Exhibit 10.30


 


Description
of the Virgin Media Inc. 2010 Bonus Scheme


 


The compensation committee
of Virgin Media Inc.’s board of directors approved the Company’s 2010 bonus
scheme (the “2010 Bonus Scheme”) on January 7, 2010 covering almost half
of the Company’s employees, including the Company’s named executive officers.
The principal terms of the 2010 Bonus Scheme are set forth below:


 


Bonus Percentage and Scheme
Levels


 


The 2010 Bonus Scheme offers
employees an opportunity to receive a bonus equal to a percentage of their base
salary. The percentages range from 5 - 100% of base salary (depending on
employee level) for on-target performance of a number of performance targets,
with a potential maximum payment of double the on-target percentage. Employees
also have the opportunity to earn up to 1.5 times the calculated bonus amount
depending on the employee’s individual personal performance during the year.


 


Qualifying Gate Target


 


In order for any bonuses to
be payable, the Company must achieve a qualifying financial performance target
(the “2010 Bonus Qualifying Gate”), which is based on the Company’s 2010
budgeted full year OCF (which is defined as operating income before
depreciation, amortization, goodwill and intangible asset impairments and
restructuring and other charges). If the 2010 Bonus Qualifying Gate is not
achieved, no bonus payments will be made under the 2010 Bonus Scheme.


 


Divisional and Individual
Performance Targets


 


If the Qualifying Gate is
achieved, bonuses will be payable according to achievement against the group
performance targets, as well as individually upon the achievement of personal
objectives.  The performance targets are
an appropriately weighted mix of financial and operational metrics for the
group, and measure: (i) OCF; (ii) customer satisfaction; and (iii) gross
margin.


 


For all measures, the amount
to be achieved for on-target performance (the “100% Threshold”) is generally
equal to the reasonably targeted amount for that measure. A maximum target (the
“200% Threshold”) is also set for each measure at which the bonus percentage
payable is twice the on-target percentage payable. A minimum target (the “50%
Threshold”) is also set at which the bonus payable is one-half of the on-target
percentage payable. If the minimum 50% Threshold is not achieved for a
particular measure, no bonus percentage is earned in respect of that measure.
Percentage payments are structured to rise on a linear basis between the 50%
Threshold and the 100% Threshold and between the 100% Threshold and the 200%
Threshold.


 


Performance Multiplier


 


Individual achievement
against a personal objectives scorecard will determine a personal multiplier
against that individual’s divisional performance. The award


 

















 


amount will depend on an
individual’s final performance rating which is based on achievement of personal
objectives and the way in which they are achieved. An individual could earn up
to 150% of the divisional bonus if his or her performance was considered
exceptional during the year.


 


Approval and Timing


 


Payments made under the 2010
Bonus Scheme will be approved by the compensation committee. Bonus payments
will be measured on full year performance and if performance is achieved they
will be paid in one installment on or around March 31, 2011.


 


Changes to Targets and Scheme
Rules


 


The performance targets and rules to
the 2010 Bonus Scheme may be varied at any time by agreement of the
compensation committee.