Exhibit 10.2

Fiscal Year 2005
Executive Bonus Agreement
Pursuant to the 2003 Performance Award Plan
July 1, 2004 — June 30, 2005

Name: [Insert Name]                      Title: [Insert Job Title]

Effective Date: July 1, 2004

Target Bonus: [Insert Target %] of Annual Base Salary            Employee ID:
[Insert ID]

Annual Base Salary: [Insert Annual Base Salary]

This bonus plan and this specific employee’s participation were approved by the
Board of Directors of Corinthian Colleges, Inc. (the “Company”). It covers the
period July 1, 2004 through June 30, 2005. Any deviation from the provisions of
the bonus plan, as stated below, must be specifically approved by the Company’s
Board of Directors.

The employee is eligible to earn a bonus payment, as described below, so long as
the employee is employed by the Company in the position listed above and so long
as this bonus plan remains in effect. The employee will be eligible for bonus
consideration only during complete calendar months of the fiscal year in which
the employee occupies the bonus eligible position. To determine eligibility for
the annual bonus payment, actual Company performance will be measured against
the performance goals for the fiscal year covered by this bonus plan.

As in the past, the earned bonus may be paid only if and to the extent that the
bonus payment has been accrued by the Company.

To receive any bonus earned under this plan, the employee must be eligible, as
stated above, and be employed by the Company at the time of bonus payment.
Pro-rated bonus payments will be made only when minimum performance targets have
been achieved and only when one of the following occurs:

  (A)   Employee enters the bonus eligible position after the fiscal year
commences; or     (B)   Eligible employee retires from employment with the
Company prior to the end of the fiscal year, having attained age 55 or older at
retirement and having provided acceptable advance formal notification to the
Company of intention to retire; or     (C)   Other situations expressly approved
by the Company’s Board of Directors.

All quarterly and annual bonuses will be paid within 90 days of the end of the
fiscal year. All bonuses will be calculated based on the base salary in effect
at the end of the fiscal year.

If a pro-rated bonus payment is granted, the amount of bonus paid will be
calculated based on the number of complete calendar months the employee occupied
the bonus eligible position during the fiscal year. For example, with regard to
an annual bonus payment, an employee occupying the bonus eligible position for
nine and one half calendar months of the fiscal year would receive 75% of the
total annual bonus calculated.

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Fiscal Year 2005
Executive Bonus Agreement
Pursuant to the 2003 Performance Award Plan
July 1, 2004 — June 30, 2005  

[Insert Job Title]

QUARTERLY AND ANNUAL BONUSES

A.   Introduction. Quarterly bonuses will only be fully earned (1) by
achievement of quarterly performance targets, and (2) if specific annual
performance targets related to budgeted Earnings Per Share (“EPS”) and Revenue
are also achieved. The specific amount of the bonuses actually earned for
quarterly performance will be tied to the specific level of annual achievement
of EPS and Revenue targets. Thus, if the annual performance is higher or lower
than target, but still within the bonus eligibility range as shown on Attachment
A, the bonus earned for individual quarterly performance would be reduced or
increased based on the same ratios of reduction or increase achieved for the
annual portion of the bonus.       For example, if the employee achieved bonus
eligibility performance in three quarters and the Company’s annual performance
was below target in EPS and Revenue (earning, for example, half of the annual
Target Bonus, per the bonus payout schedule), the annual payment for the three
earned quarterly bonuses would also be reduced by the same ratio (one half in
this example). Conversely, if the annual performance exceeded the annual Target
Bonus (earning, for example, 125% of the annual Target Bonus), then the
quarterly bonuses earned would also be increased by that same ratio (125%).   B.
  Award timing. The bonuses related to quarterly performance targets will not be
paid until after the end of the fiscal year, at the same time the annual bonus
is paid.   C.   Performance measures and goals. Goals for each performance
measure (e.g., Operating Profit, Revenue, etc.) are drawn from the fiscal year
2005 budget.   D.   Size of Awards. The employee’s total target bonus equals
[Insert Target %] of the employee’s annual base salary (the “Target Bonus”).
This includes [Insert Quarterly Target %] of the annual base salary ([Insert
Quarterly Weighting %] of the total Target Bonus) for achievement of all
quarterly performance targets and [Insert Annual Target %] of annual base salary
([Insert Annual Target %] of total Target Bonus) for achievement of all annual
performance targets by the Company. In addition, overachievement of the annual
Company performance goals will entitle the employee to earn additional bonus, as
specified below.       If overachievement of performance objectives is achieved,
the maximum bonus which may be earned from the sum of all components of this
bonus plan is [Insert Maximum %] of annual base salary (150% of total Target
Bonus).   E.   Reduction of awards. In the event the employee earns a cumulative
bonus equal to more than 125% of the Target Bonus, the Company’s Board of
Directors retains the right, in its sole and absolute discretion, to decrease
the amount of bonus down to, but to not less than, 125% of the Target Bonus.  
F.   Form of awards. Awards may be distributed in the form of cash, Restricted
Stock Units (“RSUs”) or Deferred Stock Units (“DSUs”).

  1.   Less than or equal to 100% of Target Bonus. Awards up to 100% of Target
Bonus will be paid in cash, unless the employee has made a timely deferral
election, in

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Fiscal Year 2005
Executive Bonus Agreement
Pursuant to the 2003 Performance Award Plan
July 1, 2004- June 30, 2005  

[Insert Job Title]

      which case the employee may defer up to 90% of the Target Bonus in the
form of fully vested DSUs under the Executive Deferral Plan.     2.   Greater
than 100% of Target Bonus. If any portion of the actual bonus earned exceeds the
Target Bonus, the Company may, at the discretion of the Board of Directors,
contribute the excess amount to the employee’s account under the Executive
Deferral Plan in the form of an RSU award under the 2003 Performance Award Plan.
The RSUs will “vest” at the rate of 25% per year over the next four years after
the award date.

G.   Performance Gate. As noted at the bottom of Attachment A, the Company must
achieve a minimum of [Insert Performance Gate $] in EPS in Fiscal 2005 for the
employee to earn any annual bonus related to Revenue, regardless of actual
annual Revenue performance.

Quarterly Bonus Criteria

A.   Size of awards. This portion of the bonus plan for this position provides
quarterly bonus payments for successful achievement of one or more of the
performance targets. The aggregate amount of bonus attributable to the quarterly
performance targets is [Insert Quarterly Weighting %] of the Target Bonus.   B.
  Award timing. The bonuses related to quarterly performance targets will not be
paid until after the end of the fiscal year, at the same time the annual bonus
is paid.   C.   Performance measures and goals. The possible annual summation is
listed for illustration purposes only to show the total possible annual
summation of quarterly bonuses under the quarterly portion of the bonus plan.
All performance targets are stated as Company performance targets.

                              Possible     Quarterly   Annual Performance Target

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  Bonus

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  Summation

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Achieve Budgeted Bad Debt
  [Insert %]   [Insert %]
Achieve Budgeted Operating Profit
  [Insert %]   [Insert %]
Achieve Budgeted Revenue
  [Insert %]   [Insert %]
Achieve Budgeted Student Attrition
  [Insert %]   [Insert %]
Achieve Minimum 85% Student Satisfaction from most recent Student Satisfaction
Surveys
  [Insert %]   [Insert %]
Total
  [Insert %]   [Insert %]

  1.   Bad Debt, Student Attrition and Student Satisfaction. If quarterly
Budgeted Bad Debt, Budgeted Student Attrition, and a Minimum Score of 85% from
the most recent Student Satisfaction Surveys is not achieved, then no bonus will
be paid for the respective target (i.e., there will be no pro-rata payment for
underachievement).

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Fiscal Year 2005
Executive Bonus Agreement
Pursuant to the 2003 Performance Award Plan
July 1, 2004 — June 30, 2005  

[Insert Job Title]

  2.   Operating Profit and Revenue. The chart below reflects the pro-rated
percentage of Target Bonus available for achievement of Budgeted Operating
Profit and Budgeted Revenue each quarter down to 85% of the budget for each
performance measure.

                                                                               
                      Achieve Minimum 85% (Dollars in Thousands)

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    Budgeted Operating Profit

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  Budgeted Revenue

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    Achievement

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  Awards

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  Achievement

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  Awards

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% of                                   % of   Quarterly                        
          % of   Quarterly Budget                                   Available  
Bonus                                   Available   Bonus Achieved

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  Q1

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  Q2

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  Q3

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  Q4

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  Bonus

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  Earned

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  Q1

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  Q2

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  Q3

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  Q4

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  Bonus

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  Earned

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100%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     100 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     100 %   [Insert %]
99%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     97 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     97 %   [Insert %]
98%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     94 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     94 %   [Insert %]
97%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     91 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     91 %   [Insert %]
96%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     88 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     88 %   [Insert %]
95%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     85 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     85 %   [Insert %]
94%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     82 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     82 %   [Insert %]
93%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     79 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     79 %   [Insert %]
92%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     76 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     76 %   [Insert %]
91%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     73 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     73 %   [Insert %]
90%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     70 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     70 %   [Insert %]
89%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     67 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     67 %   [Insert %]
88%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     64 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     64 %   [Insert %]
87%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     61 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     61 %   [Insert %]
86%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     58 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     58 %   [Insert %]
85%
  [Insert $]   [Insert $]   [Insert $]   [Insert $]     55 %   [Insert %]  
[Insert $]   [Insert $]   [Insert $]   [Insert $]     55 %   [Insert %]

D.   Bonus calculation. Following the end of the plan year, an annual bonus
calculation is performed in order to determine the fully earned quarterly bonus.
The amount of quarterly bonus that is fully earned is determined by dividing the
annual bonus earned by the annual Target Bonus and multiplying this ratio by
each quarterly bonus earned for each fiscal quarter. (See Example provided in
the Introduction on page 2.)

Annual Bonus Criteria

A.   Introduction. A plan participant may receive an annual bonus payment for
achievement of specific performance goals as described below and specified on
Attachment A.   B.   Goals. EPS and Revenue for the Company are equal to
budgeted EPS and budgeted Revenue for the Company.   C.   Size of awards.
Achievement of goals will earn a bonus payment equal to [Insert Annual Target %]
of the employee’s annual base salary. The maximum bonus which may be earned
under the annual portion of the bonus plan, including overachievement, is 150%
of the annual target bonus, or in the case of this specific employee, [Insert
Annual Maximum %] of annual base salary, as specified in Attachment A. Refer to
Attachment A for the specific bonus payments earned for various levels of
performance.

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Fiscal Year 2005
Executive Bonus Agreement
Pursuant to the 2003 Performance Award Plan
July 1, 2004 — June 30, 2005  

[Insert Job Title]

GENERAL PROVISIONS

The Company’s Board of Directors reserves the right to adjust bonus plan
performance goals upon the occurrence of unusual or extraordinary events. The
Company also reserves the right to reduce, suspend, or eliminate the payment of
any bonus earned, if significant regulatory and or business practices attributed
to the employee are determined to be improper by the Company’s Board of
Directors. The Board will also have the right, in its sole and absolute
discretion, to reduce, suspend or eliminate the payment of any bonus earned if
the Company’s independent auditors find any “significant deficiency” in
compliance with the requirements of Section 404 of the Sarbanes-Oxley Act within
the employee’s area of functional or operational responsibility.

Nothing in this document is to be construed to guarantee its continuation in
this or any future years.

The Company’s Board of Directors of Corinthian Colleges, Inc. will make the
final decision regarding any disputed bonus computation or award.

REQUEST FOR SIGNATURE

Please sign and return this document to Corporate Human Resources.

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Employee Signature
[Insert Name]

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Executive Vice President, Administrative Services
Dennis Devereux

Note:  Original signed plan document must be returned to Corporate Human
Resources to implement this bonus plan.

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Fiscal Year 2005
Executive Bonus Agreement
Pursuant to the 2003 Performance Award Plan
July 1, 2004 — June 30, 2005  

[Insert Job Title]

Attachment A: Annual Award Payout Schedule

                                  Annual   Target

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  Maximum

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        Base   as % of   Award   as % of   Award Job

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  Employee

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  Salary

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  Base Sal.

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  Payout

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  Base Sal.

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  Payout

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[Insert Job Title]
  [Insert Name]   [Insert $]   [Insert %]   [Insert $]   [Insert %]   [Insert $]

Annual Bonus Overview

                                                      Awards as % of            
    Base Salary

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  Award $

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    Weighting                     at Target                 Performance Measure

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  and Max.

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  Target

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  Maximum

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  Target

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  Maximum

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Earnings Per Share (EPS)
    60.0 %   [Insert %]   [Insert %]   [Insert $]   [Insert $]
Revenue
    40.0 %   [Insert %]   [Insert %]   [Insert $]   [Insert $]
TOTAL
    100.0 %   [Insert %]   [Insert %]   [Insert $]   [Insert $]

Annual Award Calculation Table

                          Earnings Per Share (EPS)

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    Actual   Award         EPS   as % of         as % of   Target   Award    
Budget

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  Bonus

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  Payout

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Maximum
    106 %     90.0 %   [Insert $]
 
    105 %     85.0 %   [Insert $]
 
    104 %     80.0 %   [Insert $]
 
    103 %     75.0 %   [Insert $]
 
    102 %     70.0 %   [Insert $]
 
    101 %     65.0 %   [Insert $]
Target
    100 %     60.0 %   [Insert $]
 
    99 %     50.0 %   [Insert $]
 
    98 %     40.0 %   [Insert $]
 
    97 %     30.0 %   [Insert $]
 
    96 %     20.0 %   [Insert $]
 
    95 %     10.0 %   [Insert $]
 
    94 %     6.7 %   [Insert $]
 
    93 %     6.0 %   [Insert $]
 
    92 %     5.3 %   [Insert $]
 
    91 %     4.7 %   [Insert $]
 
    90 %     4.0 %   [Insert $]
 
    89 %     3.3 %   [Insert $]
 
    88 %     2.7 %   [Insert $]
 
    < 88 %     0.0 %   [Insert $]

                          Revenue

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    Actual   Award         Revenue   as % of         as % of   Target   Award  
  Budget

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  Bonus

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  Payout

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Maximum
    110 %     60.0 %   [Insert $]
 
    109 %     58.0 %   [Insert $]
 
    108 %     56.0 %   [Insert $]
 
    107 %     54.0 %   [Insert $]
 
    106 %     52.0 %   [Insert $]
 
    105 %     50.0 %   [Insert $]
 
    104 %     48.0 %   [Insert $]
 
    103 %     46.0 %   [Insert $]
 
    102 %     44.0 %   [Insert $]
 
    101 %     42.0 %   [Insert $]
Target
    100 %     40.0 %   [Insert $]
 
    99 %     33.3 %   [Insert $]
 
    98 %     26.7 %   [Insert $]
 
    97 %     20.0 %   [Insert $]
 
    96 %     10.0 %   [Insert $]
 
    95 %     5.0 %   [Insert $]
 
    94 %     3.6 %   [Insert $]
 
    93 %     2.9 %   [Insert $]
 
    92 %     2.1 %   [Insert $]
 
    91 %     1.4 %   [Insert $]
 
    90 %     0.7 %   [Insert $]
 
    < 90 %     0.0 %   [Insert $]

Note:  The company must achieve at least [Insert Performance Gate $] in Earnings
Per Share (EPS) in Fiscal 2005 for the employee to earn any annual bonus related
to Revenue, regardless of actual annual Revenue performance.

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