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Exhibit 10.1

The MENTOR Network
Incentive Compensation Plan

Effective October 1, 2007

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Table of Contents

Purpose of Plan   1 Incentive Compensation Philosophy   1 Incentive Plan Guiding
Principles   1 Eligibility   2 Incentive Compensation Payout Opportunity   2
Performance Measurements   2 Calculation of Incentive Payouts   3   Making the
Initial Calculation   3   Using Free Cash Flow or DSO Performance to Confirm or
Modify the Initial Calculation   4   Using Quality of Services or Work to
Confirm or Modify the Initial Calculation (as adjusted for Free Cash Flow or DSO
performance)   4   Redistribution of Unallocated Incentive Compensation   4   In
the Event that Calculated Payouts Exceed Funds Available to Pay Incentive
Compensation   4 Discretionary Incentive Pool   4 Administration   5   Plan
Changes   5   Management of Financial and Other Goals   5   Incentive
Compensation Payouts   5   Approval of New Plan Entrants   5   Ongoing
Eligibility Management   6 Participant Termination Provisions   6   Voluntary
Terminations   6   Involuntary Terminations for Cause   6   Retirement and Death
  6 Special Provisions Relating to Position and Status Changes   6   Promotions
and Job Transfers   6   Interruptions in Work   7 Plan Year and Effective Date  
7 Plan Amendments   7 Exhibit A: Eligibility, Weighting, and Target IC
Opportunity for Management Positions   8 Exhibit B: Eligibility, Weighting, and
Target IC Opportunity for Executive Positions   9 Annex 1: Examples of Incentive
Compensation Payout Calculations   10

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Purpose of Plan

        The purpose of The MENTOR Network Incentive Compensation Plan (the
"Incentive Plan" or the "Plan") is to provide executives, management, and other
designated key employees with the opportunity to receive an annual cash
incentive award for meeting performance goals that align with the business goals
of The MENTOR Network ("The Network").

Incentive Compensation Philosophy

        As a national network of local human service providers, The Network's
mission is to provide high-quality home and community-based human services to
individuals with mental retardation and developmental disabilities, at-risk
children and youth with emotional, behavioral, or medically complex needs and
their families, persons with acquired brain injury, individuals with physical
disabilities, and the elderly. The Network's vision is to provide these
high-quality services to consumers in need across the United States. To achieve
this vision, The Network's primary business goal is to continuously improve the
quality of services, thereby growing the business and increasing the equity
value of The Network.

        This Incentive Plan is intended to complement the other elements of
total compensation such as base salary, merit increases, and benefits. The Plan
is designed to align variable compensation with The Network's primary business
goals and to support achievement of these business goals by providing:

•Incentives that closely align pay with the attainment of high-quality services
and work and the attainment of financial goals affecting equity value,
including: (1) adjusted EBITDA for The Network as reported to The Network's
private equity investor ("Adjusted EBITDA"); (2) contribution to overhead
("CTO") for organizational units within The Network; (3) revenue; (4) adjusted
free cash flow for The Network, as defined by the Compensation Committee at the
beginning of each fiscal year ("Free Cash Flow"); and (5) days sales outstanding
("DSO"); and

•Meaningful and competitive incentive compensation opportunities that attract
and retain high performers at the executive and management levels.

Incentive Plan Guiding Principles

        This Incentive Plan is based on a set of principles for providing an
effective incentive compensation plan, which are:

•Variable pay.  Variable pay is an important component of total compensation for
executives, management, and other key employees. This Incentive Plan provides
the opportunity for participants to receive annual incentive compensation
payouts based on performance. The opportunity available is related to a
participant's level of responsibility for and impact on The Network's and/or
organizational unit's performance, expressed as a percentage of annualized base
salary. (Throughout this document, "organizational unit" means operating
subgroup, state, or, in the case of Minnesota, region, whichever applies to the
individual participant. For example, for an Executive Director, the
organizational unit is the group of states for which the Executive Director is
responsible, which is a subgroup of the larger Operating Group.)

•Alignment.  Incentive payouts are directly linked to The Network's business
goals. The initial calculation of incentive payouts is based on actual Adjusted
EBITDA and/or CTO and actual revenue compared against budgeted goals for The
Network and/or organizational unit. In addition, the calculation factors in Free
Cash Flow or the applicable level of DSO and the participants' performance with
regard to quality of services or work.

•Clear line of sight.  As much as possible, incentives are linked to goals that
participants can see, understand, and impact.

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•Simplicity.  The method for calculating incentive payouts and the goals on
which incentive payouts are based are easily understood.

Eligibility

        Eligibility for participation in the Incentive Plan is limited to
employees in positions that have been approved for participation who are not
eligible for participation under another cash incentive plan of The Network. In
general, to be eligible, an employee must earn at least $50,000 in base salary
(as adjusted for the local labor market based on Economic Research Institute or
comparable data as determined by the Senior Director of Compensation and
Benefits) and, for Program Manager and Program Director positions, must be
responsible for programs with at least $250,000 expected CTO. Exceptions must be
approved by the Chief Operating Officer ("COO") and the Chief Financial Officer
("CFO"). For a list of management and other key positions that have been
approved for participation, refer to Exhibit A. For a list of executive
positions that have been approved for participation, refer to Exhibit B.

Incentive Compensation Payout Opportunity

        A participant's target incentive compensation opportunity is based on
the participant's level of responsibility for and impact on The Network's
business goals. Refer to Exhibit A for the target levels of incentive
compensation payout opportunities available to management and other key
positions, and to Exhibit B for executive payout opportunities.

Performance Measurements

        Incentive compensation payouts are based on four performance
measurements: (1) Adjusted EBITDA and/or CTO; (2) revenue; (3) Free Cash Flow or
DSO; and (4) quality of services or work.

•Adjusted EBITDA and/or CTO and revenue.  An initial calculation of a
participant's incentive compensation (the "Initial Calculation") is based on The
Network's and/or organizational unit's Adjusted EBITDA and/or CTO and revenue
measured against budget goals. Allocation between Network (Adjusted EBITDA) and
organizational unit (CTO) performance is determined according to a participant's
position, as set out on Exhibits A and B. Adjusted EBITDA/CTO performance is
weighted 75 percent and revenue performance is weighted 25 percent.

•Free Cash Flow or DSO.  The Free Cash Flow target applicable to the executive
positions listed on Exhibit B is established and approved at the beginning of
the fiscal year by the Compensation Committee. When the target is met, the
Initial Calculation is unaffected. When the target is not met, the Initial
Calculation is modified. For all other employees, DSO targets are established
and approved for The Network and organizational units at the beginning of the
fiscal year by the CFO and COO. When the target is met, the Initial Calculation
is unaffected. When the target is not met, the Initial Calculation is modified.

•Quality of Services or Work.  When goals relating to quality of services or
work are met or exceeded, the Initial Calculation (after any Free Cash Flow or
DSO adjustment) is unaffected. When these goals are not met, the Initial
Calculation is modified. Operating Group positions (as set out on Exhibit A) are
rated based on quality of services of the participant's applicable
organizational unit, including factors such as licensure issues and
restrictions. Network positions (as set out on Exhibits A and B) are rated based
on an individual participant's quality of work, including factors such as
quality of management, achievement of assigned goals, completion of assigned
projects, and contributions to the achievement of departmental or company goals.
Supervisors will be asked to certify their ratings with respect to individual
performance pertaining to quality of work. The applicable Operating Group
President must certify a participant's organizational unit's rating for quality
of service.

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Calculation of Incentive Payouts

        Plan participants are eligible to receive an incentive payout based on a
percentage of their annualized base salary as of the last day of the fiscal year
for which the incentive is being paid. The following steps apply in determining
a participant's incentive compensation payout:

1.Make the Initial Calculation; i.e., calculate the incentive compensation
payout attributable to Adjusted EBITDA/CTO and revenue performance based on
management reporting conventions. This calculation excludes new start
investments under immunity and acquisitions other than tuck-ins (i.e., purchase
price of $3 million or less and easy to integrate, as determined by the Chief
Executive Officer ("CEO")).

2.Factor in Free Cash Flow or Network/organizational unit DSO performance, as
applicable, confirming or modifying the Initial Calculation, depending on
outcome.

3.Factor in the participant's performance pertaining to quality of services or
work, confirming or modifying the Initial Calculation, depending on outcome, and
as adjusted for Free Cash Flow or DSO performance.

4.Redistribute unallocated incentive dollars resulting from modifying payouts
for Free Cash Flow, DSO, and quality performance.

        For examples of incentive compensation payout calculations, refer to
Annex 1.

Making the Initial Calculation

        To make the Initial Calculation for a participant, the following formula
applies.

Formula:

•First, determine the participant's target incentive compensation by multiplying
the participant's annualized base salary as of the last day of the fiscal year
by the percentage applicable to his or her position (the Target IC Payout
Opportunity set out on Exhibits A and B).

•Second, determine the portion of the participant's target incentive
compensation attributable to actual Adjusted EBITDA/CTO performance by
multiplying the participant's target incentive compensation by 75 percent
(i.e., Adjusted EBITDA/CTO weighting) and then by the adjusted percentage (the
IC Payout Levels set out on Annex 1) associated with the Network's and/or
organizational unit's actual Adjusted EBITDA/CTO results.

•Third, determine the portion attributable to actual revenue performance by
multiplying the participant's target incentive compensation by 25 percent
(i.e., revenue weighting) and then by the adjusted percentage (the IC Payout
Levels set out on Annex 1) associated with the Network's and/or organizational
unit's actual revenue results.

•Last, sum the portions calculated for actual Adjusted EBITDA/CTO and revenue
performance.

        The IC Payout Level used in the Initial Calculation is the percentage
payout that applies based on the level of actual Adjusted EBITDA/CTO and revenue
performance achieved. At the beginning of each fiscal year, an Adjusted
EBITDA/CTO and revenue performance table is established for The Network and each
organizational unit. The table (an example of which can be found in Annex 1)
sets out the target Adjusted EBITDA/CTO and revenue goals and a performance
range of 92.5 to 107.5 percent of the targets. At each level of performance
there is an associated IC Payout Level. Thus, the minimum actual performance
required for an incentive compensation payout is 92.5 percent of the Adjusted
EBITDA/CTO and revenue target goals, and the maximum actual performance factored
into the calculation is 107.5 percent of the target goals. The IC Payout Level
ranges from 50 to 150 percent, with budgeted or target incentive compensation at
100 percent. In cases where actual Adjusted

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EBITDA/CTO and/or revenue performance falls between two performance points in
the table, the IC Payout Level used for the Initial Calculation will fall
proportionately between the two IC Payout Level percentages in the table.

Using Free Cash Flow or DSO Performance to Confirm or Modify the Initial
Calculation

        A participant's Initial Calculation may be modified for DSO performance
or, in the case of executive positions listed on Exhibit B, for Free Cash Flow
performance. If the Network or organizational unit meets its Free Cash Flow or
DSO target, as applicable for the participant, the Initial Calculation is
unaffected. If the Network or organizational unit fails to meet its Free Cash
Flow or DSO target, the Initial Calculation is multiplied by 90 percent.

        In confirming or modifying the Initial Calculation, the Free Cash Flow
target applies to executive positions listed on Exhibit B, the Network DSO
target applies to all other Network positions, and the organizational unit DSO
target applies to Operating Group positions.

Using Quality of Services or Work to Confirm or Modify the Initial Calculation
(as adjusted for Free Cash Flow or DSO performance)

        The Initial Calculation may be further modified for quality performance.
If a participant receives a rating of 4 ("meets or exceeds expectations") for
quality of services or work, the Initial Calculation, as modified for Free Cash
Flow or DSO performance, is unaffected. If a participant receives a rating of 3
("meets most expectations") or less, the Initial Calculation, as modified for
Free Cash Flow or DSO performance, is multiplied by 75 percent, 50 percent, or
0 percent, as set out on Annex 1. A participant's supervisor must certify a
participant's rating for quality of work. The applicable Operating Group
President must certify a participant's organizational unit's rating for quality
of services. Quality of service expectations, standards, and metrics are
expected to be developed, approved, and disseminated from time to time by the
COO and Operating Group Presidents. A participant's supervisor sets quality of
work expectations.

Redistribution of Unallocated Incentive Compensation

        For incentive compensation that is not allocated as a result of
modifying the Initial Calculation for DSO performance and/or quality of services
or work, the unallocated dollar amounts may be redistributed to participants
within the same operating group or within the positions listed as Network
positions on Exhibits A and B. The applicable Operating Group President must
approve redistribution of dollars within an operating group. The CEO must
approve redistribution of dollars among Network positions. Incentive
compensation that is not allocated as a result of modifying the Initial
Calculation for Free Cash Flow performance may be redistributed at the
discretion of the Compensation Committee.

In the Event that Calculated Payouts Exceed Funds Available to Pay Incentive
Compensation

        In the event that the total calculated incentive payouts, after taking
into account modifications for Free Cash Flow, DSO, quality performance, and any
discretionary redistributions of unallocated incentive compensation, exceed the
funds that are available to pay incentive compensation as approved by the
Compensation Committee and Board of Directors, all payouts will be reduced
proportionately based on the funds available.

Discretionary Incentive Pool

        Each fiscal year, a discretionary pool will be budgeted equal to three
percent of total budgeted incentive compensation. Based on actual Network
Adjusted EBITDA and revenue performance, the discretionary pool will be adjusted
so that it is three percent of the total potential pool. The

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discretionary pool may be used to increase incentive compensation payouts for
participants whose calculated payouts may not adequately reflect their
performance; for example, to a high performer within a state or other
organizational unit that does not perform well. The CEO must approve all
additions to incentive compensation payouts from the discretionary pool, except
for additions to payouts for executive officers, as defined under the Securities
Exchange Act of 1934, as amended (the "Executive Officers"), whose additions
must be recommended by the CEO and approved by the Compensation Committee.

Administration

Plan Changes

        The Compensation Committee and the Board of Directors must approve the
Incentive Plan and any changes to the Plan.

Management of Financial and Other Goals

        For each fiscal year, the Compensation Committee must approve:

•The Network's Adjusted EBITDA, revenue and DSO performance goals that will be
used for measuring Network performance

•The Network's Free Cash Flow performance goal that will be used in calculating
incentive compensation payouts for executive positions listed on Exhibit B

•The Network's actual performance results that will be used as the basis for
calculating incentive compensation payouts

        The CEO, CFO, and COO must approve goals and actual performance results
for organizational units.

Incentive Compensation Payouts

        Each fiscal year, the Compensation Committee must approve all incentive
compensation payouts for Executive Officers. The CEO must approve all other
incentive compensation payouts.

Approval of New Plan Entrants

        The Compensation Committee must approve any new Executive Officer
entering the plan and the applicable performance weightings and incentive
compensation payout opportunities.

        Approval of new entrants other than Executive Officers is based on
whether: (i) an employee's position has been approved for plan participation (as
set out in Exhibit A), (ii) the employee earns at least $50,000 in base salary
(as adjusted for the local labor market) and, (iii) for Program Manager and
Program Director positions, the employee is responsible for programs with at
least $250,000 expected CTO, as confirmed by the Operating Group CFO. In the
case of an employee meeting the above criteria, entry in the Plan must be
approved by both the Operating Group CFO (or, for Network positions, the CFO)
and the Senior Director of Compensation & Benefits.

        In the case of employees who do not meet the above criteria but are
recommended for participation by the Operating Group CFO (or, for Network
positions, the CFO), the Senior Director of Compensation & Benefits must review
the position and make a recommendation to the COO and CFO as to whether the
employee should be approved for participation and, if so, also recommend
weightings and the level of incentive compensation payout opportunity. The COO
and CFO have the final authority for approving new positions for participation.

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Ongoing Eligibility Management

        At the beginning of each fiscal year, a listing of all current eligible
plan participants will be provided to Operating Group Presidents and CFOs and to
Network department heads for review and confirmation. The list will include
performance weightings and level of incentive compensation payout opportunity.
Once reviewed, the list will be submitted to the CEO, CFO, and COO for approval.
In addition, a list of Executive Officer participants and their performance
weightings and level of incentive compensation payout opportunity will be
submitted to the Compensation Committee for review and approval.

Participant Termination Provisions

Voluntary Terminations

        Plan participants who terminate employment voluntarily before the actual
payment date of incentive compensation, other than by retirement, will not be
eligible for any incentive payout under the Plan, with the exception of unusual
situations that are approved by the CEO or, in the case of payouts for Executive
Officers, approved by the Compensation Committee.

Involuntary Terminations for Cause

        Plan participants whose employment is involuntarily terminated for cause
will not be eligible for any incentive payments under the Incentive Plan.
"Cause" shall mean any of the following: (i) theft or embezzlement, or attempted
theft or embezzlement, of money or property of the Company or any subsidiary,
perpetration or attempted perpetration of fraud, or participation in a fraud or
attempted fraud, on the Company or any subsidiary, or any third party, or
unauthorized appropriation of, or attempt to misappropriate, any tangible or
intangible assets or property of the Company or any subsidiary; (ii) any act or
acts of disloyalty, misconduct, or moral turpitude injurious to the interest,
property, operations, or business reputation of the Company or any subsidiary;
(iii) material violation of any agreement with the Company or any serious
violation of the Company's policies, including its Code of Conduct; or
(iv) failure or inability (other than by reason of disability) to carry out
effectively a participant's duties and obligations to the Company and its
subsidiaries or to participate effectively and actively in the management of the
Company and its subsidiaries, as determined in the reasonable judgment of the
CEO or, with respect to the CEO, the Compensation Committee.

Retirement and Death

        Plan participants whose employment terminates because of retirement or
death are eligible to receive an incentive compensation payout. The payout will
be calculated based upon actual Network and organizational unit performance for
the full fiscal year and quality of work, if applicable, for the portion of the
year the individual was employed, and the resulting amount prorated for the
portion of the year that was worked. Any incentive compensation payout that is
earned will be paid at the normal payout date for all plan participants.

Special Provisions Relating to Position and Status Changes

Promotions and Job Transfers

        Incentive plan goals and payout opportunities may be reestablished upon
transfer or promotion to a new position. Unless otherwise determined by the CEO,
incentive payouts will be calculated based upon the participant's position and
base salary as of the last day of the fiscal year.

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Interruptions in Work

        A long-term illness or disability will not affect the eligibility of an
employee to participate in the Incentive Plan. Performance objectives will not
be adjusted based on the work interruption, although actual performance achieved
will be evaluated and the corresponding incentive payout will be prorated based
upon the amount of time worked during the performance period.

        "Disability" shall mean the inability, due to illness, accident, injury,
physical or mental incapacity, or other disability, of any participant to carry
out effectively his or her duties and obligations to the Company or to
participate effectively and actively in the management of the Company for a
period of at least 90 consecutive days or for shorter periods aggregating at
least 90 days (whether or not consecutive) during any 180-day period, as
determined in the reasonable judgment of the CEO, or in the case of an Executive
Officer, the Compensation Committee.

        Special assignments generally will not affect either the target goals or
incentive payout, except as may be reflected in a participant's performance
review rating. However, if the special assignment is of a significant nature or
duration, incentive plan goals may be reestablished and incentive earnings
prorated based on the time spent in each position during the performance period.

Plan Year and Effective Date

        The Plan year is the fiscal year, which starts on October 1st and ends
on September 30th. The effective date of this plan is October 1, 2007. This Plan
supersedes all other cash incentive compensation plans previously sponsored by
The MENTOR Network.

Plan Amendments

        The MENTOR Network reserves the right to amend this plan at any time,
including termination of the Plan, without prior notice to plan participants.

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Exhibit A: Eligibility, Weighting, and Target IC Opportunity for Management
Positions

 
   
  Network and Organizational
Unit Performance Weighting

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Position

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  Target IC
Payout
Opportunity

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  Network

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  Organizational
Unit

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Operating Group Positions (Measured by Quality of Services) Vice Presidents,
Operations   25%   25%   75% Executive Directors   20%   25%   75% State
Directors   15%   0%   100% Deputy State Directors   10%   0%   100% Program
Directors/Managers (Must meet minimum of $250k CTO floor or have CFO and COO
approval)   10%   0%   100% Sr. Business Directors   20%   25%   75% Business
Directors   15%   25%   75% Business Managers   10%   25%   75% State Accounting
Managers   10%   0%   100% Operating Group level IT, QA, and HR Directors   15%
  100%   0%
Network Positions (Measured by Quality of Work) Vice Presidents   25%   100%  
0% Sr. Directors   20%   100%   0% Directors   15%   100%   0% Managers   10%  
100%   0% Designated Executive Group Business Analyst positions   10%   100%  
0%

Note: Organizational Unit means operating sub group, state, or in the case of
MN, regions within the state of MN, whichever is applicable to the individual
participant. For example, for Executive Directors, unit means the operating sub
group (i.e., group of states for which the Executive Director is responsible).

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Exhibit B: Eligibility, Weighting, and Target IC Opportunity for Executive
Positions

Position

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  Target IC Payout
Opportunity

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CEO   50% Executive Vice Presidents   50% Operating Group Presidents   50%
Senior Vice Presidents   50% Managing Directors   50%

Note: For purposes of calculating incentive compensation payouts for executives,
performance is based on Network performance with regard to Adjusted EBITDA,
revenue, and Free Cash Flow. Quality of work is based on individual executive
performance.

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Annex 1: Examples of Incentive Compensation Payout Calculations

Incentive Compensation Payout Calculation
Example #1

Name   Johan Doe Title   Program Manager Salary   $50,000 Target IC Opportunity
  10%

 

Performance Scale

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CTO/Rev
Perf. Level

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  IC Payout Level

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  IC Payout as
% of Salary

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107.5%   150.0%       15.0% 106.0%   140.0%       14.0% 104.5%   130.0%      
13.0% 103.0%   120.0%       12.0% 101.5%   110.0%       11.0%

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100.0%   100.0%   TARGET   10.0%

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  98.5%   90.0%       9.0%   97.0%   80.0%       8.0%   95.5%   70.0%       7.0%
  94.0%   60.0%       6.0%   92.5%   50.0%       5.0%

 

DSO—Performance Modifier

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YES   Meets/Exceeds DSO Target   100% NO   Does not meet DSO Target   90%

 

Quality/Performance Modifier

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4   Meets/Exceeds Expectation   100% 3   Meets Most Expectations   75% 2   Needs
Improvement   50% 1   Failed To Meet Expectation   0%

 

 
  Weighting

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  Target Goals

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  Actual Performance

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  Achieved

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  Adjustors

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  Performance Measures

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    State

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  Network

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  Total

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  State

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  Network

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  State

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  Network

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  State

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  Network

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  State

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  Network

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      100 % 0 % 100 %                                    

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                                  CTO   75 % 0.0 % 75 % 5,570       5,836      
104.8 % 0.0 % 131.8 % 0.0 % Revenue   25 % 0.0 % 25 % 37,707       37,753      
100.1 % 0.0 % 100.8 % 0.0 % DSO               45       47       NO       90.0 %
    Quality               4       3       NO       75.0 %    

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Salary

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  $50,000

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  Initial Calculation

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  Target IC %

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  10%

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  CTO

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  Revenue

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  Total

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    DSO
Modifier

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  Adjusted
Payout

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  Quality
Modifier

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  Adjusted
Payout

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  State

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  Network

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  State

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  Network

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  Combined

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  Target IC $   $ 5,000   $ 3,750   $ —   $ 1,250   $ —   $ 5,000     —   $
5,000     —   $ 5,000  
Adjustors
 
 
 
 
 
131.8
%
 
 
 
 
100.8
%
 
 
 
 
 
 
 
90
%
 
 
 
 
75
%
 
 
 
IC Payout $
 
 
 
 
$
4,944
 
$
—
 
$
1,260
 
$
—
 
$
6,204
 
$
(620
)
$
5,584
 
$
(1,396
)
$
4,188
  IC Payout Level                                   124.1 %         111.7 %    
    83.8 % IC Payout as % of Salary                                   12.4 %    
    11.2 %         8.4 %

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Incentive Compensation Payout Calculation
Example #2

Name   Jayne Doe Title   Business Director Salary   $75,000 Target IC
Opportunity   15%

 

Performance Scale

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CTO/Rev
Perf. Level

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  IC Payout Level

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  IC Payout as
% of Salary

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107.5%   150.0%       22.5% 106.0%   140.0%       21.0% 104.5%   130.0%      
19.5% 103.0%   120.0%       18.0% 101.5%   110.0%       16.5%

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100.0%   100.0%   TARGET   15.0%

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98.5%   90.0%       13.5% 97.0%   80.0%       12.0% 95.5%   70.0%       10.5%
94.0%   60.0%       9.0% 92.5%   50.0%       7.5%

 

DSO—Performance Modifier

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YES   Meets/Exceeds DSO Target   100% NO   Does not meet DSO Target   90%

 

Quality/Performance Modifier

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4   Meets/Exceeds Expectations   100% 3   Meets Most Expectations   75% 2  
Needs Improvement   50% 1   Failed To Meet Expectations   0%

 

 
  Weighting

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  Target Goals

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  Actual Performance

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  Achieved

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  Adjustors

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  Performance Measures

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    State

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  Network

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  Total

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  State

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  Network

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  State

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  Network

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  State

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  Network

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  State

--------------------------------------------------------------------------------

  Network

--------------------------------------------------------------------------------

      75 % 25 % 100 %                                    

--------------------------------------------------------------------------------

 

--------------------------------------------------------------------------------

 

--------------------------------------------------------------------------------

                                  CTO   56 % 19 % 75 % 7,820   104,461   8,104  
101,260   103.6 % 96.9 % 124.2 % 79.6 % Revenue   19 % 6 % 25 % 57,143   919,547
  58,243   911,748   101.9 % 99.2 % 112.8 % 94.3 % DSO               48       52
      NO       90.0 %     Quality               4       4       YES       100.0
%    

12

--------------------------------------------------------------------------------

 

Salary

--------------------------------------------------------------------------------

  $75,000

--------------------------------------------------------------------------------

  Initial Calculation

--------------------------------------------------------------------------------

   
   
   
   
  Target IC %

--------------------------------------------------------------------------------

  15%

--------------------------------------------------------------------------------

  CTO

--------------------------------------------------------------------------------

  Revenue

--------------------------------------------------------------------------------

  Total

--------------------------------------------------------------------------------

   
   
   
   
    DSO
Modifier

--------------------------------------------------------------------------------

  Adjusted
Payout

--------------------------------------------------------------------------------

  Quality
Modifier

--------------------------------------------------------------------------------

  Adjusted
Payout

--------------------------------------------------------------------------------

   
   
  State

--------------------------------------------------------------------------------

  Network

--------------------------------------------------------------------------------

  State

--------------------------------------------------------------------------------

  Network

--------------------------------------------------------------------------------

  Combined

--------------------------------------------------------------------------------

  Target IC $   $ 11,250   $ 6,328   $ 2,109   $ 2,109   $ 703   $ 11,250     —
  $ 11,250   —   $ 11,250  
Adjustors
 
 
 
 
 
124.2
%
 
79.6
%
 
112.8
%
 
94.3
%
 
 
 
 
90
%
 
 
 
100
%
 
 
 
IC Payout $
 
 
 
 
$
7,860
 
$
1,678
 
$
2,380
 
$
663
 
$
12,582
 
$
(1,258
)
$
11,324
 
—
 
$
11,324
  IC Payout Level                                   111.8 %         100.7 %    
  100.7 % IC Payout as % of Salary                                   16.8 %    
    15.1 %       15.1 %

13

--------------------------------------------------------------------------------

QuickLinks

Exhibit 10.1

Table of Contents
Incentive Compensation Payout Calculation Example #2