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Human Resource Policy

With aim of establishing human resource management system satisfying the need of modern financial industry, through complementing strategy of promoting bank by qualified personnel, continuously improving development environment for the staff, employing staff based on their ability, ICBC has formed modern financial enterprise's human resource management system with characteristics of employees and enterprise's common development, powerful incentive and awards program, and active constraint mechanism.

After joint-stock reform, based on international proven management experiences, ICBC introduced corporate human resource management philosophy and tool, and established human resource management system based on the value of position. The contents of the system include:

1. Multi-channel position level system under which the position may be changed vertically and communication is possible horizontally. ICBC constructs a 20 series position level system, including 4 types, such as management, marketing, profession and execution. The system broadens all staff's occupation development channel and offers various occupation development methods.

2. Integrated performance assessment system with target as its orientation and performance as its base. ICBC introduces advanced tool and philosophy, such as individual performance agreement, target assessment management, ability evaluation, and establishes perfect performance assessment system and performance management procedure which guide all staff to pay attention to their performance attribution and development of professional ability, and form the value of making contribution to the bank and emphasizing performance.

3. Salary distribution system with position value and performance contribution as its orientation. ICBC constructs corporate salary distribution system with position value as its core, staff's performance and ability as its base. ICBC strengthens modern salary distribution philosophy (position responsibility, knowledge, performance contribution and market value) through salary distribution methods of defining salary depending on position, regulating salary depending on ability, paying bonus for performance and with market as reference.