Exhibit 10.2

                                  PLAN DOCUMENT

                              Johnson Outdoors Inc.

                                    WORLDWIDE
                    KEY EXECUTIVES' DISCRETIONARY BONUS PLAN


I.   ADOPTION OF PLAN
     Johnson Outdoors Inc. (the "Company") hereby adopts this Plan effective
     October 1, 2000 for key executives (the "Participants") of its worldwide
     operations. The Plan shall be ongoing until terminated by the Chief
     Executive Officer, the Board of Directors of the Company or the
     Compensation Committee (the "CC") of the Board of Directors. Awards shall
     be made under this Plan, if, and only if, authorized by the Chief Executive
     Officer and approved by the CC where applicable, and shall be made in
     accordance with the Plan.

II.  PURPOSES OF THE DISCRETIONARY BONUS PLAN
     To provide incentive compensation to Participants which indirectly relates
     the financial reward to an increase in the value of the Company to our
     shareholders. The key philosophy behind the Plan is that value must
     continue to be created over time in order for bonuses to be paid.
     Additionally, the Plan is intended to:

     A.   Motivate Participants to achieve individual/team results.

     B.   Motivate Participants to develop maximum resourcefulness and
          resiliency in planning and directing their organizations in the face
          of changing competitive, economic, political and other conditions.

     C.   Provide an incentive for Participants to constructively assist other
          organizations in the Company to meet current and future challenges.

     D.   Encourage Participants to develop realistic yet challenging annual key
          objectives that will stretch their organization's capabilities.


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III. DISCRETIONARY BONUS PLAN

     A.   Eligibility

          Each year, or more frequently as may be required, the Chief Executive
          Officer shall select those Participants who shall be eligible for this
          Plan.

          Eligibility of a position in the Plan in a given year is not a
          guarantee that a payout will be made to an incumbent for that year.
          Incumbents in approved eligible key executive positions will be
          notified of their selection as a Participant prior to the beginning of
          the fiscal year. Additional Participants may be added during the
          fiscal year by the Chief Executive Officer and/or the CC.

     B.   Administration of the Plan

          1.   Basis for Awards

               Individual bonus awards shall be based on the total base salary
               received by the Participant during the fiscal year. For this
               purpose, the term "base salary" shall not include profit sharing,
               expense allowances or any other payments or benefits, whether
               legally required or not.

               Target bonus amounts will be established by the CEO before the
               start of each fiscal year for all eligible Participants. These
               target bonus amounts are not intended to limit the Chief
               Executive Officer's complete flexibility in exercising his/her
               discretion in any way. The target bonus amount can range from 10%
               to 100% of base salary, depending upon the Participant's
               position. The bonus range for purposes of payout is 0% to 200% of
               the target bonus amount (as example, a Participant with a bonus
               target of 25% will have a payout range of 0% to 50% of base
               salary).

               Each Participant will have his/her target bonus split, with a
               portion allocated to achievement of revenue growth and income in
               excess of the cost-of-capital (the "Return and Growth Matrix")
               AND a portion allocated to achievement of individual objectives
               (the "MBOs"). In all cases, the minimum percentage of the target
               bonus allocated to the Return and Growth Matrix will be 60% for
               all Participants.

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          2.   Cost

               When target bonuses are established in each year, the cost of the
               Plan for that year shall be estimated for the Chief Executive
               Officer's approval. However, regardless of the performance level
               of individual Participants, overall Company financial performance
               shall be considered in determining the degree to which the sum
               total of all bonuses is deemed affordable and justified and bonus
               awards may be adjusted to reflect that determination.

          3.   Determination of Return and Growth Matrix Award

               For each fiscal year, a Return and Growth Matrix will be
               developed for the following levels: Johnson Outdoors, each Group
               (i.e. - Watercraft or Global Diving), and each subsidiary (i.e.
               Ocean Kayak or Old Town Canoe).

               Depending on the Participant's position, the Return and Growth
               Matrix performance goals will be determined at one or more levels
               as described above. As an example, corporate staff will be based
               on Johnson Outdoors, whereas a Participant at the subsidiary
               level will have their award based on a combination of their
               subsidiary, Group, and Johnson Outdoors performance.

               For all Participants, of the portion of the target bonus
               allocated to the Return and Growth Matrix, at least 10% will be
               based on Total Johnson Outdoors performance.

          4.   Determination of Individual Awards

               Each Participant will develop individual objectives (MBOs) that
               are aligned with one or more of the following areas:

               a)   Business or position specific financial

               b)   Cross-business partnerships (networking)

               c)   New product innovation

               d)   People development/organization capacity

               Depending on the Participant's position, he/she may have
               objectives in one or more of the aforementioned areas. In all
               cases, so as to not diminish the importance of these objectives,
               no Participant may establish more than 4 MBOs in aggregate.

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               In determining MBO awards, the following factors will be
               assessed:

               o    results against all annual objectives

               o    retrospective assessment of the degree of stretch required
                    to accomplish the objectives

               o    overall performance

IV.  ADMINISTRATIVE

     A.   Termination Prior to Payout

          Should the employment of a Participant terminate for any reason before
          payout under this Plan is made, the Chief Executive Officer or other
          designated final approval authorities will consider the circumstances
          of his/her termination and may, in his/her or their sole discretion,
          adjust or eliminate such bonus award as deemed appropriate.

     B.   Awards Fully Discretionary

          It is expected that individual awards will vary and that overall
          performance differences will be reflected in differing awards. There
          is neither a fixed formula nor a guarantee that awards will be made to
          Participants under this Plan; nor is there any commitment whatsoever
          by the Company that it shall make any payments in a given year.

     C.   Detailed Plan Administration

          Two levels of approvals are normally required for performance
          objectives and awards, including a signature of an Executive Officer.
          Awards require the final approval of the Executive Officer to whom the
          Participant directly or indirectly reports, subject to review by the
          CEO.

     D.   Process for Preparing & Securing Approval of Individual Objectives
          (MBOs)

          Participants and their superiors establish annual objectives for the
          next fiscal year in conjunction with the adoption of the annual budget
          for that year.

          The format for objective setting is distributed to Participants by
          their superiors prior to the start of the fiscal year. Each
          Participant drafts his/her objectives; the Participant then discusses
          them with the superior and together they reach a mutual agreement on
          objectives. The objectives

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          receive final approval from the Executive Officer to whom the
          Participant reports. Following their approval, the finally approved
          objectives are then returned to each Participant.

     E.   Reviewing Year End Results

          At the close of the fiscal year, the superior evaluates the
          Participant's performance against the annual objectives established
          for such year. This information is discussed with the Participant, who
          is given an opportunity to provide additional information or evidence
          of completion. The superior submits his/her evaluation of performance
          against objectives and assessment of overall performance to the next
          level of management.

     F.   Recommended Bonus Awards

          Based on the year end results reported in E. above, bonus award
          recommendations are made to the CEO by the Executive Officer to whom
          the eligible participant reports. In the absence of the appropriate
          officer to recommend a bonus award, the Chief Executive Officer can
          act.

     G.   Reserved Authority of the Chief Executive Officer

          The Chief Executive Officer shall have final authority to approve or
          change any recommended individual bonuses. He/she may, at his/her sole
          discretion, reduce, eliminate or increase such recommended bonuses,
          regardless of anything contained in this Plan.

     H.   New Hires/Promotion

          An individual who is hired/promoted into a position that is eligible
          to participate in the Plan may be granted a bonus award in the year of
          entry in such an amount as may be deemed appropriate by the Chief
          Executive Officer

     I.   Transfers

          A Participant who transfers from one operation to another during the
          Plan year will have his/her performance goals modified to reflect the
          time spent working in each operation.

     J.   No Guarantee

          Participation in the Plan provides no guarantee that a bonus under the
          Plan will be paid.

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     K.   Withholding of Taxes

          The Company shall have the right to withhold the amount of taxes
          which, in the sole determination of the Company, are required to be
          withheld under law with respect to any amount due or paid under the
          Plan.

     L.   No Prior Right or Offer

          Except and until expressly granted pursuant to the Plan, nothing in
          the Plan shall be deemed to give any employee any contractual or other
          right to participate in the benefits of the Plan. No award to any such
          Participant in any Plan Period shall be deemed to create a right to
          receive any award or to participate in the benefits of the Plan in any
          subsequent fiscal year

     M.   No Continued Employment

          Neither the establishment of the Plan or the grant of an award
          thereunder shall be deemed to constitute an express or implied
          contract of employment on any Participant for any period of time or in
          any way abridge the rights of the Company to determine the terms and
          conditions of employment or to terminate the employment of any
          employee with or without cause at any time.

     N.   Not Part of Other Benefits

          The benefits provided in this Plan shall not be deemed a part of any
          other benefit provided by the Company to its employees. The Company
          assumes and shall have no obligation to Participants except as
          expressly provided in the Plan.

V.   METHOD OF PAYMENT OF DISCRETIONARY BONUS AWARDS

     A.   Bonus Not Counted As Compensation

          Bonus payments shall be excluded from the computation of other parts
          of the Participant's personal benefit and compensation packages, such
          as, for example, that Participant's retirement contributions and life
          insurance.

     B.   Normal Payout

          Unless a Participant has elected to defer payment under C. below, all
          bonus payouts shall be paid in cash no later than January 31 following
          the fiscal year close.

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     C.   Deferral of Bonus Payments

          1.   Election to Defer - Prior to the beginning of a fiscal year, or
               for a newly eligible Participant, within the first thirty (30)
               days of the Plan participation, Participants may elect to defer
               all or part of any bonus that may be awarded to that executive
               for such year by action of the Chief Executive Officer, provided
               the amount deferred is a minimum of $15,000.00 (fifteen thousand
               dollars). Such election shall be irrevocable during the full
               period of deferral unless the Chief Executive Officer, at his/her
               sole discretion, decides to modify it upon a clear showing of
               financial hardship suffered or likely to be suffered by that
               Participant. Amounts deferred will be allocated to a "Deferred
               Bonus Account" which will be a bookkeeping account established in
               the Participant's name. The Company makes no representation about
               the tax consequences to Participants as a result of making a
               deferral election hereunder. Each Participant is advised to seek
               their own personal tax advice.

          2.   Period of Deferral - Normally, all deferrals shall be for the
               full term of employment; e.g. until termination or death.
               However, each Participant may elect to defer his/her bonus award
               for a set period of years subject to the approval of the Chief
               Executive Officer. If the Participant who chose deferral for a
               specific period terminates employment before the end of such
               period, the Deferred Bonus Account of that Participant shall,
               upon termination, be distributed in accordance with the
               distribution provisions in Paragraph C.4. below.

          3.   Interest Rate - Deferred bonus awards shall increase in value
               during the years prior to distribution at a rate to be
               established at the discretion of the Chief Executive Officer.
               Such increase in value shall be credited to the Participant's
               Deferred Bonus Account as of the end of each quarter and shall
               thereafter become part of that Participant's Deferred Bonus
               Account.

          4.   Distribution from Deferred Bonus Accounts - Upon termination of
               the Participant's employment or the end of the set period of
               deferral, the Deferred Bonus Account of that Participant shall be
               paid to that Participant in full in a single cash payment or in
               installments over a period of up to ten (10) years (as elected by
               the Participant), as detailed below:

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               If the Participant's employment with the Company terminates for
               any reason other than death or retirement, the entire unpaid
               balance of the Deferred Bonus Account, plus any added value or
               accrued interest, shall be paid within ninety (90) days following
               the effective date of termination of employment.

               If the Participant's employment with the Company terminates due
               to his/her retirement, payment of the Deferred Bonus Account
               shall be made as elected by the Participant on his/her "Request
               for Payment" form and as previously approved by the Chief
               Executive Officer. Bonuses paid in installments shall bear
               interest on the unpaid amount during the installment payment
               period at a rate to be established at the discretion of the Chief
               Executive Officer.

               If the Participant dies before he/she receives the entire bonus,
               the entire unpaid balance of the bonus, plus any accrued
               interest, shall be paid either within one hundred twenty (120)
               days following receipt of notice of his/her death by the Director
               - Human Resources of the Company, or in such installments over a
               period of not more than ten (10) years following his/her death,
               as determined by the Chief Executive Officer. Bonuses paid in
               installments shall bear interest on the unpaid amount during the
               installment payment period at a rate to be established at the
               discretion of the Chief Executive Officer.

               Bonuses awarded to a Participant may not be assigned,
               transferred, or pledged by the Participant either voluntarily or
               involuntarily.

               The Participant may, however, submit a written designation of
               beneficiary of the Deferred Bonus Account to the Director - Human
               Resources of the Company at any time. In the absence of a
               properly designated beneficiary, payment shall be made to the
               Participant's estate.

VI.  CLAIMS PROCEDURES

     If for any reason a claim for benefits under this Plan is denied by the
     Chief Executive Officer, the Chief Executive Officer shall deliver to the
     claimant a written explanation setting forth the specific reasons for the
     denial, pertinent references to the section of the Plan on which the denial
     is based, such other data as may be pertinent, and information on the
     procedures to be followed by the claimant

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     in obtaining a review of this claim, all written in a manner calculated to
     be understood by the claimant. For this purpose, the claimant's claim shall
     be deemed filed when presented in writing to the Chief Executive Officer,
     and the Chief Executive Officer's explanation shall be in writing delivered
     to the claimant within 90 days of the date the claim is filed. The claimant
     shall have 60 days following his receipt of the denial of the claim to file
     with the Chief Executive Officer a written request for review of the
     denial. For such review, the claimant or his representative may submit
     pertinent documents and written issues and comments. The Chief Executive
     Officer shall decide the issue on review and furnish the claimant with a
     copy of such decision within 60 days of receipt of the claimant's request
     for review of his claim. The decision on review shall be in writing and
     shall include specific reasons for the decision, written in a manner
     calculated to be understood by the claimant, as well as specific references
     to the pertinent provisions of the Plan on which the decision is based. If
     a copy of the decision is not so furnished to the claimant within such 60
     days, the claim shall be deemed denied on review.

VII. GOVERNING LAW

     Except to the extent preempted by the Employee Retirement Income Security
     Act of 1974 (ERISA), this Plan shall be governed by and construed in
     accordance with the laws of the State of Wisconsin, without reference to
     conflict of law principles thereof.

VIII. NO TRUST CREATED

     Nothing contained in this Plan and no action taken pursuant to its terms
     shall create or be construed to create a trust of any kind, or a fiduciary
     relationship between the Company or the Chief Executive Officer and any
     Participant, his designated beneficiary(ies), or any other person.
     Participant and the beneficiaries thereof have the status of general
     unsecured creditors of the Company. The Plan constitutes a mere promise by
     the Company to make benefit payments in the future. To the extent that any
     person acquires a right a receive payments from the Company under this
     Plan, such right shall be no greater than the right of any unsecured
     general creditor of the Company. It is the intention of the parties that
     the arrangements hereunder be unfunded for tax purposes and for purposes of
     Title I of ERISA.

IX.  OFFSET PERMITTED

     Notwithstanding any provision of the Plan to the contrary, the Company
     shall have the right to reduce and offset any payment to which Participant
     or beneficiary is entitled hereunder by the

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     amount of any debt or other amount owed to the Company by Participant at
     the time of such payment.

X.   TERMINATION AND AMENDMENT

     This plan may be amended, modified, terminated or otherwise altered at any
     time and from time to time by the Chief Executive Officer, the Compensation
     Committee, or the Board of Directors without written consent of any
     Participant or beneficiary.


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