Practical, effective and practical

In accordance with the Group’s development requirements and in light of the Company’s current operational and management situation, it has been decided, following deliberation, to conduct an open competitive selection process for the positions of Manager of the Group’s Gas Station Construction and Management Department, Gas Station Manager, and Deputy Manager. The relevant details are hereby announced as follows:

I. Basic Principles

(1) The principles of fairness, openness, impartiality, equity, and selection based on merit shall be upheld in the procedures, methods, and outcomes of competitive recruitment and appointment. Specifically, the implementation plan and relevant regulations, the number of positions available, the qualifications for appointment, examination scores, and the results of competitive recruitment and appointment shall all be made publicly available, thereby enhancing the transparency of the process.

(2) Principle of Equality. Eligible internal employees and external members of the public alike shall have the right to apply for open positions, ensuring equal opportunities and fair competition.

(3) The principles of recruiting talent from all corners of the country, appointing people based on merit, requiring both moral integrity and competence, and giving priority to moral character.

(4) The principle of two-way selection, which combines individual preferences and free job choice with company placement. This approach integrates the company’s role in assigning positions with employees’ right to choose their roles.

II. Organization and Leadership

(1) Leadership Group for Competitive Recruitment

To promote the competitive recruitment and appointment process, strengthen organizational leadership, and ensure the orderly implementation of the work, a Leading Group for Competitive Recruitment is hereby established to oversee the post-competition recruitment process.

Team Leader: Liu Tianwei (Chairman of Xishuangbanna Petrochemical Group)

Deputy Team Leader: Zhang Yanhong (Secretary of the Party Branch of Xishuangbanna Petrochemical Group)

Liulin (Leading Group for Deepening Reform of the Xishuangbanna Petrochemical Group Executive Deputy Head)

Member: Lin Gang (Deputy General Manager, Xishuangbanna Petrochemical Group)

Wang Jinzheng (Chairman of the Trade Union of Xishuangbanna Petrochemical Group)

Zhang Guihong (Deputy Director of the General Office, Xishuangbanna Petrochemical Group)

(2) Under the Leading Group for Competitive Recruitment, there are established a Competitive Recruitment Office, a Competitive Recruitment Evaluation Panel, and a Competitive Recruitment Supervision Panel.

1. Office for Competitive Recruitment

The Competition and Recruitment Office is located within the Company’s General Office and is responsible for day-to-day operations; Zhang Guihong serves as the Office Director.

Main responsibilities of the Recruitment Office:

(1) Implement and carry out the relevant documents and regulations on open competitive recruitment issued by the Group, formulate a competitive recruitment plan, and submit it to the Leading Group for Competitive Recruitment for approval;

(2) Publicize the competitive recruitment plan, available positions, job requirements, and other relevant information; prepare and distribute the corresponding materials and forms.

(3) Collect and organize the list of candidates who have passed the initial qualification review, and be responsible for conducting the re-examination of the qualifications of candidates participating in the competitive recruitment.

(4) Publish the list of candidates participating in the competitive selection process and organize the presentation and defense sessions;

(5) Compile a list of candidates proposed for the competitive recruitment and submit it to the Leading Group for Competitive Recruitment for approval;

(6) Publish the list of candidates who have been reviewed and approved for competitive recruitment, and cooperate with the employee access management department in handling the relevant procedures;

(7) Responsible for the filing of competitive recruitment materials.

2. Competitive Recruitment Evaluation Committee

The Competitive Recruitment Assessment Panel is primarily responsible for conducting the assessment of competitive recruitment candidates. It is composed of members from the Competitive Recruitment Leading Group and the heads of the Group’s Party and Mass Work Department and Human Resources Department, with the Chair of the Competitive Recruitment Leading Group serving as the chief examiner.

3. Competition Supervision Committee

The Competition Supervision Team is headed by Zhang Yanhong, Secretary of the Party Branch of the Group Company, and its members are drawn from the Party Branch, the Trade Union, and the General Office. In accordance with the principles of openness, impartiality, and fairness, the team is responsible for overseeing all meetings and activities throughout the entire competition process, handling employee feedback and concerns, and reporting any significant issues to the Leading Group for review and decision-making.

III. Positions Available for Competitive Recruitment and Number of Vacancies

This round of competitive recruitment for management positions within the Group comprises three posts: Manager of the Gas Station Construction and Management Department, Gas Station Manager, and Deputy Manager. Each position is slated for a single appointment. (See Appendix 1: Competitive Recruitment Positions and Number of Vacancies for Manager of the Gas Station Construction and Management Department, Gas Station Manager, and Deputy Manager at Xishuangbanna Petrochemical Group Co., Ltd.)

IV. Scope of Applicants

All eligible company employees and members of the public are welcome to apply.

V. Eligibility Requirements

1. Candidates must have a college diploma or higher and be under 45 years of age (born on or after December 1, 1974). Exceptions may be made for candidates with extensive experience in relevant positions or exceptional professional expertise.

2. Possess relevant work experience for the position being applied for.

3. Meet the qualification requirements and job specifications for the position being competed for (Attachment 2: Qualification Requirements for the Positions of Manager of the Gas Station Construction Management Department, Gas Station Manager, and Deputy Manager at Xishuangbanna Petrochemical Group Co., Ltd.).

VI. Competitive Recruitment Procedure

(1) Open Registration

This competitive recruitment is open on a voluntary basis; eligible company employees and members of the public are all welcome to apply. Each applicant may only apply for one position.

Applicants must complete the “Application Registration Form for Competitive Posting” and the “Commitment Letter for Candidates.”

(2) Qualification Review

For internal employees of the company, eligibility screening shall be conducted initially by their respective departments and then submitted to the Competition Office for a secondary review. Members of the general public may submit their application forms and supporting documents directly to the Group’s email address (Xishuangbanna Petrochemical Group: xsbnsh@163.com; Contact: Zhang Guihong, Tel.: 13988180904). The list of candidates who pass the secondary review will be publicly announced. In principle, the ratio of advertised positions to the number of candidates who pass the qualification review shall be no less than 1:2.

(3) Preparation by Candidates

Candidates shall submit, within the prescribed time limit, a written summary of their work over the past three years and a presentation report for the competitive selection (in PPT format), covering the following five sections: personal profile, major achievements attained during their tenure, understanding and insights into the position being competed for, analysis of strengths and weaknesses in relation to the position, and plans and visions for future work.

(4) Candidacy Speech

The competitive selection for the positions of Manager of the Company’s Gas Station Construction and Management Department, Gas Station Manager, and Deputy Manager will be conducted through on-site presentation and interview, with comprehensive evaluation and scoring by the Selection Assessment Panel. The specific procedure is as follows:

1. Self-Presentation (20 minutes)

Candidates shall deliver a self-statement based on the content of their candidacy presentation (PPT):

(1) Personal basic information, work experience, etc.;

(2) Understanding and insights into the position being competed for, analysis of strengths and weaknesses in the competition, as well as plans and visions for future work implementation.

2. Mandatory Questions and Random Questions (10 minutes)

The chief examiner will pose mandatory questions to the candidates on the competition topics, while the other panel members will, in conjunction with the candidates’ individual presentation, ask impromptu questions covering job requirements, job responsibilities and challenges, career development, core values, and professional attitude. Candidates are expected to respond to these questions within a maximum of 10 minutes.

3. Random questions will be posed by the Chairman of the Board, the Secretary of the Party Branch, and the Chairperson of the Trade Union.

(5) Comprehensive Scoring

The competitive recruitment assessment panel shall conduct a comprehensive evaluation of candidates based on their basic qualifications, job competency, and interview performance, and calculate each candidate’s score according to the prescribed weighting.

Determination of the overall score. The total score for candidates is 100 points, with 40 points allocated to education, qualifications, seniority, and experience, and 60 points allocated to the presentation and interview assessment.

1. Education, Qualifications, Seniority, and Experience Scoring (40 points):

(1) Education: 10 points (no points awarded for education below junior college; 8 points for junior college; 10 points for bachelor’s degree or higher);

(2) Qualifications: 10 points (3 points are awarded for each nationally recognized qualification, with a maximum of 10 points. Examples include special-trade professional qualifications, computer certificates, driving skill certificates, Mandarin proficiency certificates, and gas industry professional certificates, among others.)

(3) Qualifications and Experience: 20 points (assigned through a comprehensive evaluation based on the candidate’s years of work experience, professional expertise, problem-solving and management skills, and career development potential).

2. Competitive Presentation Scoring (60 points): See Appendix 6, the Detailed Scoring Criteria.

(6) Candidate Selection

The Competition Office shall calculate the comprehensive scores of all candidates and, based on a 1:2 ratio (ranked in descending order of comprehensive score), submit a proposed list of candidates for each position to the Competition Leadership Group for deliberation and confirmation.

(7) Personnel Investigation

The Leading Group for Competitive Recruitment shall, in accordance with organizational procedures and relevant regulations, submit to the Company a confirmed list of proposed candidates. The Group Company shall determine the individuals to be assessed, organize the assessment process, and submit an assessment report; if the assessment indicates that a candidate is not suitable for the position in question, a single round of supplementary selection shall be conducted based on the candidates’ overall scores for that position, in descending order.

(8) Discussion and Decision

The Company shall, based on the scores and assessment results of the candidates under consideration as well as other relevant factors and in light of the specific requirements of each position, conduct a comprehensive evaluation to determine the final hire. The appointment procedures shall be carried out in accordance with the Company’s applicable regulations. If no suitable candidate is identified, the position may remain unfilled.

(9) Public Announcement and Probationary Period for Appointment

In accordance with the company’s decision, the newly hired personnel shall be publicly announced for a period of five working days. Upon expiration of the announcement period, if no objections are raised that would affect their appointment and employment, pre-appointment and integrity talks shall be conducted in accordance with the prescribed procedures, and the relevant formalities shall be completed.

The Group Company implements a six-month probationary period for the positions of Manager of the Gas Station Construction and Management Department, Gas Station Manager, and Deputy Manager. Upon successful completion of the probationary period and passing the performance evaluation, the individual shall be formally appointed to the respective position, with the probationary period counted toward their length of service. If the individual fails the evaluation due to inability to perform the duties or does not pass the assessment, they shall be relieved of the provisional position, forfeit all probationary benefits, and be assigned work based on circumstances and actual needs.

(10) Other Arrangements

1. Alternate Arrangements

Employees in original management positions within the company who do not apply for or are unsuccessful in the competitive selection process shall be assigned to general staff roles by the company. If such employees refuse to comply with the aforementioned arrangement, the company shall negotiate with them to terminate their employment contracts.

VII. Arrangements for the Competitive Recruitment Process

(1) Registration Period

The application period for the competitive recruitment of the Manager of the Company’s Gas Station Construction and Management Department, as well as Gas Station Managers and Deputy Managers, will commence on November 10, 2020, and will close at 12:00 noon on November 20, 2020.

(2) Qualification Re-examination

Complete the re-examination and publish the list by November 24, 2020.

(3) Competition Preparation and Examination

Candidates must submit their application materials by November 30, 2020, including the registration form, a statement of integrity, a PowerPoint presentation for the candidacy speech, and copies of personal academic transcripts and professional qualification certificates.

(4) Competitive Recruitment Work

The competitive recruitment process shall be conducted before December 13, 2020.

Xishuangbanna Petrochemical Group Co., Ltd.

November 13, 2020