Jiahesmart Technology Launches Equity Incentive Plan to Grant 979,900 Shares to 48 Core Employees

Source: Shanghai Securities Journal · China Securities Journal

Shanghai Securities Journal News: On March 17, Jihe Technology disclosed its 2026 equity incentive plan (draft). The plan initially grants incentives to a total of 48 recipients, with a total of 979,900 restricted shares to be granted, accounting for approximately 1.29% of the company’s total share capital of 76,205,000 shares at the time of the draft announcement. The grant price is set at 16.17 yuan per share, roughly the average trading price of the company’s stock over the 120 trading days prior to the draft announcement. The company stated that this move aims to further establish and improve the company’s long-term incentive and restraint mechanisms, attract and retain outstanding talent, fully motivate directors, senior management, and core employees, strengthen the “community of interests,” and inject certainty into the company’s medium- and long-term development.

This incentive plan targets precise recipients and considers future development. The announcement shows that the initial recipients do not include directors (including independent directors), shareholders holding more than 5% of the company’s shares either alone or collectively, or the company’s actual controllers and their spouses, parents, and children. Among the 48 recipients, 34 are designated as “core employees,” receiving 717,800 shares, accounting for over 70% of the total. The interests of this “key minority” are directly linked to shareholder interests, which can help build a solid talent “moat” within the industry, effectively respond to peer competition, and stimulate organizational vitality at the grassroots level. Additionally, the plan reserves 150,000 shares to provide flexibility for attracting outstanding talent in the future.

The company’s incentive plan features a comprehensive, integrated, and operational assessment system, establishing a dual-dimensional evaluation mechanism of “company performance assessment + individual performance assessment.”

At the corporate level, the plan assesses performance based on annual revenue or net profit from 2026 to 2028, calculating the unlock ratio for each period. This “either-or” design provides the company with some flexibility, avoiding failure of incentives due to fluctuations in a single indicator.

At the individual level, during the validity period of the incentive plan, all recipients are evaluated annually. The assessment results are categorized as excellent, qualified, or unqualified, with corresponding unlock ratios of 100%, 80%, and 0%. Under the condition that the company’s performance targets are met, the actual unlock amount for each individual in that year equals the individual’s available unlock amount multiplied by the individual’s unlock ratio. Restricted shares that cannot be unlocked due to individual performance assessment results will be repurchased and canceled by the company at the grant price, without deferred unlocking to the next period. (Xu Qi)

Text: Xu Qi

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