Xingyuan Group Successfully Completes Internal Open Recruitment and Appointment Process

To continuously optimize its management structure and energize its talent pool, Xingyuan Group recently launched an open internal competition for management positions. Guided by the principles of openness, fairness, and merit-based selection, the process—including information sessions, evaluations, interviews, scoring, public announcement of results, and final appointment deliberations—has been completed.

The competitive selection is open to all professional and technical personnel within the Group, offering two positions: Group Management Support Roles and Business Department Management Roles at subsidiaries. The selection process consists of two comprehensive assessment rounds. In the first round, candidates deliver public presentations and undergo democratic evaluation through anonymous voting to gauge team support. In the second round, a Board Evaluation Panel conducts structured interviews focusing on role fit, job performance capabilities, emergency response skills, and career development plans, with a primary emphasis on overall professional competency and alignment with the position. Final scores are calculated using a weighted average of both rounds. All assessments and final results will be publicly announced, with a formal channel established for objections to ensure full transparency and fairness throughout the process.

Based on comprehensive performance rankings and board review, the Vice Minister of Xingyuan Planning Project Department has been appointed (the highest scorer will temporarily serve as Minister). A 6-month probationary period will be implemented. Upon completion, a dedicated performance evaluation will be conducted to ensure role suitability. For other positions within the group, vacancies may be filled subsequently, reserving opportunities for future talent selection and promotion.

This competition fully embodied the principle of "promoting talent and selecting the capable," effectively safeguarding career growth opportunities for high-performing employees. The Group will conduct a systematic review of this recruitment initiative to further clarify role responsibilities and talent development direction, while comprehensively improving the talent entry, selection, training, and evaluation systems to ensure robust human capital support for the Group's sustained high-quality development.