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.

As long as you are employed on or before 1 March, you will be eligible for the annual bonus. You are entitled to a pro-rata bonus if you have not been employed/eligible for a bonus for the full financial year.

You won’t be eligible for a bonus if you resign on the 31st March or before 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.

Eligible employees can be rewarded for individual performance through our in the moment recognition programme, Vodafone Stars. For staff band employees, there is an enhanced award level available for exceptional performance. If you are a manager, you can nominate eligible direct and indirect reports for a Star award in SuccessFactors. For F band and above, Top Performers and Top Talent will be rewarded through additional share awards (GLTR) which will vest after just 12 months and be made in July following the end of the performance year.

Your salary as at 31 March (not including any other fixed payment) will be used to calculate the GSTIP payment. This will be based on the total paid time worked over the plan year.

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).