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                                                                  Exhibit 10.25

NOTE: REDACTED PORTIONS HAVE BEEN MARKED WITH (***). THE REDACTED PORTIONS
ARE SUBJECT TO A REQUEST FOR CONFIDENTIAL TREATMENT THAT HAS BEEN FILED WITH
THE SECURITIES AND EXCHANGE COMMISSION.

                                                                          [LOGO]




                                2002 Short Term
                             Incentive Program Plan
                           Document for Executive and
                                Staff Management





                                                                 January 1, 2002

<Page>

NOTE: REDACTED PORTIONS HAVE BEEN MARKED WITH (***). THE REDACTED PORTIONS
ARE SUBJECT TO A REQUEST FOR CONFIDENTIAL TREATMENT THAT HAS BEEN FILED WITH
THE SECURITIES AND EXCHANGE COMMISSION.

                         GETRONICS GOVERNMENT SOLUTIONS



TABLE OF CONTENTS

PROGRAM DOCUMENT

      I.    Introduction

      II.   Purpose

      III.  Effective Date

      IV.   Eligibility

      V.    Program Design
            A.    Overview
            B.    Components
            C.    Payout

      VI.   Administrative Provisions
            A.    Target Goal
            B.    Payment
            C.    Alterations, Interpretation and Review
            D.    Partial Service, Transfer, Termination and Leave of Absence
            E.    Tax Liabilities
            F.    Employment-at-Will
            G.    Equal Opportunity
            H.    Events Not Covered by the Program
            I.    Other Agreements
            J.    Modification, Suspension or Termination

Appendixes
      A.    Payout Matrix
      B.    Example Worksheet


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NOTE: REDACTED PORTIONS HAVE BEEN MARKED WITH (***). THE REDACTED PORTIONS
ARE SUBJECT TO A REQUEST FOR CONFIDENTIAL TREATMENT THAT HAS BEEN FILED WITH
THE SECURITIES AND EXCHANGE COMMISSION.

I.    INTRODUCTION

      The Getronics Government Solutions ("Getronics" or the "Company") 2002
      Short Term Incentive Program ("STIP" or the "Program") supersedes all
      previous documents relating to annual incentive compensation. The entire
      Program content is contained herein and in the Target Goal Worksheet
      Documents, and no one at the Company is authorized or permitted to enter
      into any additional or other agreements, or make any verbal or written
      representations, regarding incentive compensation for Participants.

II.   PURPOSE

      The Program is designed to:

      O     ALIGN THE MANAGEMENT TEAM'S FINANCIAL INTERESTS WITH THOSE OF THE
            COMPANY SHAREHOLDERS;

      O     SUPPORT A PERFORMANCE-ORIENTED ENVIRONMENT THAT REWARDS INDIVIDUAL,
            BUSINESS UNIT AND OVERALL GETRONICS GOVERNMENT SOLUTIONS RESULTS;

      O     ATTRACT, MOTIVATE AND RETAIN KEY MANAGEMENT WHO ARE CRITICAL TO THE
            LONG-TERM SUCCESS OF THE COMPANY; AND

      O     ALIGN COMPENSATION WITH THE COMPANY'S BUSINESS STRATEGY, VALUES AND
            MANAGEMENT INITIATIVES.

III.  EFFECTIVE DATE

      This Program shall take effect on January 1, 2002, and remain in effect
      until December 31, 2002, unless modified, suspended or terminated at the
      discretion of the Company.

IV.   ELIGIBILITY

      Employees eligible to participate in the Program (hereinafter called
      "Participants") are designated from management positions by executive
      management. An eligible employee is designated as a Participant by
      delivery of a personalized Target Goal Worksheet Document along with the
      Plan document. A Participant must be an active employee in an incentive
      eligible position on December 31, 2002 in order to receive a payment. To
      receive any incentive payments from this Program, the Participant must
      sign his/her personal TARGET GOAL WORKSHEET DOCUMENT as acknowledgement of
      receipt of his/her plan document.

      Participation is determined on a year-to-year basis. Continued
      participation in the Program is not guaranteed. If a previously eligible
      Participant is not designated as a Participant in a subsequent year, he or
      she, will not receive any adjustment to base salary or additional
      compensation in lieu of his or her prior participation in the Program or
      as a result of ceasing to be a Participant.

V.    PROGRAM DESIGN

      A.    OVERVIEW
      The Participant will be assigned an incentive earnings target expressed in
      U.S. dollars. This will represent the approximate amount of compensation
      that the Participant may receive for the achievement of (***)% performance
      in the financial and subjective individual goals, assigned in his/her
      TARGET GOAL WORKSHEET DOCUMENT.


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NOTE: REDACTED PORTIONS HAVE BEEN MARKED WITH (***). THE REDACTED PORTIONS
ARE SUBJECT TO A REQUEST FOR CONFIDENTIAL TREATMENT THAT HAS BEEN FILED WITH
THE SECURITIES AND EXCHANGE COMMISSION.

      The Participant's opportunity to receive incentive compensation will be
      governed by the terms and conditions of this Program and applicable
      Company policy.

      1.    Base Salary
            The Participant's base salary is a fixed amount established by the
            Company, which is currently paid semi-monthly. The base salary is
            exclusive of overtime, premiums, differentials, and employee
            benefits.

      2.    Incentive Compensation
            This Program provides the opportunity to earn incentive
            compensation, based upon the financial achievements of the Company,
            the Business units comprising the Company, programs defined within
            the business units, as well as achievement against individual
            strategic goals.

            There are separate Short Term Incentive Programs in 2002 for each of
            the two following groups: Executive and Staff Management, and
            Program Management. Each is designed so that each Participant is
            rewarded based on the performance of their organizational units. The
            specific criteria used to measure achievement depends upon position
            and function within the organization. Participants with program
            management responsibilities will have financial targets related to
            their respective programs and related Getronics financial targets.
            Participants in the Executive and Staff Management Program will have
            financial targets related to Getronics and business unit financials,
            where applicable. All Participants will also have New Business and
            subjective individual goals. Each of these targets is considered a
            component.

      B.    COMPONENTS

            There are three (3) components to the 2002 STIP Program for
            Executive and Staff Management.

            1.    Financial Components -
                  a.    Getronics Financials ((***)-(***)% of overall
                         components)
                        EBITA - (***)%
                        Revenue - (***)%
                        Cash Flow - (***)%
                        DSO - (***)%
                  b.    Business Unit ((***)-(***)% of overall components)
                        Gross Margin - (***)%
                        Revenue - (***)%
            2.    Getronics New Business ((***)-(***)% of overall components)
            3.    Subjective Individual Objectives ((***)% of overall
                   components)

                Certain financial components may be weighted differently
                dependent upon the nature of the job responsibilities for the
                Participant. The weighting of each component in total


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NOTE: REDACTED PORTIONS HAVE BEEN MARKED WITH (***). THE REDACTED PORTIONS
ARE SUBJECT TO A REQUEST FOR CONFIDENTIAL TREATMENT THAT HAS BEEN FILED WITH
THE SECURITIES AND EXCHANGE COMMISSION.

                incentive compensation for the Participant is reflected in the
                Target Goal Worksheet Document.

                The financial and new business components are described as:

                EBITA: Earnings Before Interest, Taxes & Amortization as
                calculated in the Getronics Government Solutions Monthly
                Financial Reports.

                REVENUE (SALES): The inflow of assets to the company resulting
                from the delivery of goods and services to its customers as
                reported in the Getronics Government Solutions Monthly Financial
                Reports.

                CASH FLOW: The net cash generated by operating and investment
                activities as reported in the Getronics Government Solutions
                Monthly Financial Reports.

                DAYS SALES OUTSTANDING (DSO): The measure of an Accounts
                Receivable balance by the number of days of sales included in
                the balance as reported in the Getronics Government Solutions
                Monthly Financial Reports.

                NEW BUSINESS: Revenue plan growth at the end of the plan year as
                compared to the target goals established at the beginning of the
                year for Getronics Government Solutions.

                Shortly after the beginning of each plan year, the Finance
                Department will provide the target goals for the Getronics and
                Business Unit financials. These financial numbers will provide
                the goals for all financial components reflected in the Target
                Goal Worksheet Document.

      C.    PAYOUT

            1.    Financial Components
                  The Finance Department will provide the performance and levels
                  of achievement against target goals reflected in the Target
                  Goal Worksheet Document. The PERCENTAGE of achievement of each
                  measure will be determined by the actual results of each
                  measure divided by the target goals for that measure. The
                  PAYMENT of each measure will be the target dollars of each
                  measured objective multiplied by the achievement percentage on
                  the payout matrix.

                  The range of payout for each component will be a (***)%
                  payout for achievement at (***)% of target goals (minimum
                  for payout). The EBITA financial component is eligible for
                  overachievement up to a maximum of (***)% payout for
                  achievement of (***)% above target. See Appendix A for
                  Payout Matrix.

                  For participants with goals associated with their business
                  unit, the Gross Margin financial component, for services gross
                  margin, is eligible for overachievement up to a maximum of
                  (***)% for achievement of (***)% above target.


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NOTE: REDACTED PORTIONS HAVE BEEN MARKED WITH (***). THE REDACTED PORTIONS
ARE SUBJECT TO A REQUEST FOR CONFIDENTIAL TREATMENT THAT HAS BEEN FILED WITH
THE SECURITIES AND EXCHANGE COMMISSION.

            2.    New Business
                  The Finance Department will provide the performance and levels
                  of achievement against target reflected in the Target Goal
                  Worksheet Document. The PERCENTAGE of achievement of each
                  measure will be determined by the actual results of each
                  measure divided by the target goals for that measure. A
                  minimum threshold will be established by the Finance
                  Department that may not reflect (***)% of the target goal. The
                  PAYMENT of each measure will be the target dollars of each
                  measured objective multiplied by the achievement percentage on
                  the payout matrix.

                  The range of payout will be from (***)% for achievement at
                  (***)% of target (minimum for payout) up to a maximum of
                  (***)% payout for achievement of (***)% above target.

            3.    Subjective Individual Objectives Component
                  The Participant's immediate manager using the best criterion,
                  including overall annual individual and business performance,
                  will, at the end of each plan year, determine the eligible
                  percentage for the subjective component. The Senior Leadership
                  Team member will have final approval on the immediate
                  manager's recommendation.

                  The range of payouts will be from (***)% for achievement at
                  (***)% of target (minimum for payout) to a maximum of
                  (***)% of achievement.

            4.    Example of calculations:
                  Participant at $100,000 base and 15% Total Target Bonus =
                  $15,000 Total Target Dollars

<Table>
<Caption>

-------------------------- ------------------------ ------------------------ ------------------------ -----------------------
                                                            TARGET                                        ACTUAL EARNED
          GOALS                WEIGHT OF GOALS          DOLLARS@100% OF        ACTUAL PERCENTAGE OF         INCENTIVE
                                                             GOAL                  ACHIEVEMENT              (ROUNDED)
-------------------------- ------------------------ ------------------------ ------------------------ -----------------------
<S>                        <C>                      <C>                      <C>                      <C>

  Getronics Financials           Overall (***)%
          EBITA                     (***)%                  $(***)                    (***)%                 $(***)
         Revenue                    (***)%                  $(***)                    (***)%                 $(***)
        Cash Flow                   (***)%                  $(***)                    (***)%                 $(***)
           DSO                      (***)%                  $(***)                    (***)%                 $(***)
-------------------------- ------------------------ ------------------------ ------------------------ -----------------------

   Business Financials           Overall (***)%
      Gross Margin                  (***)%                  $(***)                    (***)%                 $(***)
         Revenue                    (***)%                  $(***)                    (***)%                 $(***)
-------------------------- ------------------------ ------------------------ ------------------------ -----------------------

 Getronics New Business             (***)%                  $(***)                    (***)%                 $(***)
-------------------------- ------------------------ ------------------------ ------------------------ -----------------------
       Subjective
  Individual Objectives             (***)%                  $(***)                    (***)%                 $(***)
-------------------------- ------------------------ ------------------------ ------------------------ -----------------------

          Total                     100%                    $(***)                                           $(***)
-------------------------- ------------------------ ------------------------ ------------------------ -----------------------
</Table>


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NOTE: REDACTED PORTIONS HAVE BEEN MARKED WITH (***). THE REDACTED PORTIONS
ARE SUBJECT TO A REQUEST FOR CONFIDENTIAL TREATMENT THAT HAS BEEN FILED WITH
THE SECURITIES AND EXCHANGE COMMISSION.

VI.   ADMINISTRATIVE PROVISIONS

      A.    TARGET GOAL

      The Target Goal is the level of performance that will be expected of the
      Participant's individual objectives or measurable factor from an
      organizational component. Once target goals are established, adjustments
      usually should not be necessary; however, the Company reserves the right
      to make changes (up or down) to individual target goals due to changes in
      business conditions or other factors, at the sole discretion of and with
      the explicit approval from the Vice President of Human Resources.

      EACH PROGRAM PARTICIPANT MUST SIGN THE TARGET GOAL WORKSHEET DOCUMENT
      ESTABLISHING EACH THE PARTICIPANT'S TARGETS BEFORE ANY INCENTIVES WILL BE
      PAID TO THE PARTICIPANT. ALL ORIGINALS MUST BE FILED WITH THE COMPENSATION
      DEPARTMENT AND LOCAL MANAGEMENT SHALL MAINTAIN COPIES.

      B.    PAYMENT

      Incentive calculations will be based upon the Participant's base salary on
      January 1, 2002. Awards will be paid only to Participants who are still
      considered active under this Program as of December 31, 2002. Payment will
      be made to the Participant in the same form in which his/her normal pay is
      processed. Participants will receive their awards in the first quarter
      following the Program year.

      C.    ALTERATIONS, INTERPRETATION AND REVIEW

      The Compensation Director, in conjunction with the Vice President of Human
      Resources, has been charged with the responsibility for the review of and
      adherence to the Program's provisions and all other incentive compensation
      programs and policies within its sole discretion, and for approving
      alterations to and interpretation of the Program. Participants seeking
      clarification of Program provisions or incentive policy should direct
      their inquiries to the Getronics Compensation Director.

      D.    PARTIAL SERVICE, TRANSFER, TERMINATION AND LEAVE OF ABSENCE

            1.    Partial Service Policy
                  Partial Service employees who are newly hired or promoted into
                  an incentive-eligible position so as to become Participants
                  after the beginning of the year but prior to October 1, 2002
                  may become eligible to receive a prorated payment based on the
                  number of full months in that position divided by 12. Service
                  beginning ON or BEFORE the fifteenth (15th) of a calendar
                  month will yield a full month's credit. Credit will begin the
                  first (1st) of the following month if service begins AFTER the
                  fifteenth (15th) of a calendar month.


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NOTE: REDACTED PORTIONS HAVE BEEN MARKED WITH (***). THE REDACTED PORTIONS
ARE SUBJECT TO A REQUEST FOR CONFIDENTIAL TREATMENT THAT HAS BEEN FILED WITH
THE SECURITIES AND EXCHANGE COMMISSION.

            2.    Transfer Policy
                  Program Participants who transfer to another position within
                  the Company during the program year may continue to be
                  eligible for incentive compensation or may be removed if they
                  transfer to an ineligible position. The Compensation Director,
                  in conjunction with the Vice President of Human Resources will
                  determine eligibility, and targets will be adjusted, as they
                  deem appropriate.

            3.    Termination Policy
                  The following policy applies to Participants who terminate
                  from the Company (either voluntarily or involuntarily):

                  For the purpose of this Program, a Participant is considered
                  terminated from this Program on the last day of active
                  employment. The employee may still be "on the payroll", e.g.,
                  during any layoff, severance, or salary continuation period,
                  but if the employee is not actively engaged in incentive
                  eligible activities, the employee is ineligible for any form
                  of incentive earnings, without regard to any layoff
                  notification period, severance or salary continuance.

                  In the event that a Program Participant becomes totally
                  disabled (as determined for purposes of the Company's
                  long-term disability plan), or dies during the Program year
                  (but after the end of the first quarter), the Program
                  Participant (or the designated beneficiary) will be eligible
                  to receive Incentive Compensation determined on the
                  Participant's performance up to the end of the fiscal quarter
                  prior to the date of disability, or death (annualized through
                  the end of the year). Any resulting award determined under the
                  Participant's Target Goal Worksheet Document will be prorated
                  based upon the Partial Service Policy in paragraph 1 of this
                  part D. Payment, if any, will be processed in accordance with
                  the Program.

                  Participants who terminate from the Company for any reason
                  other than death or total disability are considered terminated
                  from this Program upon their termination date and will not
                  receive any STIP payment with respect to the year of
                  termination.

            4.    Leave of Absence Policy (LOA)
                  A Participant is considered active in the Program when on an
                  approved Leave of Absence for a period equal to or less than
                  three (3) months. No change in targets, or measurements will
                  be made with respect to such a leave. For LOAs greater than
                  three (3) months, Program eligibility and participation will
                  be suspended until active status is resumed and the final
                  payment will be prorated to reflect the period of time on LOA.


                                      -8-
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NOTE: REDACTED PORTIONS HAVE BEEN MARKED WITH (***). THE REDACTED PORTIONS
ARE SUBJECT TO A REQUEST FOR CONFIDENTIAL TREATMENT THAT HAS BEEN FILED WITH
THE SECURITIES AND EXCHANGE COMMISSION.

      E.    TAX LIABILITIES

            Deductions for all appropriate local, state and federal tax
            liabilities will be calculated and withheld from all Incentive
            Compensation payments.

      F.    EMPLOYMENT-AT-WILL

            The employment of all Program Participants at Getronics is for an
            indefinite period of time and is terminable at any time, with or
            without cause being shown, by either the Program Participant or the
            Company. This Program shall not be construed to create a contract of
            employment for a specified period of time between the Company and
            any Program Participant. The Company retains the rights to change
            its employment and compensation policies and practices at any and
            all times.

      G.    EQUAL OPPORTUNITY

            It is the policy of Getronics Government Solutions and its
            subsidiaries and affiliates to provide equal employment opportunity
            for all employees and to take Affirmative Action to ensure that
            employment, training, compensation, transfer, promotion, and other
            terms and conditions of employment are provided without regard to
            race, color, religion, national origin, gender, age, marital status,
            sexual orientation, disability, Vietnam-era Veteran status, status
            as a disabled Vietnam-era Veteran or any other protected category.
            The company is committed to maintain a workforce free of racial,
            sexual, or any other type of unlawful harassment.

      H.    EVENTS NOT COVERED BY THE PROGRAM

            The Compensation Director, in conjunction with the Vice President of
            Human Resources, will review any event not described or anticipated
            by this Program, and they will have the sole discretion to determine
            the final and binding resolution. This may include recognition of
            any financial adjustments that are not associated with the efforts
            of the Participant(s).

      I.    OTHER AGREEMENTS

            This Program, including any amendment or supplement hereto,
            constitutes the entire understanding of Getronics Government
            Solutions and its subsidiaries and affiliates with respect to the
            Short Term Incentive Program and cancels and supersedes all other
            policies or agreements relating to such Incentive Compensation. No
            one at the Company is authorized or permitted to enter into any
            additional or other agreements, or make any verbal or written
            representations, regarding incentive compensation for


                                      -9-
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NOTE: REDACTED PORTIONS HAVE BEEN MARKED WITH (***). THE REDACTED PORTIONS
ARE SUBJECT TO A REQUEST FOR CONFIDENTIAL TREATMENT THAT HAS BEEN FILED WITH
THE SECURITIES AND EXCHANGE COMMISSION.

            Participants. Nothing in this Program shall be construed to create
            or imply the creation of a term contract, nor a guarantee of
            employment for any specific period of time between Getronics
            Government Solutions and any of its divisions or subsidiaries, and
            any Participant.

      J.    MODIFICATION, SUSPENSION OR TERMINATION

            The Company may unilaterally modify or suspend, at any time, in
            whole or in part, and if suspended, may reinstate any or all of the
            provisions of this Program with or without notice. All modifications
            are effective as of the date designated in the decision made by
            Management, regardless of when notice of such changes is given.

            The Company, at its sole discretion, may publish revisions to this
            Program from time-to-time and such revisions shall govern the
            operation of the Program for all Participants. Modifications of and
            additions to all or any part of this Program will not necessarily
            result in the re-publication of the entire Program, but notices of
            such changes, deletions and additions will be forwarded to all
            Participants.

      K.    CHANGE IN CONTROL

            Notwithstanding any other provision in this document, in the event
            of a change of control of the Company and involuntary termination of
            the Participant from employment prior to the end of the Program
            year, where the termination is directly related to such change of
            control, Participants will receive a pro rata payment from the
            Program based upon the number of months from the beginning of the
            Program year to the date that the employee is terminated
            involuntarily, and based further on the actual financial results
            accomplished during that same time period.

            Change of control is defined as:

            1.    the closing of a merger or consolidation of the Company with
                  any other entity; or

            2.    any Person (other than another Company or a trustee or other
                  fiduciary holding securities under an employee benefit plan of
                  a Company) is or becomes the Beneficial Owner, as defined by
                  applicable federal securities laws, directly or indirectly; or

            3.    a sale or transfer of substantially all of the assets of the
                  Company, or approval of such a sale or transfer by the
                  Company's parent organization.

            No benefits will be paid under this provision in the event that the
            Participant voluntarily resigns or retires from employment, or in
            the event that the Participant is terminated for Cause. For purposes
            of this Section K, Cause shall mean (a) the Participant's gross
            misconduct or fraud in the performance of his or her employment; (b)
            the Participant's conviction or guilty plea with respect to any
            felony (except for motor vehicle violations); or (c) the
            Participant's material breach of any written employment agreement
            between the


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NOTE: REDACTED PORTIONS HAVE BEEN MARKED WITH (***). THE REDACTED PORTIONS
ARE SUBJECT TO A REQUEST FOR CONFIDENTIAL TREATMENT THAT HAS BEEN FILED WITH
THE SECURITIES AND EXCHANGE COMMISSION.

            Company and the Participant, or of any written code of business
            conduct, or continued abandonment of his or her employment with the
            Company, which remains uncorrected, or which recurs, after written
            notice delivered to the Participant of such breach or abandonment
            and a reasonable opportunity to correct such breach or abandonment.
            Any pro rata payment under this provision will be in addition to,
            and not in lieu of, any other payment or benefit provided to a
            Participant under any other arrangement between the Participant and
            the Company.


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