人力资源管理

公司坚持以人为本，注重保障员工权益，为员工提供良好的发展平台，畅通员工发展通道，悉心关爱关怀员工，努力营造健康、温暖、积极向上的工作氛围，持续提升员工满意度。

（一）多元化权益保障

浦发银行严格遵循法律法规要求开展公开招聘工作，在董事长的监督领导下，从顶层制度搭建层面提出践行就业公平及员工多元化要求，在本行招聘管理办法及面试官须知等各类规章制度中，明确公开透明、公平公正的招聘要求。在面试过程中，不询问或变相询问女性应聘者婚育情况，不提出与此相关的限制要求，坚决维护就业公平，杜绝性别、民族、地域、宗教等任何就业歧视，确保招聘全程公平、公正和公开，对应聘者不限专业，鼓励具有多元化复合背景人员应聘，为各类专业背景人才提供不同区域、机构和专业领域的多元化就业机会。提供包括劳务派遣形式在内的灵活用工就业机会，共同维护社会和谐稳定。坚持同工同酬，严禁使用童工，禁止强迫劳动，严禁限制自由、虐待及任何歧视员工的行为，保障员工合法权益。

（二）新员工培训与带教管理

浦发银行高度重视青年人才的引进与系统化培养，面向应届高校毕业生建立了覆盖全行的管理培训生培养体系，通过多层次、模块化的培训机制和科学的职业发展路径，为青年员工成长为具备战略思维、创新能力与综合管理潜力的未来骨干和中坚力量提供坚实支撑。

浦发银行在全行范围内建立了完善的新员工培养体系，确保各地分支机构在引进青年人才的同时，能够为其提供统一、系统、标准化的成长路径。该体系以全行层面的入职培训与带教管理制度为核心，通过明确的培训阶段、课程模块与导师机制，帮助新员工快速融入企业文化、熟悉岗位职责并提升履职能力，从而实现从地方性项目培养到全行统一发展框架的衔接与延伸。

1.培训内容

浦发银行为确保新员工能够快速融入企业文化、熟悉岗位职责并具备履职能力，建立了系统化的培训体系。培训内容包括：

部门入职教育：由所在部门负责人组织，重点介绍部门职能、业务流程、岗位职责、工作规范及安全要求，帮助员工理解部门运作模式。

总行入职培训：由人力资源部统一安排，内容涵盖企业文化、战略发展目标、组织架构与业务流程、合规与职业操守、信息安全、客户服务理念及ESG价值观等，使新员工全面了解银行整体战略与经营理念。

岗位导入培训：结合岗位特性，进行专业知识和技能的针对性培训，包括业务系统操作、产品政策解读、客户沟通技巧、时间管理等。

岗位技能培训：根据岗位类别制定培训课程，涵盖业务实操、风险防控、数据分析、创新思维与团队协作能力、问题解决、职业素养、阳光心态等内容，确保员工能够胜任岗位要求。

2.带教管理制度

浦发银行实行“导师制”带教模式，为新员工提供持续性指导与成长支持。

带教周期设定

（1）校招员工：由所在单位指定带教导师，带教周期一般不低于6个月，重点关注员工的岗位适应、业务学习和职业素养培养，定期开展评估与反馈。

（2）社招员工：根据其工作经验与岗位复杂度设定相应带教周期，一般不少于3个月。通过岗前沟通与实际工作演练，帮助其快速理解内部制度、业务规范与文化价值观。

（3）内部调岗员工：对跨部门、跨条线调动的员工，开展针对性过渡带教，确保其能够在新岗位上平稳过渡并有效履职。

带教机制安排

浦发银行建立了覆盖“确立关系—制定计划—过程辅导—阶段考核—反馈提升”的全流程带教机制，确保新员工在入职初期得到系统指导与持续成长支持。

阶段1：带教关系确定

每位新员工均配备至少一名经验丰富、业绩优秀、具备较强沟通指导能力的带教，明确双方职责与带教目标

阶段2：带教计划制定

带教需根据岗位需求制定个性化带教计划，明确学习目标、阶段任务与考核标准，并在实际工作中通过“以教带练、以练促学”的方式指导员工。

阶段3：带教过程管理

部门主管定期检查带教执行情况，对带教与新员工进行双向访谈，收集反馈并及时调整带教重点。

阶段4：带教评估与激励

带教周期结束后，由人力资源部组织开展整体考评，对新员工学习成果和带教指导绩效进行综合评价。对表现突出的带教与新员工给予荣誉表彰或绩效加分，激励持续优化带教质量；针对带教效果未达预期的个别师徒组合，浦发银行通过访谈与评估机制查找根因；若发现新员工在岗位适应方面存在困难，将以关怀与成长为导向，协助其明确职业方向并提供岗位优化支持，确保其在更契合的岗位上实现潜能发展。

新员工培训的最终目标在于帮助员工快速融入企业文化、熟悉组织制度与业务流程，全面掌握岗位所需的专业知识与技能，提升履职能力与风险合规意识。通过系统化培训与带教机制，员工能够在短期内实现从“被动学习”到“主动担当”的转变，具备独立完成工作任务和持续学习提升的能力。同时，培训还旨在塑造员工的职业素养与责任意识，使其在理解浦发银行战略方向与核心价值观的基础上，将个人发展与企业目标有机结合，为业务创新与可持续增长注入新动力。浦发银行通过该体系，打通了青年员工从校园到职场的成长通道，帮助其明确职业定位与发展方向，同时为银行的数字化转型、绿色金融创新及可持续发展战略储备了高质量人才力量。

·北京分行“星曜”实习生训练营：

浦发之星“星曜”实习项目是浦发银行北京分行充分发挥“首批市级优秀毕业生职场体验基地”优势、响应国家促就业政策号召、提前锁定目标人才的关键举措。通过搭建课题创新及教学实践相结合的学习平台，实现对优质人才的前置识别与定向培养，形成校企联合培养的人才定向输送通道。

该项目以“双导师带教+深化实践+创新课题研究”三位一体培养模式为核心，旨在帮助学生深化理论实践、了解金融业务逻辑、强化创新思维，树立风险合规意识，同时为企业提供多维度、全方位考察候选人综合能力的机会。浦发银行为实习生提供完备的实习福利，包括提供有竞争力的实习补贴，针对实习表现优秀者颁发“浦发之星-实习标兵证书”，发放次年校招直通卡及内部推荐资格等，为进入浦发银行校招通道奠定坚实基础，为目标青年人才引进“开源蓄水”。

（三）全方位培训支持

浦发银行致力于将员工的自我成长、价值实现与企业发展有机结合，完善多层次、广覆盖、专业化的人才培养体系，采用线上线下相结合的培训方式，满足各层级员工专业提升和职业成长需求。

1.员工教育支持

（1）支持对象

浦发银行支持包含正式员工、合同工在内的全体员工开展外部认证和继续教育。

（2）教育与证书支持范围

浦发银行支持员工获取外部法律职业资格证书（律师资格证书）、注册会计师（CPA）、注册金融分析师（CFA）、注册风险管理师（FRM）等行内外专业资格证书；鼓励员工参与继续教育，2025年与上海财经大学合作推出浦发员工上财2026级工商管理硕士（MBA）专享奖学金及补贴政策，为员工学历提升提供经济支持，并在集团范围内进行宣传推广，助力员工丰富知识储备，提升职业技能与综合竞争力。

（3）相关成果

2024年度，浦发银行持续推动员工专业能力提升计划，积极支持员工通过系统学习不断增强综合素质与职业竞争力，共4000余人通过行内专业序列岗位资格考试，获得相应初、中、高级证书。为鼓励员工终身学习与专业发展，浦发银行累计投入教育培训资金约7347万元，用于员工培训。通过该项目的实施，员工整体学历结构与专业能力显著优化，为银行高质量发展与人才可持续建设提供了坚实支撑。

2.领导力培训计划

浦发银行建立了分层分类的领导力培训体系，开展分行行长和总行部门总经理培训班、分行和总行部门副职培训班、新任职总行直管干部培训班等分层级专项培训；结合“数智化”战略落地需要，开展总行骨干轮训、总行处级干部培训、“千人工程”优秀青年人才培训、分片区开展各分行中层干部专题培训。在面向管理层的同时，领导力培训也向全行员工拓展，包括演讲能力、视野拓展、生活技能、商务礼仪、研究能力、执行力、压力与情绪管理、自我驱动等课程内容，培训方式主要通过“浦银培训”内“学习频道”栏目开展，为全行员工提供随时可学的在线培训内容，有效提升员工领导能力和管理能力。

3.消费者权益保护培训

浦发银行高度重视提升全行员工消费者权益保护意识，精心制定年度培训计划并有序组织开展消费者权益保护内部教育和培训工作。

（1）培训对象

浦发银行高度重视提升全行员工的消费者权益保护意识，培训覆盖全体员工，重点面向中高级管理人员、基层业务人员、消费者权益保护专职人员及新入职员工，确保不同层级、不同岗位员工均能理解并落实消费者权益保护要求。

（2）培训内容

培训内容涵盖金融消费者权益保护的政策法规、核心理念与实践要求，重点围绕监管机构最新发布的制度文件、银行内部消费者权益保护管理体系及工作规范展开。培训过程中，系统讲解金融消费者八项基本权利、投诉处理流程与服务改进机制，帮助员工深入理解消费者权益保护在金融服务中的重要意义。同时，结合典型案例对消费者权益风险点进行剖析，强化员工在业务操作中的合规意识与风险识别能力。针对不同岗位特征，管理层课程注重战略理解与制度落实，基层员工培训突出服务规范与实务操作，专职消保人员课程则聚焦专业管理能力与风险防控实践，形成内容全面、层次分明、理论与实务并重的培训体系。

（3）培训形式

浦发银行构建了“线上+线下结合、全面+专项互补”的多层次培训体系。

·线上培训：依托总行统一学习平台，组织全员学习视频课程与知识测评，确保覆盖率与学习进度。

·线下培训：通过集中宣讲、专题讲座、案例研讨和实地辅导等形式，强化互动性与实操性。

·分层培训：总行统一部署全行培训，各分行结合本地业务特点自主组织专题培训，部门针对重点领域和高风险岗位实施专项辅导，不断提升培训广度与深度。

（4）培训成果

2024年，浦发银行全面宣传贯彻金融消费者权益保护相关知识，实现全员参与、分层推进的良好局面。截至2024年底，浦发银行已累计组织消费者权益保护相关培训共计 730余场次，覆盖全行员工超过25万人次，培训覆盖率100%。其中，总行统一组织的全员线上课程3门，专题线下培训近30场，重点围绕监管新规解读、消费者投诉处理实务、重点人群金融教育及风险防控案例分析等主题展开。各分行结合属地实际同步推进自主培训，累计开展内部学习活动700余次，进一步扩大了培训的覆盖面与针对性。

通过持续系统的培训，浦发银行全体员工的消费者权益保护意识显著提升，管理层合规理念进一步强化，基层员工服务规范性和风险防控能力不断增强，形成了“人人讲消保、人人懂合规”的良好内部文化氛围，为构建负责任金融服务体系和维护消费者合法权益提供了坚实保障。

4.人才梯队发展

浦发银行完善干部选拔任用机制，通过公开选拔、竞争上岗等方式选优配强干部队伍。修订干部管理相关办法，严格按照上海市委巡视选人用人专项检查整改要求及行内制度开展干部选任工作。通过制定并出台《人才队伍建设三年行动计划》，我行推出5大人才工程，实施30个攻坚项目和近100条重点任务，不断优化人才成长路径。

（1）人才引进集聚工程

着眼于战略人才储备，致力于打通基础、关键、高端三级人才引进渠道，构建“内外协同、分层分类、开放包容”的立体引才新格局的人才引进生态。积极构建国际化引才网络，创设以上海为中心，伦敦、香港、新加坡为支点的“1+3”人才金融服务与实践基地。

（2）人才培养牵引工程

聚焦组织发展与个人成长的双向促进，通过“大培训”体系建设、职级职务体系改革、人才培养基地及人才工作室孵化等，系统牵引员工能力提升与职业发展，打造机制赋能、双轮驱动的全链条育才体系。目前已挂牌16个人才培养实训基地。

（3）人才评选赛马工程

围绕“评价、展示、应用、洞察”四个维度，构建公平竞争、优胜劣汰的赛马机制，营造标准科学、竞争有序的精准评才环境，实现人才精准识别与配置。探索岗位能力数字化模型，构建人才标签体系与队伍地图，为精准画像与智能决策打基础。

（4）人才使用接班人工程

通过分层分级、动态管理的储备机制，构建梯次衔接、动态更新的金字塔储才体系，确保关键岗位人才有序接替，形成可持续发展的人才梯队。创新实施“千人工程”，遴选1000余名35周岁及以下优秀年轻干部人才进行专项培养锻炼，目前已实现入库人员第一轮培训全覆盖。

（5）人才激励凝聚力工程

全行范围内落实校招生安居计划，实现住房福利政策全覆盖，上线数字图书馆，研究建立人力资源共享服务中心，提升服务效率与员工体验。坚持荣誉激励与服务保障双轮驱动，打造事业牵引、关爱凝聚的价值认同共同体，提升人才获得感、归属感与凝聚力，营造近悦远来的人才生态。

（四）针对性投诉机制

浦发银行已建立《上海浦东发展银行员工合规举报管理办法》，明确合规举报渠道，规范合规举报受理及处理流程。对违反国家法律法规、监管规则、行业自律组织规范及我行业务规章制度、操作规程行为，对制度流程存在缺陷、可能存在内外部欺诈或试图欺诈行为，使浦发银行资产面临损失或严重风险等情况，依照管理办法中的有关要求向总行有关部门举报。

此外，浦发银行在内部数字化工具系统设置了“举报投诉”应用模块，包含“纪检举报”“人事诉求”和“合规举报”三部分，为员工提供针对不同主题事件的专用投诉渠道，形成了员工投诉-专办跟踪-问题处理的全流程投诉机制。《上海浦东发展银行员工合规举报管理办法》中明确“依法保护举报人合法权益”，规定受理举报工作人员，包括合规举报受理人员、调查人员、审查人员等须严格遵守以下规定：

①妥善保管和使用举报材料，不得私自摘抄、复制、扣压、销毁；

②严禁泄露举报人身份信息；

③严禁向被调查单位和被调查人出示原始举报材料或复印件；

④宣传报道举报有功人员，除征得举报人同意外，不得公开举报人身份信息；

⑤对匿名举报书信及材料，不得鉴定笔迹。

任何单位和个人不得以任何借口阻拦、压制举报人举报和打击报复举报人；同时，制度已明确对泄露举报人信息、对举报人实施打击报复等情形的处罚规定。

Human Resource Management

SPD Bank adheres to a people-oriented approach, placing emphasis on safeguarding employee rights, providing a sound platform for career development, and promoting transparent advancement channels. The Bank is committed to fostering a caring and supportive work environment that is healthy, inclusive, and positive, with a continuous focus on enhancing employee satisfaction.

（1）Inclusive Protection of Employee Rights

SPD Bank strictly adheres to legal and regulatory requirements in conducting open recruitment, under the supervision and leadership of the Chairman. From the top-level institutional design, the Bank has embedded commitments to employment equity and workforce diversity. These requirements are clearly stipulated in the Bank’s recruitment management measures, interview guidelines, and related policies, emphasising transparency, fairness, and impartiality throughout the hiring process.

During interviews, SPD Bank does not ask, either directly or indirectly, about female candidates’ marital or family status, nor does it impose restrictions related to such matters. The Bank is firmly committed to safeguarding employment equity, prohibiting any discrimination on the basis of gender, ethnicity, region, religion, or other grounds. SPD Bank ensures fairness, impartiality, and transparency throughout the recruitment process, imposes no restrictions on applicants’ academic disciplines, and encourages individuals with diverse and multidisciplinary backgrounds to apply. The Bank provides diversified employment opportunities across regions, institutions, and professional fields, including flexible employment arrangements such as labour dispatch, thereby contributing to social harmony and stability.

SPD Bank adheres to the principle of equal pay for equal work, forbids forced labour, and resolutely opposes any restrictions on personal freedom, mistreatment, or discrimination against employees, ensuring the full protection of employees’ lawful rights and interests.

(2)Training and Mentorship Management for New Employees

SPD Bank attaches great importance to the recruitment and systematic development of young professionals. For recent university graduates, the Bank has established a comprehensive management trainee development system covering the entire institution. Through a multi-tiered and modular training mechanism, together with a scientific career development pathway, the Bank provides a solid foundation for young employees to develop into future core professionals equipped with strategic thinking, innovation capability and comprehensive management potential.

SPD Bank has established a comprehensive new employee development framework across the entire institution. This ensures that all branches and subsidiaries, while recruiting young talent, can provide them with a unified, systematic and standardised growth pathway. The framework is centred on the Bank-wide onboarding training and mentorship management system, which defines clear training stages, curriculum modules and mentor mechanisms. It enables new employees to integrate rapidly into the corporate culture, familiarise themselves with job responsibilities and enhance professional competence, thereby ensuring seamless alignment and extension from localised talent development initiatives to the Bank's unified development framework.

Training Content

To ensure that new employees can quickly integrate into the corporate culture, familiarise themselves with job responsibilities, and acquire the necessary competencies for their roles, SPD Bank has established a systematic training framework. The training content includes the following components:

Departmental Induction Training：Organised by the respective department heads, this module focuses on introducing departmental functions, business processes, job responsibilities, work standards, and safety requirements, helping employees understand the operational model of their departments.

Head Office Induction Training：Centrally arranged by the Human Resources Department, this training covers corporate culture, strategic development objectives, organisational structure and business processes, compliance and professional ethics, information security, customer service philosophy, and ESG values. It enables new employees to gain a comprehensive understanding of the Bank's overall strategy and business philosophy.

Job Introduction Training: Designed in line with specific job characteristics, this module provides targeted training on professional knowledge and skills, including business system operations, product policy interpretation, customer communication techniques, and time management.

Job Skills Training: Training courses are developed according to job categories and cover areas such as business operations, risk prevention and control, data analysis, innovative thinking, teamwork, problem-solving, professional conduct, and positive mindset development, ensuring that employees are fully equipped to meet job requirements.

Mentorship Management System

SPD Bank implements a “mentorship system” to provide new employees with continuous guidance and developmental support.

A. Mentorship Duration

① Campus recruits: Each employee recruited through campus programmes is assigned a designated mentor by the respective department. The mentorship period generally lasts no less than six months, with a focus on job adaptation, business learning and professional conduct development. Regular evaluations and feedback sessions are conducted throughout the period.

② Experienced recruits: The mentorship duration is determined based on the employee's work experience and the complexity of the position, and is generally no less than three months. Through pre-job communication and on-the-job practice, mentors assist employees in quickly understanding internal policies, business procedures and the Bank's cultural values.

③ Internal transfers: For employees transferred across departments or business lines, targeted transitional mentorship is provided to ensure a smooth adaptation to the new position and effective job performance.

B. Mentorship Mechanism Arrangement

SPD Bank has established a comprehensive mentorship mechanism encompassing the entire process of relationship establishment, plan formulation, ongoing guidance, stage evaluation, and feedback improvement. This mechanism ensures that new employees receive systematic guidance and continuous developmental support during the initial stage of their employment.

Stage 1: Mentorship Relationship Establishment

Each new employee is assigned at least one mentor who is experienced, high-performing, and possesses strong communication and coaching skills. The respective responsibilities of both parties and the objectives of the mentorship are clearly defined.

Stage 2: Mentorship Plan Development

Mentors are required to formulate a personalised mentorship plan based on the specific requirements of the position. The plan shall clearly define learning objectives, phased tasks, and assessment criteria, while guiding employees through an approach that integrates teaching with practice and learning through practical application.

Stage 3: Mentorship Process Management

Department heads regularly review the implementation of the mentorship programme and conduct two-way interviews with both mentors and new employees to gather feedback and make timely adjustments to the focus areas of the mentorship.

Stage 4: Mentorship Evaluation and Incentives

Upon completion of the mentorship period, the Human Resources Department conducts a comprehensive assessment evaluating both the learning outcomes of new employees and the performance of mentors. Outstanding mentors and mentees are recognised through honorary commendations or awarded performance incentives, encouraging the continuous improvement of mentorship quality. For mentorship pairs whose outcomes do not meet expectations, SPD Bank identifies underlying causes through interviews and evaluation mechanisms. Where new employees experience difficulties in adapting to their positions, the Bank provides career guidance and position optimisation support with a focus on care and development, ensuring that employees are able to realise their potential in roles best suited to their capabilities.

The ultimate goal of SPD Bank's new employee training is to help employees quickly integrate into the corporate culture, familiarise themselves with organisational policies and business processes, and acquire the professional knowledge and skills required for their positions, thereby enhancing job performance and risk compliance awareness. Through a systematic training and mentorship framework, employees are able to transition within a short period from passive learning to proactive engagement, gaining the capability to perform tasks independently and to pursue continuous self-improvement. The training programme also aims to cultivate employees' professionalism and sense of responsibility, enabling them to align personal development with corporate objectives based on a thorough understanding of SPD Bank's strategic direction and core values. This alignment serves as a new driving force for business innovation and sustainable growth. Through this framework, SPD Bank has established a clear pathway for young employees to transition from academia to the workplace, helping them define their career positioning and development direction while building a pool of high-calibre talent to support the Bank's digital transformation, green finance innovation, and sustainable development strategy.

l Beijing Branch “Starshine” Internship Programme

The SPD Bank Starshine Internship Programme is a key initiative of SPD Bank's Beijing Branch that leverages its advantage as one of the “First Batch of Municipal Outstanding Graduate Career Experience Bases”. It serves as an important measure to respond to national employment promotion policies and to engage high-potential candidates in advance. By establishing a learning platform that integrates project-based innovation with practical training, the programme enables the early identification and targeted cultivation of outstanding talent, forming a joint school-enterprise pathway for directed talent development and placement.

The programme adopts a “dual-mentor guidance + practical immersion + innovation project research” integrated training model, designed to help students deepen the connection between theory and practice, understand financial business logic, enhance innovative thinking, and foster risk and compliance awareness. At the same time, it provides the Bank with a multidimensional and comprehensive platform to assess candidates' overall competencies. SPD Bank offers interns a full range of benefits, including competitive internship allowances, the “SPD Bank Star - Outstanding Intern” certificate for those demonstrating exceptional performance, and fast-track recruitment cards or internal referral eligibility for the following year's campus recruitment. These initiatives lay a solid foundation for entry into SPD Bank's graduate recruitment channel and serve as an important talent pipeline for attracting and retaining high-potential young professionals.

(3) Comprehensive Training Support

SPD Bank is committed to aligning employees' personal growth and value realisation with the Bank's overall development. A multi-level, broad-coverage, and professional training system has been established to meet the upskilling and career development needs of employees across all levels through a combination of online and offline training formats.

Employee Education Support

① Eligible Participants

SPD Bank encourages all employees — including permanent employees and contractors — to pursue external certifications and continuing education.

② Scope of Educational and Certification Support

SPD Bank supports employees in obtaining professional qualifications, including Legal Professional Qualification Certificates, Certified Public Accountant (CPA), Chartered Financial Analyst (CFA), and Financial Risk Manager (FRM), among other recognised internal and external certifications. The Bank also encourages employees to pursue continuing education. In 2025, SPD Bank, in collaboration with Shanghai University of Finance and Economics, launched an exclusive scholarship and subsidy programme for SPD employees admitted to the university's 2026 Master of Business Administration (MBA) cohort. This initiative provides financial assistance for employees seeking academic advancement and is promoted across the Group to help employees expand their knowledge base, enhance professional skills, and strengthen overall competitiveness.

③ Relevant Achievements

In 2024, SPD Bank continued to advance its employee professional capability enhancement programme, actively supporting employees in strengthening their overall competencies and professional competitiveness through systematic learning. Over 4,000 employees passed the Bank's internal professional qualification examinations and obtained the corresponding junior, intermediate, or senior-level certificates. To encourage lifelong learning and professional development, SPD Bank invested approximately RMB 73.47 million in employee education and training during the year. The implementation of this initiative has significantly improved the overall educational structure and professional capability of the workforce, providing strong support for the Bank's high-quality development and sustainable talent cultivation.

Leadership Training Programmes

SPD Bank has developed a tiered and categorised leadership training system, delivering specialised programmes for branch presidents, department general managers, deputy general managers, and newly appointed senior managers at head office. In alignment with the  Bank's digitalization & intelligentization strategy, additional training initiatives have been implemented, including rotation programmes for core staff, divisional leadership development, the "1,000 Talents Programme" for high-potential young employees, and regional training for mid-level managers. Beyond management-level staff, leadership training is extended to all employees, covering topics such as public speaking, global outlook, life skills, business etiquette, research capability, execution, emotional resilience, and self-motivation. These training resources are primarily delivered through the "Learning Channel" section of the "SPD Training" platform, offering accessible and flexible online learning for all staff.

Consumer Rights Protection Training

SPD Bank attaches great importance to enhancing consumer rights protection awareness among all employees across the Bank. A comprehensive annual training plan is formulated and implemented in a structured manner, ensuring the systematic organisation of internal education and training activities on consumer rights protection throughout the year.

① Training Participants

SPD Bank places strong emphasis on raising consumer rights protection awareness among all employees. The training covers the entire workforce, with a particular focus on middle and senior management, customer-facing business personnel, dedicated consumer rights protection officers, and newly recruited employees. This ensures that staff at all levels and in all positions understand and implement consumer rights protection requirements effectively.

② Training Content

The training content covers policies, regulations, core concepts, and practical requirements relating to the protection of financial consumers' rights and interests. It focuses on the latest regulatory documents issued by supervisory authorities, as well as the Bank's internal consumer rights protection management system and operational standards. The programme provides systematic instruction on the eight fundamental rights of financial consumers, complaint handling procedures, and service improvement mechanisms, enabling employees to gain a thorough understanding of the importance of consumer rights protection in financial services. In addition, typical cases are used to analyse potential consumer rights risks, reinforcing employees' compliance awareness and risk identification capabilities during business operations. Based on different job characteristics, courses for management personnel emphasise strategic understanding and policy implementation; training for customer-facing staff focuses on service standards and practical operations; while programmes for dedicated consumer rights protection officers concentrate on professional management skills and risk prevention practices. Together, these elements form a comprehensive, structured, and practice-oriented training system that combines theoretical learning with practical application.

③ Training Formats

SPD Bank has established a multi-tiered training system that combines online and offline learning and integrates comprehensive and specialised modules to ensure broad coverage and targeted effectiveness.

· Online training: Leveraging the Bank's unified head office learning platform, all employees are engaged in video-based courses and knowledge assessments to ensure full participation and steady learning progress.

· Offline training: Conducted through centralised briefings, thematic lectures, case discussions and on-site guidance, enhancing interactivity and practical application.

· Tiered training: The head office coordinates and deploys training across the Bank, while branches organise thematic programmes tailored to local business characteristics. Departments conduct specialised sessions focusing on key business areas and high-risk positions, continuously improving both the breadth and depth of the Bank's training efforts.

④ Training Achievements

In 2024, SPD Bank comprehensively promoted and implemented knowledge on financial consumer rights protection, achieving full participation and tiered advancement across the entire Bank. By the end of 2024, the Bank had organised more than 730 training sessions on consumer rights protection, covering over 250,000 employees, with a 100% participation rate. Among these, three online courses were uniformly organised by the head office for all employees, alongside nearly 30 thematic offline training sessions focusing on topics such as interpretation of new regulatory requirements, practical handling of consumer complaints, financial education for key groups, and case studies on risk prevention and control. Concurrently, branches carried out independent training initiatives tailored to local circumstances, holding more than 700 internal learning activities in total, further expanding the coverage and targeted effectiveness of the training programmes.

Through continuous and systematic training, SPD Bank has significantly enhanced employees' awareness of consumer rights protection, further strengthened the compliance mindset of management, and improved customer-facing staff's service discipline and risk prevention capability. A sound internal culture characterised by “everyone promotes consumer protection and everyone understands compliance” has been cultivated, providing a solid foundation for building a responsible financial service system and safeguarding consumers' legitimate rights and interests.

Talent Pipeline Development

SPD Bank improves the mechanism for cadre selection and appointment through open competition and merit-based selection. Relevant management policies for cadres are revised, strictly following the rectification requirements from the Shanghai Municipal Committee's inspection on personnel selection and in accordance with internal policies. A company-wide talent conference was held, launching the Three-Year Talent Team Development Action Plan, which includes five major talent programs, 30 critical initiatives and nearly 100 key tasks, all aimed at optimizing talent career growth paths.

① Talent Attraction and Aggregation Programme

Focusing on strategic talent reserves, SPD Bank is committed to opening three-tier channels for the introduction of talent at foundational, key and high-end levels, and to building a three-dimensional talent introduction ecosystem characterised by internal–external coordination, tiered and categorised management, and openness and inclusiveness. The Bank is actively developing an international talent introduction network and has established a “1+3” financial talent service and practice base, with Shanghai as the central hub and London, Hong Kong and Singapore as the three supporting nodes.

② Talent Development and Advancement Programme

Focusing on the mutual reinforcement of organisational development and individual growth, SPD Bank systematically drives employee capability enhancement and career progression through the establishment of the Bank-wide “Big Training” framework, the reform of the rank and position system, and the establishment and development of talent cultivation bases and talent studios. The Bank is building a full-chain talent development system empowered by institutional mechanisms and driven by dual engines. To date, 16 talent cultivation and practical training bases have been officially established.

③ Talent Evaluation and Competitive Selection Programme

Centred on the four dimensions of evaluation, demonstration, application, and insight, SPD Bank has established a merit-based competitive selection mechanism that upholds fairness and promotes the principle of survival of the fittest. This initiative aims to foster a scientifically standardised and orderly competitive environment for precise talent evaluation, enabling the accurate identification and allocation of talent. The Bank is also exploring the development of digital competency models for positions, building a comprehensive talent tagging system and workforce mapping framework to lay the foundation for precise profiling and intelligent decision-making.

④ Leadership Succession and Talent Reserve Programme

Through a tiered and dynamic reserve mechanism, SPD Bank has established a pyramid-shaped talent reserve system that ensures hierarchical succession and continuous renewal, securing orderly replacement for key positions and building a sustainable leadership pipeline. The Bank has also innovatively launched the “Thousand Talents Programme”, selecting more than 1,000 outstanding young cadres aged 35 and below for targeted training and development. The first round of training for all selected participants has now been fully completed.

⑤ Talent Motivation and Cohesion Programme

SPD Bank implements a comprehensive settlement plan for campus recruits across all branches, achieving full coverage of housing benefit policies. The Bank has also launched a digital library and is exploring the establishment of a Human Resources Shared Service Centre to enhance service efficiency and employee experience. Adhering to a dual approach of honour-based incentives and service assurance, SPD Bank is committed to building a value-aligned community characterised by mission-driven engagement and care-based cohesion, strengthening employees' sense of achievement, belonging and unity, and fostering a talent ecosystem that inspires internal engagement and attracts external talent.

（4）Targeted Complaint Mechanism

SPD Bank has established the Employee Compliance Whistleblowing Management Measures of Shanghai Pudong Development Bank, which specify clear whistleblowing channels and standardise the acceptance and handling procedures of compliance reports. Employees are required to report to the relevant Head Office departments, in accordance with the provisions of these measures, any behaviours that violate national laws and regulations, supervisory requirements, industry self-regulatory codes, or the Bank’s business rules and operational procedures; any deficiencies in institutional processes; or any suspected or attempted internal and external fraud that may expose SPD Bank’s assets to loss or significant risk.

In addition, SPD Bank has set up a dedicated “Whistleblowing and Complaints” module within its internal digital tool system. This module comprises three sections: “Disciplinary Whistleblowing,” “HR Appeals,” and “Compliance Whistleblowing,” providing employees with dedicated channels for different types of issues. Together, these form a full-process mechanism covering employee complaints, specialised case tracking, and problem resolution.

The Employee Compliance Whistleblowing Management Measures of Shanghai Pudong Development Bank explicitly stipulate the principle of “legally protecting the legitimate rights and interests of whistleblowers.” Staff members involved in the handling of whistleblowing cases, including compliance report recipients, investigators, and reviewers, are required to strictly observe the following rules:

①Properly safeguard and use whistleblowing materials; it is strictly prohibited to privately copy, withhold, or destroy them.

②Strictly prohibit the disclosure of whistleblower identity information.

③Strictly prohibit showing original or copied whistleblowing materials to the investigated entity or individual.

④In cases where whistleblowers are commended or recognised in publicity, their identity information must not be disclosed without prior consent.

⑤Anonymous letters or materials must not be subjected to handwriting identification.

No organisation or individual may obstruct or suppress whistleblowers from reporting, nor retaliate against whistleblowers under any pretext. The Measures also clearly define disciplinary actions against those who disclose whistleblower information or retaliate against whistleblowers.

金融教育

浦发银行大力构建“线上+线下”“集中式+阵地化”“标准化+特色化”相结合的宣传渠道，持续普及金融知识，提升消费者金融风险防范意识。

（一）拓展“线上+线下”双渠道

线上服务：通过官方微信公众号、网站、微博、手机银行以及官方新闻媒体主动开展反诈宣传和风险提示，创新采用微博打卡、有声消保、电台广播、直播互动等形式吸引消费者热情参与，提升消费者反诈防骗的能力。上海分行联合多家机构牵手成立“金融消保朋友圈”，开启线上金融教育的新篇章；杭州分行依托浙江电台推送反诈贴士，推动金融知识有效覆盖各类金融消费者；长沙分行举办“靠‘浦’消保云课堂”，以“案例解析+实操演示”方式，将专业知识转化为易懂实用的“防身锦囊”；南宁分行在新浪微博上发起“打卡消保宣言 浦发银行在行动”的话题互动，邀请金融消费者通过制作明信片的方式成为“消保代言人”；大连分行开设喜马拉雅“有声消保”公众教育专栏，累计推送四十余篇音频内容。

线下服务：组织开展“金融知识专列”“金融消保知识缤纷集市”“美好金融美好生活”“金融消保进村寨”“消保县域行”等集中教育活动，内容涵盖普及金融知识、防范非法金融活动、树立价值投资理念等，将金融知识送到千家万户，持续深化金融知识普及“在一线”。昆明分行“金融知识专列”环绕滇池巡游，为春城市民带来一场美妙的消保之旅；武汉分行“靠浦集市”走进社区，居民朋友在打卡猜谜、闯关游戏等游园活动中学习金融知识；沈阳分行邀请50组家庭齐聚影院，让家长和孩子们共同学习金融知识，一起在金融心愿墙上许下美好心愿并拍照打卡；银川分行将金融知识融入原创快板节目《防诈抵骗心坦然》、传统秦腔剧目《洪湖赤卫队》等，因地制宜开展教育活动；西宁分行为村民绘制“金融知识漫画墙”，形象生动的漫画案例有效揭示金融风险，受到村民一致好评。

（二）关注重点群体教育宣传

聚焦“一老一少一新”群体，开展“守护银发金融”“金融知识伴成长”“新市民话消保”等系列针对性活动，持续丰富“消保靠浦”平台风险提示内容，致力于为消费者提供既专业又通俗易懂的金融教育服务。分时段开展“防范金融诈骗守牢资金安全”“学习科学投资理财做理性金融消费者”“关爱重点群体 提升群众获得感”等多项主题活动，创新打造“金融知识站点”“三库+平台”等线上线下宣传阵地，进一步扩大金融知识普及的广度和力度。太原分行在社区街道设立“金融知识站点”，持续向广大社区居民普及金融知识和反诈技巧；宁波分行“一村一金融顾问”为乡村群众提供日常金融服务和金融知识普及工作，并探索实施金融创新服务试点项目；福州分行“环岛walk说消保”组织岛民朋友通过“环岛健步走+打卡互动”的方式学习金融知识；西安分行探索“金融知识+非遗文化”，在热门景点长安十二时辰主题街区举办“长安消保十二时辰中秋游园会”。

（三）推动与金融教育机构建立合作

浦发银行积极推动与金融教育机构合作开展金融知识教育和宣传活动，2024年，共有37家分行与高校、中小学、老年大学、行业协会等当地机构合作开展金融教育活动，例如：上海分行入驻上海老年大学开展常态化金融服务；青岛分行每周走进海信小学讲解金融知识；南宁分行连续五天走进南宁理工学院开展金融知识普及活动；天津分行积极参与中国人民银行天津分行编著的《金融生活伴浦发银行（初中版）》；北京分行携手北京市西城区牛街街道工委、牛街派出所走进宣武回民小学，“大手拉小手”为回民小学学生讲解金融知识；合肥分行联合合肥市图书馆，在合肥市古城小学举行“浦发银行金融知识宣传教育联系点”揭牌仪式，向全校师生开展了内容丰富的主题讲座；深圳分行走进多所当地具有代表性的学校，开展“浦”照校园系列活动，针对不同年龄层的学生定制多样的金融知识互动游戏；广州分行在清华附中湾区学校设立“小浦读书角”，捐赠百本金融知识书籍，不断完善优化“金融知识进校园”课程体系。

金融服务可及性

浦发银行围绕数智化战略，深入洞察市场态势、理解客户多元需求，扩展金融服务的覆盖范围，持续为客户提供有广度、有精度、有力度、有温度的金融服务。在服务覆盖方面，充分发挥线下网点辐射广和客户经理专业能力强、服务意识高的优势，通过线上平台、远程银行、企业微信等渠道协同联动，立体多维提供广泛金融服务覆盖。在服务体验方面，持续打磨金融产品旅程，为客户提供便捷的金融服务。

（一）零售金融服务渠道创新

浦发银行构建“灯塔”用户体验监测体系，打造专业金融APP服务体验。推出“数字理财专员”，与远程理财专员实现“AI+人”协同式服务。同时，我行积极推动金融机构客户零售一体化经营、零售商机布局和落地，实现网点客户触达、渗透与转化，并自主研发“浦慧定位系统”，打造场景式的开放服务功能。

（二）在线金融服务渠道创新

浦发银行焕新发布“浦惠来了”APP，充分发挥APP场景经营赋能，部署涉农金融服务产品，例如支持棉花种植农户的棉农贷，支持养殖农户的小猪快贷以及支持农户采购饲料等系列产品。

（三）普惠金融服务渠道创新

浦发银行持续扩大普惠金融服务广度与深度，提升普惠金融服务的可及性，建设普惠特色支行及普惠金融旗舰支行，为小微企业、企业主、个体工商户提供全面综合的金融服务及非金服务。通过普惠特色支行及旗舰支行贯彻落实小微企业融资协调机制的各项要求，积极与各级政府及区、县专班对接，主动开展“千企万户大走访”活动，将特色支行打造为小微企业融资协调机制走深走实的重要阵地。

（四）个人贷款合同变更机制

浦发银行根据监管要求和市场化原则，建立了覆盖个人贷款业务的贷款合同变更管理机制，通过制度化、流程化管理，实现贷款合同要素变更的合规、高效与透明，确保客户权益与信贷资产安全并重。

1.适用条件

适用于总行及境内分支机构在个人贷款业务发放后，对于符合法律法规、监管规定和行内各项制度要求管理规定情况下，存量贷款客户贷款存续期内因以下情形需对合同主要要素进行调整的情况：

（1）国家政策、市场利率或基准利率发生变化；

（2）借款人经营或收入状况调整、还款方式变更；

（3）贷款用途、担保方式或重定价周期调整；

（4）其他经浦发银行认定的合理变更情形。

客户应保持贷款状态正常（无逾期、违约或诉讼风险），并在申请前完成身份核实与信息更新。

2.变更要素

浦发银行在开展贷后变更管理时，坚持分类施策、分级管理的原则，综合考虑借款人的收入稳定性、偿付能力及风险状况，建立由优化性调整、结构性调整、纾困性调整构成的差异化贷款变更方案体系，确保合同要素调整既合规审慎，又兼顾客户需求与资产安全。

（1）优化性调整方案

适用于收入稳定、偿付能力良好的借款人。贷款变更主要围绕期限、利率、计息方式及还款条件等要素进行优化，以提升客户资金使用效率和还款便利性。

（2）结构性调整方案

适用于收入存在一定波动但总体具备偿付能力的借款人。银行在风险可控前提下，可调整担保方式、担保主体、抵（质）押物或重组还款计划，以改善贷款结构和现金流匹配。

（3）纾困性调整方案

适用于短期内出现财务困难的借款人。银行依据风险化解指引，可实施延期还本付息或综合性贷款重组等临时性措施，帮助客户恢复偿付能力并防控资产风险。

通过建立差异化响应的贷后变更机制，浦发银行在保障客户合法权益的同时，强化了贷款资产的动态管理能力。

3.变更申请渠道

浦发银行提供多元化申请途径，方便客户高效办理：

（1）线上渠道：客户可通过浦发银行手机银行、网上银行发起合同变更申请，系统自动校验贷款状态、合同信息及政策匹配度；

（2）线下渠道：客户可前往任一营业网点，由客户经理协助提交申请，银行业务系统同步完成相关要素变更；

（3）客户服务支持：通过95528服务热线或专属客户经理进行咨询与进度查询。

4.审批流程与执行管理

（1）申请与受理

借款人向业务经办机构申请贷后变更，根据贷后变更内容需要，提交相应的变更申请资料。经办机构进行初步审核，根据贷后变更内容需要：

①对于客户申请变更内容涉及对原业务及合同重大变更的，如贷款展期、缩期、利率变更、担保方式变更、担保主体变更、抵（质）押物变更、还款方式变更等，需开展有针对性的调查，调查内容应包括申请贷后变更的背景情况，如借款人、保证人、共同还款人的收入情况、偿债能力变化等情况。

②对于客户申请变更内容不涉及对原业务及合同重大变更的，如约定的还款账号变更、约定扣款日变更等，经有权审核人同意可为客户进行变更。

（2）审查与审批

对于客户申请的贷后变更内容涉及对原业务及合同重大变更的，需对贷后变更内容进行尽职审查、审批。涉及原审查审批意见中明确的贷款要素、贷款条件或管理要求等调整的，应按照年度业务审批授权范围进行审查审批。

（3）变更操作

经有权审核人同意变更的，经办机构根据业务种类，按浦发银行贷款合同、产品制度要求，与贷后变更业务相关各方当事人签订相关变更协议或完成合同补签、重签，按相关押品管理制度要求，完成抵质押登记变更或重新登记等法律手续，并办理相关的公证、抵押、保险等手续（如需），严控法律风险。贷后变更在上述手续办理妥善后生效。

5.客户权益获悉与风险防控

浦发银行严格保障客户知情权与选择权，在个人信息授权书、个人征信授权书、个人借款合同等全套合同协议条款中告知客户权益、责任，确保客户充分理解并自愿确认签署。

同时，银行在变更过程中同步开展风险监控，对批量操作、利率调整等高风险环节实行双岗复核和系统预警，防止误操作与违规变更。

当个人贷款业务贷后变更开展中涉及客户个人信息的，在个人信息的收集、传输、存储、使用、删除、销毁等生命周期各环节，对于相关电子及纸质材料，均应遵照浦发银行客户个人金融信息保护的相关要求，对客户个人信息进行有效管控，确保客户个人信息安全。

信息安全与隐私保护

浦发银行始终高度重视信息安全与客户隐私保护，持续构建覆盖治理、制度、技术、运营和培训等维度的信息安全与数据安全综合管理体系。在网络安全方面，浦发银行建立了“总部统筹、分支联动”的治理架构，形成管理层与执行层职责明确、协同推进的管理机制；依托29项制度与38项策略，覆盖人员安全、访问控制、应急响应等关键环节，并配套部署包括主机入侵检测系统等在内的25类安全防御设备，建立起多层次纵深防御体系。通过威胁态势感知等平台，构建风险预测、实时防御、精准检测、快速响应的闭环安全运营体系，全面提升信息系统建设与应急处置能力。

在数据安全方面，浦发银行高度重视数据安全管理，构建完善的数据安全管理组织架构，明确党委、董事会、高级管理层和执行层职责，健全数据安全责任制。构建“1+N”数据安全制度体系，规范数据生命周期安全管理，落实相应的分级保护措施，防范数据泄露等安全隐患。建立多层次数据安全保障体系，在终端、应用、系统、网络等各个层面部署针对性的安全管控措施及工具，同步将数据安全要求贯穿于信息系统建设全周期，实现数据安全技术措施同步规划、同步建设、同步使用，并建立常态化数据安全检查、培训以及年度数据安全考核等机制。获中国信息通信研究院“数据安全治理能力评估三级认证”证书，并已顺利通过ISO 27001:2022新版信息安全管理体系认证，认证范围覆盖浦发银行全部自有运营业务，确保信息系统开发、运维及科技管理活动均符合国际公认的安全管理标准。

浦发银行已建立信息系统建设安全生命周期管理体系，覆盖系统建设需求、设计、开发和测试等全流程，明确各阶段的安全管理要求，规范信息系统建设过程中的安全控制。特别是在开发环节，浦发银行构建了由“安全需求模板化、安全设计标准化、安全开发组件化、安全测试专业化”组成的安全开发支撑体系，将数据保护与信息安全要求深入融入系统开发全流程，从源头增强技术方案的安全性与可控性。同时，浦发银行制定并发布了《信息系统开发安全技术设计规范》，在开发阶段严格落实身份认证、访问控制、数据安全、个人金融信息保护、网络与通信安全等核心控制项，确保相关技术规范能够在开发执行中被有效贯彻。上述做法有效推进了系统在开发阶段对数据安全要求的落实，为产品上线后的稳健运行与客户数据保护提供了关键保障。

在外部监督方面，浦发银行每年聘请具备资质的第三方会计师事务所开展年度财务审计与信息技术（IT）审计，审计范围覆盖浦发银行信息系统与信息安全管理状况，重点包括IT治理、信息安全、系统开发测试与变更管理、系统运维管理等核心领域，同时关注网络安全、科技外包管理等高风险环节。通过持续性、专业化的独立审计机制，强化制度执行效果与风险控制能力，不断夯实浦发银行科技管理与安全运营的合规基础。

与第三方合作时，浦发银行严禁将客户个人信息非法出租、出售或泄露给任何第三方机构或个人用于完成交易或服务以外的目的。对外提供个人信息前须获取个人信息主体单独授权同意，法律法规另有规定的除外。第三方合作开展前，充分评估第三方合作机构个人信息保护能力，签署合作协议明确个人信息保护责任，包括要求第三方合作机构落实个人信息保护管理措施与技术手段，基于协议约定的处理个人信息的目的、方式与类型处理个人信息，不得擅自处理，积极响应个人信息主体权利，防止发生个人信息泄露、损毁、丢失、篡改等。第三方合作开展过程中，采取有效技术措施确保传输安全，并在合作过程中定期对第三方合作机构履行个人信息保护责任情况进行监督评估。同时，浦发银行依法合规面向客户提供优质的产品或服务时，收集、处理与办理业务或提供服务相关的必要个人信息，并在规定期限后删除数据。

Financial Education

SPD Bank is committed to promoting financial education through a diversified communication approach that integrates both online and offline channels, combines centralised campaigns with ongoing on-site engagement, and balances standardised content with tailored initiatives. These efforts aim to continuously enhance public understanding of financial knowledge and raise consumer awareness of financial risk prevention.

（1）Expanding Dual Online-Offline Channels

Online Services

SPD Bank actively promotes anti-fraud awareness and financial risk alerts through its official WeChat account, website, Weibo, mobile banking app, and authorised media platforms. Innovative formats such as Weibo check-ins, audio-based consumer protection series, radio broadcasts, and interactive livestreams have been introduced to enhance public engagement and strengthen consumer capabilities in fraud prevention.

The Bank's regional branches have developed distinctive online financial education initiatives. The Shanghai Branch, in collaboration with multiple institutions, launched the "Financial Consumer Protection Circle of Friends" to mark a new chapter in digital financial literacy. The Hangzhou Branch, leveraging Zhejiang Radio, regularly shares anti-fraud tips to broaden the reach of financial knowledge across diverse consumer groups. The Changsha Branch hosts the "Consumer Protection Cloud Classroom", transforming complex financial knowledge into practical self-protection tools through case studies and hands-on demonstrations. The Nanning Branch initiated the Weibo campaign "Declare Your Commitment to Consumer Protection – SPD Bank in Action", inviting consumers to create digital postcards as "consumer protection ambassadors". The Dalian Branch operates a dedicated "Audio-Based Consumer Protection" column on the Ximalaya platform, having published more than 40 educational audio episodes to date.

Offline Services

SPD Bank organises a wide range of focused offline educational campaigns, including the "Financial Knowledge Express", "Consumer Protection Knowledge Markets", "Better Finance, Better Life" roadshows, "Financial Consumer Protection in Villages", and "County-Level Outreach Programmes". These initiatives cover topics such as financial literacy, prevention of illegal financial activities, and the promotion of value-based investment principles, bringing practical financial knowledge into communities across the country and deepening frontline consumer education.

The Kunming Branch launched the "Financial Knowledge Express" along a scenic route around Dianchi Lake, offering citizens an engaging journey of consumer protection awareness. The Wuhan Branch brought the "SPD Knowledge Market" into neighbourhoods, where residents learned financial concepts through interactive games and quizzes. In Shenyang, 50 families were invited to a cinema event where parents and children jointly explored financial topics and shared their aspirations on a consumer protection wish wall. The Yinchuan Branch integrated financial knowledge into original cultural performances, such as the traditional kuaiban piece Stay Calm and Guard Against Fraud and the Qin opera The Red Guards on Honghu Lake, delivering education in locally resonant formats. The Xining Branch created a "Financial Knowledge Comic Wall" in rural communities, using vivid and relatable illustrations to explain financial risks — an initiative warmly received by local residents.

（2）Targeted Financial Education for Key Demographics

SPD Bank focuses on key demographic groups — namely the elderly, youth, and new urban residents — through a series of tailored initiatives, including "Safeguarding Senior Citizens in Finance", "Financial Literacy for Youth", and "Consumer Protection for New Residents". The Bank continues to enrich its "Consumer Protection with SPD" platform with accessible yet professional risk alerts, aiming to deliver financial education that is both expert-led and easy to understand.

Time-specific themed campaigns are also carried out, such as "Preventing Financial Fraud and Safeguarding Funds", "Becoming Rational Financial Consumers through Sound Investment Education", and "Caring for Priority Groups to Enhance Public Well-being". To further extend the reach and impact of financial literacy, SPD Bank has developed both online and offline outreach platforms, such as the "Financial Knowledge Station" initiative and the "Three Libraries + One Platform" model.

At the branch level, the Taiyuan Branch has established "Financial Knowledge Stations" in local communities to continuously provide residents with financial knowledge and anti-fraud tips. The Ningbo Branch has launched a "One Village, One Financial Adviser" programme to deliver daily financial services and literacy to rural populations, while also piloting innovative financial service models. The Fuzhou Branch's "Island Walk & Learn" initiative encourages residents to learn financial knowledge through island walks and interactive checkpoints. Meanwhile, the Xi'an Branch integrates financial education with intangible cultural heritage, hosting the "Chang'an Mid-Autumn Fair on Consumer Protection" in the popular "Chang'an Twelve Hours" cultural district.

（3）Promoting Partnerships with Financial Education Institutions

SPD Bank actively promotes cooperation with financial education institutions to jointly deliver financial literacy and public awareness campaigns. In 2024, a total of 37 branches partnered with local organisations — including universities, primary and secondary schools, senior education institutions, and industry associations — to carry out financial education initiatives.

For example, the Shanghai Branch established a regular presence at Shanghai University for the Elderly to provide ongoing financial services. The Qingdao Branch visits Hisense Primary School weekly to deliver financial literacy sessions. The Nanning Branch conducted a five-day programme at Nanning University of Technology to promote financial awareness. The Tianjin Branch contributed to the compilation of Living with Finance – SPD Bank Edition (Junior Secondary Version), published by the People's Bank of China Tianjin Branch.

In Beijing, the branch collaborated with the Niujie Subdistrict Working Committee and Niujie Police Station to visit Xuanwu Hui Nationality Primary School, delivering financial literacy lessons to students under the theme of "Big Hands Hold Little Hands". The Hefei Branch, in partnership with Hefei Public Library, unveiled an "SPD Bank Financial Literacy Education Contact Point" at Gucheng Primary School, where a thematic lecture was delivered to all students and staff. The Shenzhen Branch visited several representative schools to launch the "SPD Campus Engagement" series, offering age-tailored interactive financial games. The Guangzhou Branch established a "Little SPD Reading Corner" at Tsinghua University High School Bay Area Campus, donating over 100 books on financial topics and continuously enhancing its "Finance in Schools" curriculum system.

Access to Financial Services

SPD Bank, guided by its digital and intelligent transformation strategy, closely analyses market dynamics and understands the diverse needs of customers, expanding the coverage of financial services and consistently delivering solutions that are broad in scope, precise in targeting, effective in execution, and warm in service.

In terms of service coverage, the Bank leverages the wide reach of its offline branches and the strong expertise, professionalism, and customer-oriented mindset of its relationship managers, while integrating online platforms, remote banking, and corporate WeChat channels to provide multidimensional and comprehensive financial service coverage.

In terms of service experience, SPD Bank continues to refine its financial product journeys to offer customers more convenient and seamless financial services.

(1)Retail Banking Channel Innovation

SPD Bank built the “Lighthouse” user experience monitoring system to create a specialized financial APP service experience. It introduced the “Digital Wealth Management Advisor”, enabling coordinating “AI + human” services in conjunction with remote advisors. The Bank promotes integrated retail operations and opportunity deployment-realization for financial institution clients, enhancing client reach, penetration and conversion at branches. It independently developed the “SPDB Smart Positioning System”, offering open and scenario-based service functions.

(2)Online Financial Service Channel Innovation

SPD Bank has launched the renewed “Pu Hui Lai Le” App, fully leveraging scenario-based digital operations to empower financial services. The App integrates a range of agricultural finance products, such as “Cotton Farmer Loan” supporting cotton growers, “Piglet Express Loan” supporting livestock farmers, and financing solutions that enable farmers to purchase feed and other essential agricultural inputs.

(3)Inclusive Finance Service Channel Innovation

SPD Bank continues to expand both the breadth and depth of its inclusive finance services, enhancing accessibility and building specialised inclusive finance branches as well as flagship inclusive finance branches. These outlets provide comprehensive financial and non-financial services to small and micro enterprises, business owners, and self-employed individuals.

Through these specialised and flagship branches, the Bank implements the requirements of the financing coordination mechanism for small and micro enterprises, actively engaging with governments at all levels and local task forces at district and county levels. SPD Bank also takes the initiative to carry out the “Visiting Thousands of Enterprises and Households” campaign, positioning these branches as important platforms for deepening and institutionalising the small and micro enterprise financing coordination mechanism.

(4)Management Mechanism for Changes to Personal Loan Contracts

In line with regulatory requirements and market-oriented principles, SPD Bank has established a management mechanism covering the modification of personal loan contracts. Through institutionalised and standardised processes, the mechanism ensures that any change to contractual elements is conducted in a compliant, efficient and transparent manner, thereby safeguarding both customer rights and the security of the Bank's credit assets.

Scope of Application

This mechanism applies to SPD Bank's head office and domestic branches when, following the disbursement of personal loans, existing customers require adjustments to key contractual elements during the loan term. Such adjustments must comply with applicable laws, regulatory provisions and the Bank's internal management requirements. The applicable circumstances include:

① Changes in national policies, market interest rates or benchmark rates;

② Adjustments to the borrower's business or income situation, or changes to the repayment method;

③ Adjustments to the loan purpose, guarantee method or repricing cycle;

④ Other reasonable changes as determined by SPD Bank.

Customers are required to maintain a normal loan status (without overdue payments, defaults or litigation risks) and must complete identity verification and information updates prior to submitting an application.

Elements Subject to Change

SPD Bank adheres to the principles of categorised measures and tiered management in the administration of post-loan modifications. Taking into account borrowers' income stability, repayment capacity and overall risk profile, the Bank has established a differentiated loan adjustment framework comprising optimising, structural and relief-oriented adjustments. This framework ensures that contract element modifications are both compliant and prudent, while balancing customer needs with asset security.

① Optimising Adjustment Plan
Applicable to borrowers with stable income and strong repayment capacity. Loan adjustments primarily focus on optimising elements such as loan term, interest rate, interest calculation method and repayment conditions, thereby improving the efficiency of fund utilisation and repayment convenience.

② Structural Adjustment Plan
Applicable to borrowers whose income may fluctuate but who generally maintain repayment capability. Under controllable risk conditions, the Bank may adjust the guarantee method, guarantor, collateral or pledged assets, or restructure the repayment plan to optimise the loan structure and enhance cash flow alignment.

③ Relief-oriented Adjustment Plan
Applicable to borrowers experiencing temporary financial difficulties. In accordance with the Bank's risk mitigation guidelines, temporary measures such as deferral of principal and interest repayment or comprehensive loan restructuring may be implemented to help borrowers restore repayment capacity and mitigate asset risks.

Through the establishment of this differentiated post-loan modification mechanism, SPD Bank not only safeguards customers' lawful rights and interests but also strengthens the dynamic management of loan assets

Application Channels for Contract Changes

SPD Bank provides diversified application channels to facilitate efficient processing for customers:

① Online channels: Customers may initiate contract change applications via SPD Bank's mobile banking or online banking platforms. The system automatically verifies the loan status, contract information and policy compliance;

② Offline channels: Customers may visit any branch, where relationship managers assist in submitting the application, and the Bank's business system simultaneously completes the relevant contract adjustments;

③ Customer service support: Customers may obtain consultation or check the application progress through the customer service hotline 95528 or their designated relationship manager.

Approval Procedures and Execution Management

A. Application and Acceptance

The borrower shall submit a post-loan change application to the responsible branch and provide the necessary supporting documents as required by the specific content of the requested change. The responsible branch shall conduct a preliminary review and, depending on the nature of the post-loan modification:

a. For applications involving material changes to the original loan or contract — such as loan extension or shortening, interest rate adjustment, change of guarantee method or guarantor, change of collateral or pledged assets, or change of repayment method — a targeted investigation shall be carried out. The investigation shall include the background of the requested post-loan modification, such as the income situation and changes in the repayment capacity of the borrower, guarantor, or joint debtor.

b. For applications not involving material changes to the original loan or contract — such as change of the designated repayment account or adjustment of the scheduled deduction date — the change may be processed for the customer upon approval by the authorised reviewer.

B. Review and Approval

For post-loan changes requested by customers that involve material modifications to the original loan or contract, due diligence review and approval shall be conducted. Where the proposed changes involve adjustments to loan elements, loan conditions, or management requirements explicitly stated in the original review and approval opinion, such changes shall be reviewed and approved in accordance with the Bank's annual business authorisation framework.

C. Change Implementation

Upon approval by the authorised reviewer, the handling institution shall, in accordance with the type of business and the Bank's requirements for loan contracts and product management, sign the relevant change agreement or complete contract supplementation or re-signing with all parties involved in the post-loan modification. In line with the Bank's collateral management requirements, the handling institution shall complete the alteration or re-registration of mortgage or pledge and other related legal procedures, as well as carry out notarisation, mortgage registration, or insurance procedures where required, to strictly control legal risks. The post-loan change shall take effect once all the above procedures have been duly completed.

Customer Rights Awareness and Risk Control

SPD Bank strictly safeguards customers' rights to information and choice. Customers are informed of their rights and obligations through comprehensive contractual documents, including the Personal Information Authorisation Form, the Personal Credit Authorisation Form, and the Personal Loan Contract, ensuring that they fully understand and voluntarily confirm the terms before signing.

At the same time, the Bank conducts risk monitoring throughout the change process. Dual-person reviews and system alerts are implemented for high-risk procedures such as batch operations and interest rate adjustments, preventing operational errors and unauthorised changes.

Where post-loan modifications involve customers' personal information, SPD Bank ensures effective control of such information throughout its entire lifecycle — from collection, transmission, storage and use to deletion and destruction. All electronic and paper-based materials are managed in strict accordance with the Bank's requirements on the protection of customers' personal financial information, thereby ensuring the security of customers' personal data.

Information Security and Privacy Protection

SPD Bank places great importance on information security and the protection of customer privacy. The Bank continues to develop a comprehensive management system for information and data security, encompassing governance, policies, technologies, operations, and staff training. In the area of cybersecurity, SPD Bank has established a governance framework characterised by centralised coordination at headquarters and collaborative execution across branches. This structure ensures clear delineation of responsibilities between management and operational teams, facilitating coordinated advancement. The Bank has implemented 29 policies and 38 strategic protocols covering key areas such as personnel security, access control, and incident response. These are supported by the deployment of 25 categories of security defence equipment, including host intrusion detection systems, forming a multi-layered and in-depth defence system. Leveraging platforms such as threat intelligence and situational awareness systems, SPD Bank has built a closed-loop security operations framework that enables risk prediction, real-time defence, accurate detection, and rapid response. These efforts have significantly enhanced the Bank's information system resilience and emergency response capabilities.

SPD Bank attaches great importance to data security management and has established a robust organisational structure for data protection, with clearly defined responsibilities across the Party Committee, Board of Directors, senior management, and operational teams. A comprehensive accountability framework for data security has been put in place to ensure effective governance. The Bank has developed a "1+N" data security policy framework to regulate data lifecycle security management and implement tiered protection measures to mitigate risks such as data leakage. A multi-layered data protection system has been established, incorporating targeted security controls and tools across endpoints, applications, systems, and networks. Data security requirements are embedded throughout the entire information system development lifecycle, ensuring the synchronised planning, implementation, and utilisation of security technologies. Routine mechanisms for data security inspections, staff training, and annual performance evaluations have also been established. SPD Bank has obtained the Level 3 Data Security Governance Capability Certification issued by the China Academy of Information and Communications Technology (CAICT), and has successfully passed the ISO 27001:2022 certification for information security management systems. The certification covers all self-operated businesses of the Bank, ensuring that system development, operation and maintenance, and technology management activities adhere to internationally recognised security management standards.

SPD Bank has established a secure lifecycle management framework for information system development, covering the entire process from requirement definition, design, and development to testing, with clear security management requirements at each stage to standardise security controls throughout system construction. In particular, during the development phase, the Bank has built a security development support system consisting of “templated security requirements, standardised security design, component-based secure development, and specialised security testing.” This framework embeds data protection and information security requirements deeply into the system development process, strengthening the security and controllability of technical solutions from the outset.

In addition, SPD Bank has formulated and issued the Security Technical Design Specification for Information System Development, which requires strict implementation of core control measures during the development stage, including identity authentication, access control, data security, protection of personal financial information, and network and communication security. These measures ensure that technical specifications are effectively enforced during system execution. This approach has significantly advanced the integration of data security requirements in the development phase, providing critical safeguards for the stable operation of products after launch and the protection of customer data.

SPD Bank engages qualified third-party accounting firms on an annual basis to conduct financial and information technology (IT) audits. The scope of these audits covers the Bank's information systems and information security management, with a focus on key areas such as IT governance, information security, system development, testing and change management, as well as system operations and maintenance. High-risk areas including cybersecurity and technology outsourcing are also subject to enhanced scrutiny. Through a continuous and professional independent audit mechanism, SPD Bank strengthens the effectiveness of policy implementation and risk control, thereby reinforcing the compliance foundation of its technology management and secure operations.

SPD Bank strictly prohibits the unlawful leasing, sale, or disclosure of customers' personal information to any third party for purposes beyond the completion of authorised transactions or services. Prior to disclosing any personal information externally, explicit and separate consent must be obtained from the data subject, unless otherwise stipulated by laws or regulations. Before initiating any third-party cooperation, the Bank conducts thorough assessments of the third party's capabilities in personal information protection and enters into formal agreements that clearly define data protection responsibilities. These agreements require the third party to implement appropriate organisational and technical safeguards, and to process personal information solely for the purposes, methods, and data types specified in the contract. Third parties are prohibited from unauthorised processing and are expected to uphold the rights of data subjects, while preventing any incidents of data leakage, damage, loss, or unauthorised alteration. Throughout the course of cooperation, SPD Bank employs effective technical measures to ensure secure data transmission and conducts periodic monitoring and evaluation of the third party's performance in fulfilling data protection obligations. In the course of providing lawful and compliant services or products to clients, the Bank collects and processes only the personal information necessary for business execution and service delivery, and commits to deleting such data upon the expiration of the required retention period.

绿色金融

（一）绿色金融战略升级

浦发银行高度重视气候变化对金融业务的影响，董事会在应对气候相关风险与推动绿色转型中发挥着积极引领作用，其承担着ESG战略及气候相关战略的决策工作。浦发银行明确提出构建气候风险数据库，优化压力情景模型、转型风险模型与物理风险模型，持续完善气候风险压力测试整体方案。

2024年，浦发银行第七届董事会第七十七次会议审议通过《上海浦东发展银行（集团）2024-2026年绿色金融发展规划》，将“稳妥应对气候变化”和“完善ESG风险管理体系”作为绿色金融发展战略的重要组成部分。同时，浦发银行2025年第五次董事会会议审议通过《上海浦东发展银行绿色金融管理办法》，进一步明确了与应对气候风险相关的部门职责，提出由相关职能部门参与全球气候治理相关研究、开展气候风险压力测试等。 

（二）ESG尽职调查与深入评估

浦发银行充分关注投融资业务活动中的ESG风险管理，将授信客户ESG风险管理纳入全面风险管理体系，在全面风险管理报告中按季跟踪报送，有效识别、监测、防控业务活动中的环境、社会和治理风险。同时，浦发银行持续推动ESG风险管理要求嵌入授信业务流程，认真落实“一票否决制”。在贷前尽职调查、授信审查审批、合同管理、资金拨付管理和贷后管理等授信环节中考量客户ESG风险因素，在授信尽职调查报告、授信审查报告及贷后检查报告中予以体现。

浦发银行制定《上海浦东发展银行环境、社会和治理风险管理办法》及其操作规程，强调ESG尽职调查流程中对各类公司授信客户和项目、投资与融资业务进行全方面覆盖，将环境、社会和治理风险尽职调查作为重要内容，在全面、深入、细致调查客户及其项目的环境、社会和治理风险的基础上，综合评价客户管理环境、社会和治理风险的意愿、能力和历史记录，在尽职调查报告中填写相关内容。

以钢铁行业客户A公司为例，其向我行申请综合授信额度，考虑其所处行业为高碳排放行业，我行在授信前开展了有针对性的ESG深入评估。经审慎尽调发现，申请人已建立较为完善的ESG管理体系与组织架构，具备成熟的ESG治理经验，并持续推进环保三年行动计划与清洁空气计划，推动绿色低碳转型发展，确保污染物排放稳定达标。同时，该申请公司持续加大环保技术研发投入，产业布局符合国家产业政策导向。结合其实际经营情况与ESG风险控制能力，我行最终同意授信申请，并在审查意见中明确记录其ESG表现及我行评估结论，体现了浦发银行在ESG密集型行业中的审慎评估与风险应对能力。

（三）ESG相关债券服务与发展

浦发银行持续拓展绿色金融产品体系，积极参与绿色债券市场，在承销与投资领域均形成实践基础，稳步推进绿色投融资双轮驱动。2023年，浦发银行承销绿色债券合计71亿元；2024年承销绿色债务融资工具45.52亿元，为可再生能源、生态修复、绿色交通等项目提供中长期融资支持，服务实体经济绿色转型。

近年来，浦发银行持续发挥在绿色债券、碳资产债券及蓝色债券等领域的产品创新与结构设计能力，积极支持重点行业和重点企业的绿色转型融资需求。浦发银行曾独家主承销全市场首单碳资产债券，通过设计将债券发行利率与碳排放配额（CEA）收益率挂钩，实现债券市场与碳市场联动，有效引导企业提升碳资产管理水平并降低融资成本。该项目创造了四项国内第一，开创了国内碳资产债券实践先河，获得“2024银行家年度绿色金融创新优秀案例”称号。此后，浦发银行持续拓展ESG相关债券（含绿色债券、碳资产债券及蓝色债券等）的创新服务能力，参与首批转型债券发行，支持多家企业推进绿色低碳转型。此外，浦发银行助力某企业成功发行全国煤炭行业首单“碳资产”标识债券，在碳资产定价机制与结构设计方面实现突破，获得多项行业“首单”记录。2024年，我行独立主承销某企业蓝色债券，项目聚焦海水淡化与水资源可持续利用，助力公司进一步发展海水淡化事业。

2025年，为响应国家“双碳”目标和金融支持绿色转型的政策导向，强化金融机构在绿色投资端的引导作用，浦发银行已设定本币绿色债券新增投资规模同比增长10%的量化目标，明确投资端对绿色资产配置的增长预期，推动银行自有资金绿色化转型。

重点行业绿色信贷政策

为深入贯彻绿色金融理念，推动可持续发展战略落地，浦发银行建立并持续完善覆盖重点行业的信贷政策体系，强化对环境、社会和治理（ESG）相关风险的识别、评估与管控。通过制定《上海浦东发展银行2024年度公司客户信贷投向政策》，浦发银行对重要行业施行差异化的信贷政策，全面融入气候变化、生物多样性保护、资源可持续利用等关键议题的考量，助力构建负责任的金融生态系统。当前，浦发银行已针对农业、生物多样性、能源、矿产、石油与天然气等多行业与领域设立专项信贷政策，并将多行业的考量融入到整体信贷投向政策中，明确信贷支持与限制标准，确保信贷资源精准配置于具有正向可持续价值的项目与企业。

浦发银行在执行以上重点行业专项信贷政策过程中，严格坚持与主要信贷业务审查标准一致的管理原则，确保政策执行的合规性与一致性。按月开展行业限额占用情况监测，并将监测结果通报全行。按季对年度投向政策执行情况进行评估，与此同时，按季将投向政策执行情况、行业限额监测情况向总行风险防控委员会报告。

（一）农业相关信贷政策

浦发银行高度重视和充分认识金融支持全面推进乡村振兴，加快建设农业强国的重要意义及带来的业务机遇，聚焦重点领域和关键环节，加大对粮食和重要农产品稳产保供、种业振兴、农村基础设施建设、现代设施农业、先进农机研发、农业科技和农业装备、农业绿色发展、乡村产业高质量发展、宜居宜业和美丽乡村建设与城乡融合发展、强化巩固拓展脱贫攻坚成果等领域的金融支持力度。

同时，浦发银行严格遵循国家法律法规和绿色金融政策导向，在农业金融服务中同步强化负面清单管理，严控对高污染、高耗能、资源破坏型农业项目的资金投放。明确限制支持违法违规占用耕地、破坏生态红线、违规围湖造田、非法转基因种植等行为的项目；不向列入国家产业结构调整指导目录“限制类”“淘汰类”的农业相关项目提供融资支持；严禁资金投向存在重大环保、安全隐患或不符合高标准农田建设规范的农业项目。浦发银行致力于通过审慎授信管理，引导农业资源向绿色、高效、可持续发展方向流动。

（二）生物多样性相关信贷政策

浦发银行强化支持水生态保护及修复，重点推动长江经济带和黄河流域生态保护、修复治理项目。此外，优先支持纳入国家生态环境部生态环境导向开发（EOD）项目信息库项目融资，深入推进环境污染防治，提升生态系统多样性、稳定性、持续性。

浦发银行在明确要求强化生态保护意识的同时，严格遵守生态保护红线、环境质量底线、资源利用上限和生态环境准入清单等要求，密切关注项目建设对生态环境及生物多样性等方面的影响，严控资金进入对生物多样性产生不利影响的项目。

（三）能源相关信贷政策

浦发银行信贷资源重点投向清洁能源、节能环保、清洁生产、环境保护、基础设施绿色升级及绿色服务产业，加强资源节约、循环与高效利用，提高能源资源安全保障能力，积极支持能源、交通、水利等重点领域基础设施基金项目、省级及以上重点项目。浦发银行在风力发电、水力发电、火力发电等细分能源行业制定了信贷政策。

（四）矿产相关信贷政策

浦发银行重点支持具有资源优势和比较优势的煤炭、有色金属、矿产开采和加工行业。本行通过制定煤炭行业信贷政策，重点支持煤炭行业安全、高效、绿色、智能开采，支持煤炭在能源保障中发挥基础作用，坚决退出环保不达标、落后产能和违规新增产能项目。此外，本行将煤制合成气生产定位为选择支持类行业，重点支持鄂尔多斯、榆林、宁东、准东等现代煤化工产业示范区建设，不介入不符合国家产业规划、产业政策、“三线一单”、规划环评等要求的新增产能煤化工项目。

（五）石油与天然气相关信贷政策

与矿产相关行业的标准一致，浦发银行重点支持具有资源优势和比较优势的石油天然气与加工行业。本行积极支持符合绿色安全发展要求的石油炼制行业龙头企业，择优支持技术先进、环境友好、资源节约、安全可靠、产业链完备、具有规模优势的炼化一体化龙头企业，压缩退出产能利用率低、能耗水平高、不具备减污降碳能力及高环境风险的石油炼制企业。

Green Finance

(1)Green Finance Strategy Enhancement

SPD Bank places high importance on the impact of climate change on financial operations. The Board of Directors plays an active and leading role in addressing climate-related risks and advancing green transformation, and is responsible for approving the Bank's ESG and climate-related strategies. In 2024, the 77th meeting of the seventh session of the Board of Directors approved the Proposal on the “2024–2026 Green Finance Development Plan”, which identifies "prudently addressing climate change" and "enhancing the ESG risk management system" as core components of the Bank's green finance strategy. The plan explicitly sets out the development of a climate risk database, the optimisation of stress testing models—including transition risk and physical risk models—and the continuous refinement of the overall climate risk stress testing framework.

In 2025, at its fifth meeting of the year, the Board further approved the SPD Bank Green Finance Management Measures, which clarified departmental responsibilities in managing climate-related risks. The measures mandate relevant functional departments to participate in global climate governance research and to conduct climate risk stress testing.

(2) ESG Due Diligence and In-depth Assessment

SPD Bank attaches great importance to ESG risk management in its investment and financing activities, incorporating client ESG risk management into the comprehensive risk management framework and reporting it quarterly in the comprehensive risk management report. This enables the Bank to effectively identify, monitor and mitigate environmental, social and governance risks in its business activities. At the same time, SPD Bank continues to integrate ESG risk management requirements into the credit business process and strictly implements the “one-vote veto system”. ESG risk factors are taken into consideration across various stages of the credit process, including pre-loan due diligence, credit review and approval, contract management, fund disbursement and post-loan management. Such considerations are reflected in due diligence reports, credit review reports and post-loan inspection reports.

SPD Bank has formulated the SPDB ESG Risk Management Measures and its operating procedures, emphasising comprehensive coverage of all corporate credit clients, projects, and investment and financing activities within the ESG due diligence process. ESG risk due diligence is positioned as a core component, requiring a thorough and in-depth assessment of the environmental, social and governance risks of clients and their projects. Based on this assessment, the Bank conducts an overall evaluation of clients’ willingness, capacity, and historical performance in managing ESG risks, with the relevant findings documented in the due diligence reports.

For example, in the case of Client A, a steel industry enterprise, the company applied to SPD Bank for an aggregate credit facility. Given that the steel industry is characterised as a high carbon-emission sector, the Bank conducted a targeted and in-depth ESG assessment prior to granting credit. Through prudent due diligence, it was found that the applicant had established a relatively sound ESG management system and organisational structure, demonstrated mature ESG governance experience, and continued to implement initiatives such as a three-year environmental action plan and a clean air programme to promote green and low-carbon transformation, ensuring pollutant emissions consistently met regulatory standards. At the same time, the company has been increasing its investment in environmental technology research and development, with its industrial layout aligned with national industrial policy directions. Taking into account the company’s actual operating conditions and ESG risk control capabilities, SPD Bank approved the credit application and explicitly documented the company’s ESG performance and the Bank’s assessment conclusions in the credit review opinion, reflecting the Bank’s prudent evaluation and risk management capabilities in ESG-intensive industries.

(3)ESG-Linked Bond Services and Development

SPD Bank continues to expand its green financial product portfolio and actively participates in the green bond market, having established practical experience in both underwriting and investment. The Bank steadily advances a dual-track approach to green financing and investment. In 2023, SPD Bank underwrote a total of CNY 7.1 billion in green bonds. In 2024, it underwrote CNY 4.552 billion in green debt financing instruments, providing medium- to long-term financial support for projects in renewable energy, ecological restoration, and green transportation, thereby contributing to the green transformation of the real economy.

In recent years, SPD Bank has continued to leverage its product innovation and structuring capabilities in areas such as green bonds, carbon asset bonds, and blue bonds, actively supporting the green transition financing needs of key industries and enterprises. The Bank acted as the sole lead underwriter for the market’s first carbon asset bond, which linked the bond’s coupon rate to the yield of carbon emission allowances (CEA). This pioneering design created an effective linkage between the bond market and the carbon market, guiding enterprises to enhance their carbon asset management capabilities while reducing financing costs. The project set four national precedents, marked the beginning of carbon asset bond practices in China, and was recognised as an “Outstanding Green Finance Innovation Case of the Year 2024” by The Banker.

Subsequently, SPD Bank has continued to expand its innovative service capabilities in ESG-related bonds, including green bonds, carbon asset bonds, and blue bonds. The Bank participated in the inaugural issuance of transition bonds, supporting several leading enterprises in advancing their green and low-carbon transformation. In addition, SPD Bank assisted a client in successfully issuing the coal industry’s first carbon asset-labelled bond in China, achieving breakthroughs in carbon asset pricing mechanisms and bond structuring, and setting multiple industry “firsts”.

In 2024, SPD Bank also acted as the sole lead underwriter for a client’s blue bond, which focused on seawater desalination and sustainable water resource utilisation, supporting the company in further developing its seawater desalination business.

In 2025, in response to the national dual-carbon targets and policy guidance on financial support for green transition, and to reinforce the guiding role of financial institutions on the green investment side, SPD Bank introduced a quantitative target of a 10% year-on-year increase in local currency green bond investments. This initiative reflects a clear expectation for expanded allocation to green assets on the investment side and aims to accelerate the green transformation of the Bank's proprietary capital.

Green Credit Policies for Key Industries

To advance the green finance agenda and support the implementation of its sustainable development strategy, SPD Bank has established and continuously refined a credit policy framework covering key industries. This framework strengthens the identification, assessment, and management of risks related to environmental, social, and governance (ESG) factors. Through the issuance of the 2024 Corporate Client Credit Orientation Policy, the Bank applies differentiated credit policies to critical sectors, incorporating key considerations such as climate change, biodiversity conservation, and sustainable resource use. These efforts contribute to the development of a responsible financial ecosystem. At present, SPD Bank has introduced dedicated credit policies for sectors including agriculture, biodiversity, energy, mining, and oil and gas. ESG-related considerations across these sectors are integrated into the Bank's overall credit orientation framework, with clearly defined criteria for credit support and restrictions. This ensures the targeted allocation of credit resources to projects and enterprises that demonstrate positive and sustainable value.

When implementing the above specialised credit policies for key industries, SPD Bank strictly follows management principles consistent with its general credit review standards to ensure compliance and consistency. SPD Bank monitors industry quota utilisation on a monthly basis and shares the results across the Bank. Each quarter, the Bank evaluates the execution of annual credit allocation policies and reports both the policy implementation and industry quota monitoring results to the Risk Prevention and Control Committee Office.

(1) Agricultural Credit Policy

SPD Bank attaches great importance to the role of financial services in advancing rural revitalisation and accelerating the development of a strong agricultural sector. Recognising both the strategic significance and business potential of this agenda, the Bank focuses on key areas and critical segments of the agricultural value chain, and has strengthened credit support accordingly.

SPD Bank's agricultural credit policy is designed to direct financial resources towards the following strategic areas: ensuring stable production and supply of grain and essential agricultural products; revitalising the seed industry; developing rural infrastructure; promoting modern and efficient agricultural facilities; supporting the research and development of advanced agricultural machinery; enhancing agricultural science and technology; advancing green agricultural practices; fostering high-quality development of rural industries; building liveable, business-friendly and beautiful villages; promoting integrated urban–rural development; and consolidating the achievements of poverty alleviation efforts.

At the same time, SPD Bank strictly complies with national laws and regulations as well as green finance policy guidance, by strengthening negative list management in its agricultural finance services. The Bank strictly controls funding for agricultural projects that are highly polluting, energy-intensive, or resource-depleting. It explicitly restricts support for projects that illegally occupy arable land, violate ecological red lines, reclaim lakes for farmland, or engage in unauthorized genetically modified crop cultivation. The Bank does not provide financing for agriculture-related projects listed as “restricted” or “eliminated” in the national industrial structure adjustment guidance catalogue. Funding is strictly prohibited for agricultural projects with significant environmental or safety risks, or those not meeting high-standard farmland construction requirements. Through prudent credit management, SPD Bank aims to guide agricultural resources towards green, efficient, and sustainable development.

(2)Biodiversity-Related Credit Policy

SPD Bank is committed to strengthening financial support for aquatic ecosystem conservation and restoration, with a particular focus on projects aimed at ecological protection and rehabilitation along the Yangtze River Economic Belt and the Yellow River Basin.

Priority is given to financing projects listed in the Ministry of Ecology and Environment's Eco-environment Oriented Development (EOD) programme database. Through these efforts, the Bank aims to advance environmental pollution prevention and control, while enhancing the diversity, stability, and sustainability of ecological systems.

While emphasising the importance of ecological protection, SPD Bank strictly adheres to ecological red lines, environmental quality baselines, resource usage limits, and environmental access lists. The Bank closely monitors the potential impacts of project development on ecosystems and biodiversity, and strictly restricts funding for projects that could have adverse effects on biodiversity.

(3)Energy-Related Credit Policy

SPD Bank allocates credit resources with a focus on clean energy, energy conservation and environmental protection, cleaner production, ecological protection, green infrastructure upgrades, and green service industries. The Bank supports initiatives aimed at enhancing resource conservation, recycling, and efficient utilisation, thereby contributing to the improvement of energy security and resource resilience.

Priority is given to infrastructure fund projects and major initiatives at the provincial level or above, particularly in key sectors such as energy, transportation, and water conservancy. In addition, SPD Bank has formulated credit policies for specific segments of the energy industry, including wind power, hydropower, and thermal power generation.

(4) Mining-Related Credit Policy

SPD Bank prioritises credit support for the coal, non-ferrous metals, and mineral mining and processing industries where clear resource and comparative advantages are present. The Bank has formulated dedicated credit policies for the coal sector, with a focus on promoting safe, efficient, green, and intelligent mining practices, and supporting the foundational role of coal in ensuring national energy security. Projects that fail to meet environmental standards, involve outdated production capacity, or represent unauthorised capacity expansions are strictly excluded from financing.

In addition, coal-to-syngas production is classified as a selectively supported sector. SPD Bank primarily supports the development of modern coal chemical industry demonstration zones in regions such as Ordos, Yulin, Ningdong, and Zhundong. The Bank does not engage in financing new coal chemical projects that fail to comply with national industrial planning, industrial policy, "Three Lines and One List" (ecological red lines, environmental quality bottom lines, resource utilisation thresholds, and environmental access lists), or strategic environmental assessments.

(5)Oil and Gas-Related Credit Policy

Aligned with the standards applied to the mining sector, SPD Bank prioritises credit support for the oil and gas extraction and processing industries that demonstrate clear resource and comparative advantages. The Bank actively supports leading enterprises in the petroleum refining sector that meet green and safe development requirements. Preferential credit is extended to integrated refining and chemical enterprises that are technologically advanced, environmentally friendly, resource-efficient, operationally safe, and possess a complete industrial chain and economies of scale.

Conversely, SPD Bank is phasing out financing for petroleum refining enterprises with low capacity utilisation, high energy consumption, inadequate pollution and carbon reduction capabilities, or high environmental risks.

商业道德

浦发银行高度重视合规与商业道德建设，构建了完善的反腐败管理体系，完善组织架构和制度，强化监督与培训，确保规范运营。

（一）建立反腐体系

浦发银行建立了完善的反腐败反贿赂管理政策体系，对任何形式的腐败贿赂行为“零容忍”，同时设置了各类专项反腐败行动管理计划：

1.党建引领：浦发银行已制定《关于深入推进廉洁文化建设的实施意见》，推动全面从严治党从严治行向纵深发展，一体推进“不敢腐、不能腐、不想腐”理念建设。

2.员工行为管理：浦发银行已将反腐败反贿赂相关要求纳入《员工行为守则》，规定员工应当恪尽职守、廉洁自律，做到廉洁从业、廉洁用权，自觉抵制不正当交易行为。严禁以任何方式索取或收受客户、供应商、竞争对手、下属机构、下级员工及其他利益相关方的贿赂或不当利益，严禁向政府机关及其他利害关系方提供贿赂或不当利益，严禁收、送价值超过法律及商业习惯允许范围的礼品。员工不得拉拢腐蚀监管部门人员，对于与监管人员发生的非公务交往，要及时向所在单位报告。

浦发银行已建立《员工违规行为处理办法》《员工违规行为处理标准》及《管理问责实施办法》，规定“贪污、索贿、受贿”属于浦发银行员工“严令禁止行为”，员工一旦实施前述行为，即给予开除（解除劳动合同）处分。

3.案防管理：浦发银行于2025年制定了《涉刑案件风险防控管理办法》《涉刑案件管理办法》，防范和治理员工职务犯罪相关案件风险，每年进行案件风险防控评估、员工行为管理评估，评估内容包括反腐败反贿赂工作情况，向董事会、高级管理层和监管部门报告。

（二）内部审计监督

浦发银行构建了独立垂直的内部审计体系和前中后台职能分离的组织架构，建立以内部审计章程为纲领，由内部审计基本准则、具体准则、内部审计实务指南三个层次构成的内部审计工作规范体系。浦发银行常规审计的开展频率为三年一次，审计范围覆盖商业道德、贿赂与腐败、不正当竞争、企业信用、员工异常行为、环境管理等领域，并将反洗钱管理、案件防控等纳入常规审计或专项审计检查重点，关注客户身份识别、交易监测、员工行为管理等，加强商业道德领域的审计监督。2024年，印发《上海浦东发展银行关于进一步加强内部审计集中管理的实施方案》，巩固强化“上审下”的内部审计监督格局，切实提高内部审计的独立性、权威性和有效性。

浦发银行建立审计整改跟踪机制，全面落实揭示问题和解决问题一体推进；积极开展审计人才专业培训，持续改进审计方法和流程，引入大数据分析等先进技术，确保审计工作客观、公正、全面、高效开展。

 Anti-Corruption Management

SPD Bank places great emphasis on compliance and business ethics. Having established a comprehensive anti-corruption management framework, SPD Bank has refined an organisational structure and institutional system, strengthened oversight and training, and ensured standardised operations.

（1） Establishing an Anti-Corruption System

SPD Bank has developed a sound management policy system for anti-corruption and anti-bribery, adhering ‘zero tolerance’ towards all forms of corrupt and bribery-related conduct. A series of dedicated anti-corruption action plans have also been put in place, including:

Party Leadership

SPD Bank has issued the Implementation Opinions on Deepening the Promotion of Clean Culture Construction, advancing the full and rigorous governance of the Party and the Bank. Efforts are being made to comprehensively foster the principles of "not daring to corrupt, not able to corrupt, and not wanting to corrupt".

Employee Conduct Management

SPD Bank has incorporated anti-corruption and anti-bribery requirements into the Employee Code of Conduct, setting out that employees are expected to discharge their duties with professionalism, integrity, and a strong sense of self-discipline. Employees are required to maintain ethical conduct in their professional roles and in the exercise of authority, and to consciously resist improper transactions. It is strictly prohibited to solicit or accept bribes and improper benefits from clients, suppliers, competitors, subsidiaries, subordinate staff, or other stakeholders by any means. Offering bribes or improper benefits to government agencies or other interested parties is also strictly forbidden. Furthermore, employees must not accept or present gifts that exceed the limits permitted by law or customary business practice. Attempts to influence or compromise regulatory personnel are prohibited. Any non-official interactions with regulators must be promptly reported to the relevant department.

SPD Bank has established the Measures for Handling Employee Violations, the Standards for Handling Employee Violations, and the Implementation Measures for Management Accountability, under which acts such as embezzlement, solicitation of bribes, and acceptance of bribes are categorised as strictly prohibited conduct. In accordance with these provisions, any employee found to have engaged in the aforementioned acts shall be subject to immediate dismissal (termination of employment contract).

 Case Risk Prevention and Control

In 2025, SPD Bank formulated the Criminal Case Risk Prevention and Control Measures and the Measures for the Management of Criminal Cases to mitigate and address risks associated with employee duty-related offences. The Bank conducts annual assessments on case risk prevention and control as well as employee conduct management. These assessments include evaluations of anti-corruption and anti-bribery efforts, and the findings are reported to the Board of Directors, senior management, and regulatory authorities.

（2）Internal Audit and Supervision

SPD Bank has established an independent and vertically structured internal audit system, supported by a segregated organisational structure that separates front, middle, and back office functions. A comprehensive internal audit regulatory framework has been developed, comprising the Internal Audit Charter as its foundation, and further articulated through three hierarchical levels: the fundamental standards, specific standards, and practical guidelines for internal audit. Routine audits follow a three-year cycle and cover key areas such as business ethics, bribery and corruption, unfair competition, corporate credit, abnormal employee conduct, and environmental management. Anti-money laundering controls and case risk prevention are incorporated as key components of both routine and targeted audit reviews, with particular emphasis placed on customer identification, transaction monitoring, and employee conduct management. Audit oversight of ethical conduct continues to be strengthened. In 2024, SPD Bank issued the Implementation Plan for Further Strengthening Centralized Internal Audit Management, reinforcing a top-down supervisory model and further enhancing the independence, authority, and effectiveness of internal audit functions.

SPD Bank has established a robust audit rectification tracking mechanism to ensure that problem identification and resolution are advanced in a coordinated and integrated manner. The Bank actively promotes professional development for audit talents through targeted training programmes, continuously refining audit methodologies and procedures. By incorporating advanced technologies such as big data analytics, SPD Bank aims to ensure that audit activities are conducted in an objective, impartial, comprehensive, and efficient manner.

浦发银行围绕“全面建设具有国际竞争力的一流股份制商业银行”愿景，在公司战略规划中融入可持续发展理念，将环境、社会和治理要素全面融入公司治理和经营管理全过程。大力发展绿色金融，加强生态环境保护，积极履行社会责任、健全公司治理，不断提升治理能力、竞争能力、创新能力、抗风险能力和回报能力，促进自身和经济社会的可持续发展。按照“成为客户信赖的首选银行，资本市场的优质蓝筹，广大员工共享发展成果的温馨家园，合规稳健、让监管放心的系统重要性银行，令人尊敬和信任的优秀企业公民”五个方面的总体布局，不断强化环境、社会、治理（ESG）履责实践。

浦发银行高度重视可持续发展能力建设，积极构建可持续发展指标体系，全方位对标监管机构、主流信息披露指引及行业信息披露相关要求。开展ESG政策和标准研究，密切关注ESG国际准则和国内监管制度的最新动态，为公司长期可持续发展提供指导。定期发布可持续发展报告，加强与利益相关方的沟通，实现企业价值和社会价值的统一。主动加入上海环境能源交易所“碳中和行动联盟”等组织，积极响应国内外可持续发展倡议，持续加强“绿色金融朋友圈”建设。2022年，正式成为气候相关财务信息披露工作组（TCFD）支持机构，签署《银行业金融机构支持生物多样性保护共同宣示》。2023年，成为国际财务报告准则基金会（IFRS）北京可持续准则理事会（ISSB）办公室首批“可持续准则先学伙伴”。集团子公司浦银安盛为联合国责任投资原则组织（UN PRI）、中国气候联合参与平台（CCEI）成员单位。