FAQs

GSTIP stands for Global Short Term Incentive Plan and will often be referred to as annual bonus. If you are in a sales role, you are likely to receive commission instead of bonus.

The plan year is the same as our company financial year. It starts on 1 April and ends on 31 March of each year.

Your bonus target amount is based on your band and local market, whilst your framework is based on your local market/function and will normally follow your reporting line.

If you require any clarity on the bonus applicable to you, please speak to your line manager or local market contact.

To ensure the right level of collective focus on driving Vodafone Business growth, individuals reporting into a local VBU Director, local VBPS and VBTS teams will be incentivised through the SPARK GSTIP. This means that all bonus eligible employees in Vodafone Business and VBPS and VBTS (except for Italy and Vodacom) will be included. Employees on commission or local bonus schemes remain on their current schemes. The CEO will also have part of their short-term incentive aligned to this framework.

Further details on the SPARK GSTIP here.

As long as you meet the eligibility rules stated in the valid Bonus procedure, you are entitled to a pro-rata bonus if you have not been employed for a bonus for the full financial year.

You won’t be eligible for a bonus if you resign before the 31st March in the relevant fiscal year, unless for specified exceptions in the Bonus procedure.

Your bonus will be calculated based on your salary at the end of the performance year. For employees promoted within the year where the target bonus has increased in the new promoted role your bonus is prorated to reflect the time spent at each target bonus level.

If you move to a new market or business area during the performance year where your bonus is subject to different performance measures or weightings, these will be applied from the day of the move.

If you change hours during the performance year, your bonus will be calculated on total paid time worked over the year based on annual base salary as at the end of the relevant financial year.

We’ll be able to let you know how the business has performed against its targets after the Vodafone Group financial results have been announced in May following the end of the financial year. Assuming the company has achieved its minimum performance requirements, the GSTIP will be calculated in May and paid in June following the end of the plan year. Any payments will be subject to normal deductions and won’t form part of your pensionable earnings.

Your manager will discuss the outcome of the reward review with you as part of your year-end conversation prior to the bonus payroll date.

The Prorating factor %, i.e. the percentage of the hours worked, takes into account the working hours worked by the employee in each month of the given Financial Year. The working hours for bonus include annual leave. Other absence at work is not included in the hours worked for bonus (such as personal days, obstacles to work on the employee’s side, temporary incapacity to work, obstacles to work on the employer’s side, maternity and parental leave, time off provided at birth of child or taking a child into care, unpaid time off, etc.).

You are entitled to a pro-rata bonus if you are eligible for a bonus for only part of the performance year.

If you begin the performance year eligible for the annual bonus and then move to a commissions role, your bonus payout will be based on your non-sales role immediately prior to changing role (i.e. 31 March salary is not used in this situation).

Please review your individual market page to understand how bonuses are calculated (i.e. base salary x target bonus % x business multiplier of 0%-200% x individual impact). The percentage used in your bonus calculation is a percentage of target outcome (0%-200%). You may also see “% of maximum” in end of year communication and this is to show how we have performed against maximum potential to drive a culture where we aim and measure ourselves against the maximum level that we can achieve.

Grow my Impact includes a minimum performance standard. ​If you do not meet the standard you will not receive a GSTIP. To comply with the standard, you must meet two conditions:

1. Complete assigned global and, if applicable, local mandatory training.
2. Did not receive a final written warning or local equivalent within the financial year.

There will be a potential for a 10% or 25% increase or decrease depending on the Impact rating you receive.

This is as follows:

• Outstanding - 25% increase
• Well Done - your manager will have the option to increase or reduce your bonus by 10%. The default option will be no change.
• More Impact Needed - 25% reduction.

Irrespective of the impact rating received, you will not receive a GSTIP if you have not met the minimum performance standards.

Training assigned to you will appear on your Grow your Learning homepage, you can also see the training you have completed in your learning history. If you are overdue on any of the required compliance training at the end of the financial year you will not be eligible for your bonus.

You will also receive email reminders on overdue learning from the Grow platform.