1. In order to implement the Bank of China Group's foreign development strategy and improve the Bank of China Branch's stimulus body in Luanda, we have drawn up the present Remuneration Management Regulations, based on the Remuneration Management Regulations for Employees of Bank of China , combining the requirement of local supervision and the actual situation of employees.

2. The remuneration management of the Employees of the Branch follows the following principles:

• Serve the Group strategy and stimulate the development of the Bank.
• Manage of different levels and classifications and obey the laws and regulations.
• Put efficiency in priority and combine with fair division.

3. According to the Headquarters concept - "definition of remuneration based on the post, definition of level based on capacity, definition of performance based compensation", the Bank will distribute the remunerations based on the value of the posts, capacity performance of Employees.

4. The remuneration of the Employees of the Bank consists of three parts, including basic salary, bonus and allowance.

• The basic remuneration constitutes the fixed part of the monthly salary, reflecting the basic value of the position and capacity of the Employee.
• The bonus is the part of the remuneration that relates to the Bank's operating situation and personal performance, being offered annually.
• According to the Angolan Labor Law, the Bank offers the Employees various subsidies.

5. The Bank may appropriately adjust the Employees' remuneration according to the Bank's operating situation and the changes in the remuneration of the banks in the same market.