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80
Vodafone Group Plc
Annual Report 2012
Base pay
The Remuneration Committee considers the remuneration increases
for the different groups of employees across all of our local markets and
other relevant factors when assessing the pay of the executive directors.
During its regular review of total compensation in March 2012, the
Remuneration Committee decided not to award salary increases to the
executive directors. Base salary levels will therefore remain unchanged
from 1 July 2011.
Base pay
£’000
Vittorio Colao 1,110
Andy Halford 700
Michel Combes . 790
Stephen Pusey 575
Itshould be noted that the average increase for Group employees based
in the UK was 2.5% to 3.0%.
GSTIP
The Remuneration Committee has reviewed the GSTIP and decided
that no design changes were necessary for the coming year.
GLTI
As mentioned earlier, given concerns about the public acceptability
ofhighly leveraged pay packages and their inuence on risk taking
behaviour, the Committee reduced the maximum leverage on the share
awards to Executive Committee members from four times target to a
maximum of three times target. Otherwise, the structure of both the
base award and matching award, which will be granted in the 2013
nancial year, will remain broadly unchanged from the awards granted
in the 2012 nancial year. The extent to which awards vest will continue
to depend on two performance conditions:
a underlying operational performance as measured by adjusted free
cashow; and
a relative TSR against a peer group median.
Adjusted free cash ow
The free cashow performance is based on a three year cumulative
adjusted free cashowgure. The denition of adjusted free cash ow
isfree cash ow excluding:
a Verizon Wireless income dividends;
a the impact of any mergers, acquisitions and disposals;
a certain material one-off tax settlements; and
a foreign exchange rate movements over the performance period.
The cumulative adjusted free cashow target and range for awards in
the 2013, 2012, 2011 and 2010 nancial years are shown in the table
below:
Performance
Vesting
percentage
2013
2013
£bn
Vesting
percentage
2010-2012
2012
£bn
2011
£bn
2010
£bn
Threshold 50% 15.4 50% 16.70 18.00 15.50
Target 100% 17.9 100% 19.20 20.50 18.00
Maximum 150% 20.4 200% 21.70 23.00 20.50
The target adjusted free cash ow level is set by reference to the
Company’s three year plan and market expectations. The Remuneration
Committee considers the targets to be critical to the Company’s
long-term success and its ability to maximise shareholder value, and to
be in line with the strategic goals of the Company. The Remuneration
Committee also considers these targets to be sufciently demanding
with signicant stretch where only outstanding performance will be
rewarded with a maximum payout. It is worth noting that the targets for
the award granted in the 2013 year are lower than those set for the 2012
nancial year to reect differing exchange rates, and the loss of dividend
streams from the sale of SFR and China Mobile Limited.
TSR outperformance of a peer group median
We have a limited number of appropriate peers and this makes the
measurement of a relative ranking system volatile. As such, the
outperformance of the median of a peer group is felt to be the most
appropriate TSR measure. The peer group for the performance
condition for the 2013, 2012, 2011 and 2010nancial years is:
a BT Group;
a Deutsche Telekom;
a France Telecom;
a Telecom Italia;
a Telefonica; and
a Emerging market composite (consists of the average TSR
performance of Bharti, MTN and Turkcell).
For awards made in the 2013, 2012, 2011 and 2010 nancial years the
relative TSR position will determine the performance multiplier. Thiswill
be applied to the adjusted free cashow vesting percentage. There will
be no multiplier until TSR performance exceeds median. Above median,
the following table will apply (with linear interpolation between points):
Outperformance
ofpeer group median Multiplier
Median 0.0% p.a. No increase
65th percentile 4.5% p.a. 1.5 times
80th percentile (upper quintile) 9.0% p.a. 2.0 times
Combined vesting matrix
The combination of the two performance measures for the award
granted in the 2013nancial year gives a combined vesting matrix as
follows:
TSR performance
Adjusted free cash ow measure Up to median 65th 80th
Threshold 50% 75% 100%
Target 100% 150% 200%
Maximum 150% 225% 300%
The combined vesting percentages are applied to the target number of
shares granted.
Directors’ remuneration (continued)