Dahong Zhou
About Dahong Zhou
Dahong Zhou is Secretary of IT Tech Packaging, Inc. (ITP), appointed on November 16, 2007; she also serves as Executive Manager of Hebei Baoding Dongfang Paper Milling Company Limited (Dongfang Paper) since 2006 . She is 47 years old as of the 2025 proxy and has served continuously in the Secretary role since 2007; education is not disclosed and no TSR, revenue growth, or EBITDA growth figures are tied to her compensation or reported for her role .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Hebei Baoding Dongfang Paper Milling Company Limited (Dongfang Paper) | Executive Manager | Since 2006 | Not disclosed |
External Roles
No external board or public company roles are disclosed for Ms. Zhou in company filings .
Fixed Compensation
| Metric | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|
| Base Salary ($) | $4,505 | $4,299 | $4,117 | $8,757 |
Notes:
- No cash bonus amounts are reported for Ms. Zhou in 2021–2024 summary compensation tables .
- No stock awards or option awards are reported for Ms. Zhou over 2021–2024 .
Performance Compensation
| Incentive Type | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|
| Bonus ($) | — (none disclosed) | — (none disclosed) | — (none disclosed) | — (none disclosed) |
| Stock Awards ($) | — (none disclosed) | — (none disclosed) | — (none disclosed) | — (none disclosed) |
| Option Awards ($) | — (none disclosed) | — (none disclosed) | — (none disclosed) | — (none disclosed) |
| Non-Equity Incentive Plan ($) | — (none disclosed) | — (none disclosed) | — (none disclosed) | — (none disclosed) |
Additional points:
- The company states there were no outstanding equity incentive awards for named executive officers as of December 31, 2024 .
- The 2025 Omnibus Equity Incentive Plan (subject to shareholder approval) provides for RSUs, performance stock/units, options, SARs, and includes clawback language for performance-based awards as required by law; grant details and metrics for Ms. Zhou are not disclosed and awards are not indicated as granted to her .
Equity Ownership & Alignment
| Metric | 2024 (as disclosed) | 2025 (as disclosed) |
|---|---|---|
| Common Shares Owned | 0 | 0 |
| Ownership (%) | 0% | 0% |
| Options/RSUs Outstanding | None (NEOs had none outstanding at FY2024 year-end) | Not disclosed (no changes indicated) |
| Shares Pledged/Hedged | None disclosed |
Alignment signals:
- Zero ownership and no outstanding awards indicate limited direct “skin-in-the-game” for Ms. Zhou; no pledging risk is present given zero holdings .
Employment Terms
- Role and start: Appointed Secretary on November 16, 2007; continuing service since appointment .
- Contracts and severance: The company does not have change-in-control agreements with any directors or executive officers and is not obligated to pay severance or enhanced benefits upon termination of executive employment .
- Equity awards: None outstanding for named executive officers at FY2024 year-end .
- Pension/SERP: No annuity, pension, or retirement benefits beyond PRC social security contributions for employees who have not waived coverage .
- Insider trading and blackout: The company maintains an Insider Trading Policy covering directors/officers, including trading blackout periods for insiders .
- Equity plans and clawback: The 2025 Omnibus Equity Incentive Plan (1,500,000 shares) includes performance-based awards with clawback subject to applicable law and provides plan-level change-of-control treatment (discretionary acceleration, assumption, or cash-out) administered by the Compensation Committee; no individual Ms. Zhou grant terms are disclosed .
Investment Implications
- Minimal insider selling pressure: With no outstanding equity awards and zero share ownership, there are no near-term vesting events and no holdings to sell, limiting any selling signal from Ms. Zhou specifically .
- Limited incentive alignment: Compensation is predominantly low fixed cash with no disclosed variable or performance-based pay, providing limited direct alignment with shareholder return or operating metrics for Ms. Zhou .
- Governance and retention context: Absence of severance/change-of-control agreements reduces entrenchment costs but also means executives do not have protective exit economics, which may influence retention incentives at the margin across the executive team; this policy applies company-wide rather than specifically to Ms. Zhou .
- Policy safeguards: Insider trading policy and plan-level clawback provisions (for performance awards) provide compliance and recovery mechanisms, though Ms. Zhou has no disclosed performance awards outstanding .