Jackie Shi
About Jackie Shi
Yongjiang (Jackie) Shi, age 50, is Chief Financial Officer and Vice President of Smart Powerr Corp. (CREG), appointed effective December 20, 2019; he previously served as CFO in 2015–2016, Assistant CFO & VP in early 2015, and VP of Finance at subsidiary Xi’an TCH in 2014 . He holds a Master’s in Finance (University of New South Wales, 2003) and a bachelor’s degree in law (Northwest University of China, 1998) . The 2025 proxy shows no performance-based pay metrics tied to his compensation for 2024 (salary only), and the company does not disclose TSR, revenue growth, or EBITDA growth linked to his pay .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Smart Powerr Corp. (CREG) | Chief Financial Officer & Vice President | Dec 20, 2019 – present | Returned as CFO to oversee finance and capital markets; named proxy on shareholder proxy card . |
| Smart Powerr Corp. (CREG) | Financial Consultant to the Board | Sep 28, 2016 – Dec 20, 2019 | Supported the Board on financial matters during leadership transition periods . |
| Smart Powerr Corp. (CREG) | Chief Financial Officer | May 16, 2015 – Sep 27, 2016 | Led finance function; earlier promoted from Assistant CFO & VP . |
| Smart Powerr Corp. (CREG) | Assistant CFO & Vice President | Jan 2015 – May 2015 | Assisted CFO; helped stabilize reporting and controls . |
| Xi’an TCH Energy Technology (CREG subsidiary) | VP of Finance | 2014 | Finance leadership at core operating subsidiary . |
| Xilan Natural Gas Group | Director of Investor Relations | 2005 – 2014 | Investor relations leadership at a prior employer, building capital markets experience . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| — | — | — | No external public company directorships disclosed for Mr. Shi in the 2025 proxy . |
Fixed Compensation
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Base Salary ($) | $30,422 | $30,337 |
| Bonus ($) | $0 | $0 |
| Stock Awards ($) | $0 | $0 |
| Option Awards ($) | $0 | $0 |
| Non-Equity Incentive Plan ($) | $0 | $0 |
| All Other Compensation ($) | $0 | $0 |
| Total ($) | $30,422 | $30,337 |
• Employment agreement compensation terms: RMB 16,000/month (RMB 216,000 annually; approx. $32,239) as CFO and VP .
Performance Compensation
| Element | Plan/Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|---|
| Annual Cash Bonus | Not disclosed/None for 2024 | — | — | — | $0 | — |
| PSU/RSU Grants | None reported in 2024 | — | — | — | $0 | — |
| Stock Options | None reported in 2024 | — | — | — | $0 | — |
| Non-Equity Incentive | None reported in 2024 | — | — | — | $0 | — |
The company states it “used base salary as the exclusive executive compensation” for 2024; no performance metrics or incentive payouts were disclosed for named executives in 2024 .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership (as of Aug 13, 2025) | 0 shares; “Less than 1%” of class for Mr. Shi . |
| Footnote on Equity Entitlement | Excludes “at least 5,000 shares” issuable annually to Mr. Shi pursuant to his employment agreement . |
| Options (exercisable/unexercisable) | None disclosed for Mr. Shi . |
| Vested vs. Unvested Shares | Not disclosed. |
| Shares Pledged as Collateral | Not disclosed. |
| Stock Ownership Guidelines | Not disclosed. |
| Shares Outstanding (context) | 2,657,139 shares outstanding as of July 30, 2025 . |
| Plan Activity (2025) | On April 18, 2025, two employees were granted an aggregate of 124,126 common shares under the 2015 Equity Plan; these grants vested immediately (recipients not named) . |
| S-8 Filings/Signatures | Company disclosed an S-8 filing on April 18, 2025 for the 2015 Plan ; a subsequent S-8 dated Oct 15, 2025 lists Mr. Shi among signatories as CFO/VP . |
Note: Immediate vesting of the April 18, 2025 grants could create near-term selling liquidity for recipients, but the proxy does not identify awardees by name .
Employment Terms
| Term | Detail |
|---|---|
| Current Role | CFO and Vice President (effective Dec 20, 2019) . |
| Agreement Date/Term | Employment agreement dated Dec 16, 2019, effective Dec 20, 2019; 24-month term; renewed Dec 16, 2021 for an additional two-year term . |
| Cash Compensation | RMB 16,000 per month (RMB 216,000 per year; approx. $32,239) . |
| Equity Entitlement | Entitled to receive an annual equity award of at least 5,000 shares of CREG common stock . |
| Termination | Agreement “may be terminated by the Company or Mr. Shi at any time without any prior notice” . |
| Severance/China Law | If employment is terminated in the absence of cause and without required notice of non-renewal, the Company is obligated to pay one month’s salary for each year employed (under Chinese law) . |
| Change-of-Control | No specific change-of-control multipliers or accelerated vesting terms disclosed for Mr. Shi . |
| Clawback/Restrictions | No compensation clawback provisions disclosed for Mr. Shi; company references a Code of Ethics applicable to senior officers . |
Governance and Committee Context (for compensation oversight)
- Compensation Committee: Independent directors Xiaoping Guo (Chair), Zhongli Liu, and LuLu Sun; no independent advisors engaged in FY 2024 .
- Board Independence and Meetings: Independent directors serve on Audit, Compensation, and Nominating committees; Board and committees met during FY 2024; attendance >75% for directors (context, not specific to Mr. Shi) .
Investment Implications
- Alignment and Incentives: Mr. Shi’s 2023–2024 compensation was entirely fixed salary with no disclosed performance-based elements, which may limit explicit pay-for-performance alignment for the CFO role . Beneficial ownership is 0 shares with a contractual minimum equity award entitlement of at least 5,000 shares annually; actual grants for Mr. Shi are not detailed in 2024, and recipients of 2025 immediate-vest grants were not named, tempering visibility into equity-based alignment and potential selling pressure .
- Retention/Severance: The employment agreement can be terminated by either party at any time without prior notice; under Chinese law, severance for termination without cause and without proper notice accrues at roughly one month of salary per year employed—modest versus U.S. change-of-control practices and implying limited financial friction in transitions (no disclosed golden parachute) .
- Share Supply/Dilution Backdrop: The Board sought to increase authorized common shares from 10,000,000 to 1,000,000,000 in 2025, creating flexibility for capital raises, employee equity, and other purposes but also elevating dilution risk; immediate-vest plan usage in April 2025 increases potential near-term float from employee awards (recipients not identified) .
- Governance Process: An independent Compensation Committee oversees executive pay and did not engage external consultants in 2024, consistent with a simple cash-heavy pay mix but offering limited benchmarking transparency .
Overall, the profile reflects low variable pay, minimal disclosed personal equity stakes for the CFO, and modest severance obligations—factors that can constrain incentive alignment and retention “golden handcuffs,” while the large authorized-share increase and immediate-vest 2025 grants frame potential dilution and trading-supply dynamics .