Albania 
Czech Republic 
Deutschland 
Greece 
Hungary 
Ireland 
Italy 
Luxembourg 
Netherlands 
Portugal 
Romania 
Spain 
United Kingdom 
Asia-Pac Middle East 
Turkey 
DR Congo 
Egypt 
Ghana 
Kenya 
Lesotho 
Mozambique 
Nigeria 
South Africa 
Tanzania 
About GSTIP
Our Global Short Term Incentive Plan (GSTIP) is a discretionary cash bonus plan designed to drive exceptional performance across Vodafone and recognise and reward individual impact during the year. You can find out more by watching this short video.
The bonus calculation operates by multiplying the following:
Your base salary
As calculated on 31 March 2025.
Your target bonus
Set out as a percentage of your salary and based on your band and local market.
Business performance multiplier
Calculated based on a Business Performance range of 0-200% which is applied to your target bonus percentage.
Individual impact
Potential for additional 10% or 25% increase or decrease depending on your Impact Rating.
The details
The GSTIP is an annual discretionary plan which is paid in cash after the end of the performance period.
Financial year
The performance year for the GSTIP follows our financial year which runs from 1 April to 31 March each year.
Eligibility
To be eligible for a bonus payout you must have joined Vodafone on or before 1 March of the performance year and meet the eligibility rules specified in the Bonus procedure.
Minimum Performance Standards
To receive a bonus you must meet minimum performance standards which are: Complete assigned 'mandatory training' which for most is the Doing What’s Right compliance training by end March each year and Do not receive a formal (written) disciplinary action ('final written warning') within the financial year.
Payout
You will receive your bonus payout in June following the end of the performance year.
Business performance
The Employer will, at its discretion, determine in the Bonus Decision the percentage of fulfillment of the company goals of each company within the Vodafone Group Plc. The business multiplier will be between 0% and 200%. The multiplier will be determined based on both financial and strategic measures underpinning our key priorities of Growth and Customers.
You can view the weighting of these measures for the Group portion of the multiplier here. For Czech, the weighting is as follows:
Growth (70%)
Adjusted Service Revenue
20%
Adjusted EBIT
20%
Adjusted Free Cash Flow
20%
Revenue Market Share
10%
Customers (30%)
NPS
20%
Churn
10%
If you are on the SPARK GSTIP framework (e.g., VBUs, VBPS, and VBTS), your performance measures will be weighted on 50% SPARK GSTIP and 50% local market performance. More information on the measures can be found here.
- Your performance measures will be weighted 70% on local performance and 30% on Group performance. If you are on the SPARK GSTIP framework (e.g., VBUs, VBPS, and VBTS), your performance measures will be weighted on 50% SPARK GSTIP and 50% local market GSTIP. Local CEOs will be based on 15% SPARK GSTIP and 85% local market GSTIP.
- The fulfillment of company goals is defined for each employee by Bonus Framework. It determines the company results of which companies within the Vodafone Group Plc., opt. their proportion will be used for the final bonus calculation.
- For performance below threshold there is no payout.
- The performance under each measure will be multiplied by its relevant weighting to give a final business multiplier percentage. End-of-year results will communicate business performance against both maximum opportunity (0%-100%) and target performance (0%-200%), the latter of which is what will be applied to your target bonus percentage.
- Financial Planning and Analysis are responsible for calculating any financial measures.
- The achievement of strategic measures will be assessed by the Group CEO, Group CHRO and Group CFO. The key metrics in this assessment are Churn and Net Promoter Score.
- The Remuneration Committee approves the final GSTIP outcomes and these are released in late May after the announcement of our year-end results.
For the FY24 award, we achieved 61.9% of maximum performance (123.7% of target)
