EXHIBIT 10.10

 

FY 2004 Executive Officer Bonus Plan

for CMGI, Inc.

 

Plan Objective:

 

To attract, motivate and retain key executive officer talent for CMGI, Inc.
based on CMGI’s consolidated business performance and individual performance.

 

Eligibility:

 

Executive officers of CMGI who have been identified as having an impact on the
overall business goals and objectives of CMGI.

 

Measurements & Financial Objectives:

 

The following are the bases and weighting for the bonus plan:

 

Measurement

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   Weighting

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1. CMGI Consolidated Business Performance

      

Financial Objectives:

      

•      Revenue

   25 %

•      Non-GAAP Operating Income/(Loss)

   25 %

•      Cash Usage

   25 %

2. Individual Performance

      

•      Based on achievement against individual goals & objectives and the
discretion of the CMGI Board of Directors

   25 %

 

Non-GAAP Operating Income/(Loss) is defined as Operating Income/Loss excluding
in-process research & development expenses, depreciation, amortization,
long-lived asset impairment and restructuring charges.

 

Both Non-GAAP Operating Income/(Loss) and Cash Usage will be measured prior to
any @Venture activity and the loss and cash burn related to certain lease
termination activities.

 

Actual business performance will be based on the annual achievement of the
defined financial objectives against the FY 2004 Budget, as approved by CMGI’s
Board of Directors. CMGI reserves the right to modify the budget and financial
objectives as necessary based on business changes associated with mergers,
acquisitions, divestitures, shutdowns or other business situations, which also
requires approval from the CMGI Board of Directors.

 

Program Funding:

 

The bonus payout pool will be determined by CMGI consolidated business
performance. Exact funding for the bonus pool for CMGI will be driven by the
ability of CMGI to meet or exceed its consolidated budgeted financial objectives
as approved by CMGI’s Board of Directors.

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Overall business performance generally has a direct correlation to individual
performance. However, the bonus plan provides for discretion in recognizing
individual accomplishments against goals and objectives, in addition to business
performance. All executive officers enrolled in the FY 2004 Executive Officer
Bonus Plan must have clearly documented goals and objectives in order to be
eligible for the Individual Performance measurement. In the case of each
participant, any bonus payment for Individual Performance shall be based on (i)
accomplishments against documented individual goals and objectives, (ii) overall
bonus pool funding, and/or (iii) if in the sole discretion of the CMGI Board of
Directors such bonus payment is warranted.

 

Payout Table:

 

The tables below will be used to determine the bonus pool based on final CMGI
consolidated business performance.

 

A minimum performance threshold of 100% must be achieved for pool funding
associated with the Revenue and Non-GAAP Operating Income/(Loss) financial
objectives. The maximum pool funding based on business performance is 200%.
Every 1% increase or decrease in performance equals 2.5% increase or decrease in
funding.

 

Business
Performance

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   <100%

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    100%

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    110%

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    120%

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    130%

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    ³140%

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Pool Funding

   0 %   100 %   125 %   150 %   175 %   200 %

 

A minimum performance threshold of 100% must be achieved for pool funding
associated with the Cash Usage financial objective. The maximum pool funding
based on business performance is 200%.

 

Cash Usage

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   $<1.0x

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    $1.0x

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    $7.5x

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    $15.0x

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    $22.5x

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    ³$30.0x

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Pool Funding

   0 %   100 %   125 %   150 %   175 %   200 %

 

Timing of Payment:

 

Any earned bonus payments will be measured on an annual basis and paid annually.
Payments will be determined after all companies have submitted their actual
performance against the FY 2004 Budget.

 

Employment Status:

 

In order to be eligible to receive any bonus payment under this Plan,
participants must be actively employed by CMGI at the time annual bonus payments
are made, which will be as soon as administratively possible following the close
of the fiscal year. If a participant is a new hire during the year or had a
bonus change during the year, he or she will be eligible for a pro-rated bonus
payment based on time worked during the plan year. If a participant voluntarily
leaves CMGI prior to the time the bonus payments are made, he/she will be
ineligible to receive any bonus payment. If a participant is involuntarily
terminated by CMGI, for reasons other than cause, prior to the time the bonus
payments are made, he/she may, in certain circumstances, be

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eligible for consideration for a pro-rated bonus payment based on Board of
Directors discretion and time worked during the plan year. If a participant
transfers to any CMGI controlled subsidiary, he/she will be eligible for a
pro-rated bonus payment based on Board of Directors discretion and for the time
worked during the plan year.

 

Administration:

 

This plan shall be administered by the CMGI Board of Directors. The CMGI Board
of Directors reserves the right to apply its discretion to bonus plan
eligibility, overall bonus funding and payment of bonuses. The CMGI Board of
Directors reserves the right to amend or terminate this plan at any time. The
CMGI Board of Directors also reserves the right to modify the financial
objectives and FY 2004 Budget at any time based on business changes during the
year. This plan shall be governed by and construed in accordance with the laws
of the Commonwealth of Massachusetts.