权激励方案与市场变化和员工反馈同步，实现最佳激励效果。

When designing equity incentive plans, we adopted our unique "Ten Determined Equity Incentive Model", which is a scientific methodology to ensure the rationality and effectiveness of the plan, and to adapt to market changes and employee needs. The ten fixed models include: set goals, set patterns, set tools, set conditions, set objects, set quantities, set sources, set times, set prices, and set exits. Through this model, the company can ensure that the equity incentive plan is synchronized with market changes and employee feedback, and achieve the best incentive effect.