Leadership Development Program

We have established a comprehensive and hierarchical management and leadership development training system, covering employees from entry level to senior management:

Entry level: Specifically designed for new employees to help them quickly adapt to the work environment, clarify career development paths, and master essential knowledge, the programmes include lecture on workplace qualities improvement for new employees, job simulation exercises, and one-on-one mentoring plans.
Junior management: Dedicated to developing employees’ execution and leadership qualities and teaching basic leadership theories and practical skills, the programmes include training on efficient management communication and management sand table simulation exercises.
Middle and senior management: Aimed at forging an outstanding leadership style, strategic vision, and organisational coordination abilities among middle and senior management, the programmes include digital transformation strategy seminars and cross-cultural leadership training
Executive level: Focused on improving staff’s execution efficiency and strengthening their ability to guide subordinates, the training includes a series of courses on production, R&D, supply chain, talent cultivation, and marketing.

Diversity and Inclusion Development Program

We place great emphasis on creating a diverse and inclusive cultural atmosphere. All employees are required to complete trainings related to diversity, equality, and inclusion every year, covering topics such as diversity, inclusiveness, bias-free behavior, and anti-discrimination. We also incorporate diversity-related content into the trainings for new employees to cultivate their awareness of diversity.

In 2025, we continued to implement a standardized and refined three-stage tracking cultivation system for newly onboard employees, comprehensively empowering employee growth. We implement one-on-one customized onboarding training for new employees, closely aligned with core position requirements and using a combined "theory instruction + practical exercises" model to help new employees rapidly build a solid position competency foundation. At the same time, we have established a dynamic tracking assessment mechanism during the probation period, implementing monthly tracking and quantitative evaluation, promptly feeding back staged growth advice to ensure that the cultivation process is controllable and growth paths are clear. In addition, we have implemented a long-term mentorship support post confirmation, assigning dedicated mentors to employees and conducting one-on-one coaching over 6–12 months, providing both support for tackling specialist challenges and targeted career development planning to help employees grow.

In 2025, we systematically conducted cutting-edge AI tool application training with a focus on enhancing overall digital literacy and innovative efficiency. Courses covered operational skills for tools such as Gemini, ChatGPT, and DeepSeek, along with structured prompt engineering, and through cross-departmental practical case teaching in areas such as R&D data analysis, production process optimisation, and quality control early warning, the training focused on cultivating employees' mindset of using AI technology to identify business pain points and solve real problems, driving the deep integration of artificial intelligence with core business scenarios.

We uphold the principle of lifelong learning and have launched joint training programs with several well-known universities and educational institutions to promote resource sharing and complementary strengths, thereby enhancing our research capabilities and innovation capacity.

Joincare adheres to the principles of fairness, impartiality, and transparency, and continuously improves its performance appraisal and feedback mechanisms. Based on the specific business characteristics of each department and position, we explore diversified performance appraisal methods.

For individual performance appraisal, we continue to implement multi-dimensional assessments such as KPIs (Key Performance Indicators), OKRs (Objectives and Key Results), 360-degree feedback, and agile dialogues. The appraisal content covers performance achievement, teamwork, innovation capability, and personal development. We set work objectives for employees, conduct quantitative assessments of work outcomes, track work progress continuously, and incorporate comprehensive feedback from peers and managers to ensure scientific and well-rounded appraisals. For team performance appraisal, we have developed targeted assessment standards based on the functions and business characteristics of different departments. We conduct quantitative assessments of key performance outcomes such as technological innovation projects, the number of clinical and production approvals obtained, and annual sales.

We conduct performance appraisals twice a year, covering all employees of the Group. We set team performance targets for each department and subsidiary based on the Group’s annual business goals. These team targets are then broken down into individual targets, to provide a comprehensive measure of individual achievement and contribution to the team, ensuring that individual performance is closely linked to team targets. At the same time, we regularly arrange performance review meetings between team leaders and employees to provide timely feedback and promote the implementation of improvement measures, thereby encouraging employee initiative and enhancing overall team performance.

To continuously improve employee wellbeing, we continuously optimize the employee benefits system, ensuring employees enjoy all statutory holidays and making contributions for all employees to pension insurance, medical insurance, unemployment insurance, work-related injury insurance, maternity insurance, and housing provident funds. At the same time, we provide all eligible employees with paid prenatal leave, including maternity leave of no less than 14 weeks, paternity leave, nursing leave, and other leaves, with leave duration and arrangements strictly in compliance with national and local relevant policies

We have built an employee benefits system encompassing three pillars of health support, family and personal support, and work-life balance, providing all employees (including full-time, part-time, and contract workers) with a wide range of non-cash material benefits including occupational health check-ups, transportation subsidies, welfare accommodation, and gym facilities. At the same time, based on employee needs, flexible working arrangements such as remote working are implemented to provide more options for employees who genuinely need them. During the Reporting Year, the Group systematically added and improved multiple employee benefits guided by the principle of inclusion and tailored employee care, including providing female employees with comprehensive support through diversified health and wellness benefits, health lectures, and festival gifts; providing lactation rooms and other facilities for nursing employees, offering a private and comfortable nursing space; opening dedicated food counters in the canteen to respect the dietary habits of ethnic minority employees; and actively developing suitable positions and assisting employees with disabilities in accessing government subsidy policies. At the same time, we comprehensively upgraded the employee commercial insurance plan, enhancing the level of accident and medical protection and building a more resilient employee care and risk protection system. By the end of 2025, the total remuneration paid by the Group to all employees including wages, bonuses, allowances, subsidies, welfare expenses, housing provident fund, and social insurance premiums was RMB2,502.89 million.

The Group respects employees’ comments and suggestions, and is constantly improving its employee communication and reporting channels. We collect employee comments and complaints through the HR Department’s dedicated reporting email hr.group@joincare.com. This supports all employees in promptly reporting or complaining about violations of the Code of Employment, breaches of employee rights, and other incidents causing dissatisfaction. Upon receiving employee comments or reporting emails, we archive them and conduct a preliminary assessment of the issues. For issues requiring further investigation, we initiate an investigation process and coordinate with relevant departments for resolution. During the investigation, we will maintain communication with the employees involved and keep them promptly informed of the progress and results.

To protect the rights of complainants, we have formulated and implemented the Measures for the Management of Complaining and Reporting. We maintain the confidentiality of complainants’ identities and the content of complaints and prohibit any form of retaliation. Any retaliation once found will be dealt with seriously in accordance with the Group's internal relevant regulations and the relevant laws and regulations. We also provide psychological support and legal advice to complainants to help them cope with the psychological stress arising during the complaint process and to protect their physical and mental health.

Protection Measures for Complainants

(1) The information on whistleblowers and complainants as well as the content of reports and complaints should be strictly confidential. The materials and records of reports should be incorporated into confidential document management. The settled cases should be filed.

(2) Receiving reports and complaints and verifying with relevant personnel, such as whistleblowers and complainants, should be conducted in a confidential way, without the identity of the personnel being disclosed.

(3) Any personal information, including identity and rewards cannot be disclosed without the express consent of whistleblowers and complainants.