Vodafone 2011 Annual Report Download - page 66

64 Vodafone Group Plc Annual Report 2011
Directors’ remuneration continued
The remuneration package
The table below summarises the main components of the reward package for executive directors.
Objective and practice Performance period Award size and performance conditions
Base salary ■ To attract and retain the best talent.
■ Base salaries are reviewed annually and set
on 1 July.
n/a ■Level of skill and experience, scope of responsibilities,
individual and business performance, and competitiveness
of the total remuneration package are taken into account
when determining the appropriate level of base salary.
Global Short-Term
Incentive Plan
(‘GSTIP’)
■ To motivate employees and incentivise
delivery of performance over the one-year
operating cycle.
■ Bonus levels and the appropriateness of
measures and weightings are reviewed
annually to ensure they continue to support
our strategy.
■ The annual bonus is paid in cash in June each
year for performance over the previous
financial year.
1 year ■ Performance over the financial year is measured against
stretching financial and non-financial performance
targets set at the start of the financial year.
■ Summary of the plan in the 2011 financial year:
■ service revenue (30%);
■ operating profit (20%);
■ free cash flow (20%); and
■ competitive performance assessment (30%).
■ Target bonus is 100% of base salary.
■ Minimum and maximum bonus is in a range of 0 – 200%
of base salary with maximum only paid out for
exceptional performance.
Global Long-Term
Incentive Plan
(‘GLTI’)
base awards
■ To motivate and incentivise delivery of
sustained performance over the long-term.
■ Award levels and the framework for
determining vesting are reviewed annually to
ensure they continue to support our strategy.
■ Long-term incentive awards (base awards)
consist of performance shares which are
granted each year in June/July and vest three
years later based on Group operational and
external performance.
3 years ■ Performance over three financial years is measured
against stretching targets set at the beginning of the
performance period.
■ Vesting is determined based on a matrix of two
measures as follows:
■ free cash flow as our operational performance
measure; and
■ relative TSR as our external performance measure.
■ Awards vest to the extent performance conditions are
satisfied, three years from grant.
■ The Chief Executive’s base award will have a target face
value of 137.5% of base salary as of June 2011. The base
award for the other executive directors will have a target
face value of 110% of base salary as of June 2011.
■ Minimum vesting is zero times and maximum vesting is
four times the base award level.
Global Long-Term
Incentive Plan
(‘GLTI’)
co-investment
matching awards
■ To support and encourage greater
shareholder alignment through a high level
of personal financial commitment.
■ Individuals may purchase Vodafone shares
and hold them in trust for three years in order
to receive additional performance shares in
the form of a GLTI matching award.
■ GLTI matching awards are granted each year
in June/July in line with the investment made,
and vest three years later based on Group
operational and external performance.
3 years ■ GLTI matching awards are subject to the same
performance conditions as the main GLTI award.
■ Executive directors can co-invest up to their annual
gross salary.
■ Matching awards will be granted on a one for one basis
at target performance.
■ Minimum vesting is zero times and maximum vesting is
four times the target award level.
Other remuneration
In addition to base pay and incentive opportunities as described in the table above, the Company offers a competitive package of retirement and other
benefits as follows:
■ Executive directors may choose to participate in the defined contribution pension scheme or to receive a cash allowance in lieu of pension. The cash
payment or pension contribution is equal to 30% of annual gross salary. From 6 April 2011 contributions into the defined contribution pension scheme
are restricted to £50,000 per annum. Any residual of the 30% pension benefit will be delivered as a cash allowance.
■ Company car or cash allowance worth £19,200 per annum.
■ Private medical insurance.
■ Chauffeur services, where appropriate, to assist with their role.