Exhibit 10.2

TDS TELECOM
2004 EXECUTIVE TEAM PERFORMANCE AWARD PROGRAM

PURPOSE

The annual Executive Team Performance Award Program is designed to provide a
cash bonus opportunity to eligible Officers to reward them for contributions to
the Company’s success by giving them a stake in its performance.  In order to be
successful, we all must strive for a high level of personal, and most
importantly, team effectiveness.   How is success measured?  Each year, very
challenging goals and targets are identified.  Accomplishing, or surpassing,
these goals take a great amount of focus and hard work from all of us.  The
goals and targets that are set align closely with our focus on Delighting
Customers, Innovating & Improving, and Growing Rapidly. 

ELIGIBILITY

All Officers of TDS Telecom, TDS Metrocom, and USLink will participate in this
plan.  Officers must receive a “Successful” or above on their 2004 performance
assessment in order to receive a bonus for 2004.

HOW THE PROGRAM WORKS

The Program runs on a calendar year basis, January through December.  Before the
year begins, TDS Corporate and TDS Telecom Senior Management identify key areas
in which we measure our performance as a company for the coming year.  These
become our company-wide (Level 1) Key Performance Measures (KPMs).  For example,
Return on Capital is a key area in which we measure our performance.  For each
measure (like Return on Capital), a specific target is also established. 
Similarly, each Business Unit establishes its own set of KPMs (called Level 2
KPMs) and sets a target for each measure.  Bonuses for some Officers are based
on Level 1 and Level 2 KPMs while others are based on Level 1 KPMs only. 
Results are measured throughout the year and can be viewed on StarNet.  Level 1
KPMs may be found as Attachment 1 to this document.

At the end of the year, actual performance for each measure is evaluated against
the pre-determined targets and KPM points are calculated.  These points
translate into bonus award opportunities for participants. 

BONUS AMOUNTS

The amount of bonus dollars Officers receive depends upon results of the Level 1
and/or Level 2 KPMs relative to the pre-determined targets.  Table 1 below
details the degree to which Level 1 and Level 2 KPM results, as well as
individual performance, will impact each officer’s bonus for 2004.  Note that
the targeted bonus amount also varies by officer category.  Additionally, Table
2 shows the total individual points for each level of performance.

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TABLE 1.

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Bonus Amounts for 2004 - Officers

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Measurement Weightings

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Officer Group Target Bonus % Level 1 Level 2 Individual

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President-CSSG 40% 35% 45% 20% All other non-sales CSSG Vice Presidents 35% 24%
56% 20% President-CLEC Operations 45% 35% 45% 20% All other non-sales CLEC Vice
Presidents 40% 24% 56% 20% Sales VPs - CLEC & ILEC[1] 20% 24% 56% 20% Executive
Vice President-Staff Ops & CFO 40% 80%   20% Senior VP-HRA, Senior VP-GRA 35%
80%   20% All other Support Vice Presidents[2] 35% 80%   20%

Table 2.

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  Performance Rating Applicable Points 

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  Exceptional 1400  Successful/Exceptional 1200  Successful 1000 

Bonus Calculation

The bonus is calculated as follows:

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Total Weighted KPM Points / 1000 * Target Bonus % * Annual Salary

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In order to arrive at Total Weighted KPM Points, the actual point results for
Level 1 and Level 2 KPMs, as well as individual performance, are multiplied by
their appropriate weighting.  These are then added together for a total.

PRO-RATED CALCULATIONS

Bonus calculations will be pro-rated for the following individuals:  

 * New Officers hired during 2004 will be prorated based on the number of months
   employed.
 * Promoted Officers will receive the officer bonus for the number of months as
   an officer in 2004.
 * Officers leaving the company prior to the payout, except for retirement
   purposes, will not be eligible for a bonus for 2004.

TIMING OF BONUS PAYMENTS

Any bonus amounts earned will be paid out as soon as administratively possible
following approval by TDS Corporate, usually around April 15th.  Bonuses are
paid through Payroll via the

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same direct deposit process as regular paychecks and are subject to all
applicable payroll tax withholdings and 401(k) deductions.

BONUS CALCULATION EXAMPLE

Example assuming the following inputs:

Position: CSSG Vice President Annual Salary: $ 150,000 Performance Rating:
Successful/Exceptional (1200 points) Level 1 KPM Results: 1050 Level 2 KPM
Results: 1100 Target Bonus %: 35%

1. Calculate the Total Weighted KPM Points:

KPM Actual Pts.   Weighting   Weighted Level 1 1050 x 24% = 252 Level 2 1100 x
56% = 616 Individual Perf. 1200 x 20% = 240 Total Weighted KPM Points 1108

2. Calculate the Bonus:

(Total Weighted KPM Points / 1000 * Target Bonus %) * Annual Salary

(1108 / 1000 * 35%) * $150,000

38.78% * $150,000 = $58,170

The Company reserves the right to amend or discontinue this
Plan at its discretion at any time.

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[1]   Sales VPs have a Sales Commission Plan in addition to the Team Bonus
Program.
[2]  Support Business Units include NS, IS, Finance, HRA, GRA, and EA.