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                                                                   Exhibit 10.13

[TECH TEAM(R) LOGO]

                              TECHTEAM GLOBAL, INC.
                              ANNUAL INCENTIVE PLAN
                        Amended Effective January 1, 2007

PURPOSE

The Annual Incentive Plan (AIP) has been established to provide opportunities
for Eligible Employees to receive incentive compensation as a reward for high
levels of corporate performance as well as individual performance that exceeds
the ordinary standards compensated through base salary. The AIP is designed to
provide competitive rewards to recognize Eligible Employees who achieve or
exceed performance objectives.

ELIGIBLE EMPLOYEES

Participation in the AIP is limited to Eligible Employees (Employees). The
Company's CEO shall designate the Eligible Employee's participation level prior
to the commencement of the Measurement Period. The Compensation Committee shall
approve the CEO's designation of Employees and their Participation Level for the
Measurement Period prior to the commencement of the Measurement Period. The
Compensation Committee can deem an employee hired during the Measurement Period
an Employee for the length of time the person is employed with the Company.

BONUS POOL

The AIP is funded by the Bonus Pool. The Bonus Pool is up to 25% of the Adjusted
Net Income of the Company for the Measurement Period. If the Bonus Pool required
should exceed more than 25% of Adjusted Net Income, a statistical percentage
will be calculated. Each level will be pro-rated accordingly.

DETERMINATION OF BONUS PAYMENT

The AIP bonus payable to an Employee will be calculated based on an Individual's
Personal Business Commitments as they relate to Financials and Individual
Objectives.

THE COMPANY MUST ACHIEVE AT LEAST 80% OF ITS ADJUSTED NET INCOME TARGET FOR ANY
BONUSES TO BE PAID.

FOR BUSINESS UNIT BONUSES AT LEVELS 3 AND BELOW, THE BUSINESS UNIT MUST ACHIEVE
AT LEAST 80% OF ITS TARGET ADJUSTED NET INCOME AND THE COMPANY MUST ACHIEVE A
MINIMUM OF 70% OF ITS ADJUSTED NET INCOME TARGET FOR ANY BONUSES TO BE PAID.

Personal Business Commitments

The Employee and his/her manager shall establish Personal Business Commitments
appropriate for the Employee's job function in light of the Company's business
plan. The Employee should have commitments for each category. In the category of
Financials, the employee must have a commitment to the target financials for
operating income and revenue. Personal Business Commitments should be agreed
upon by January 1 [or prior to the Measurement Period]. The weighting of
"Financials" for Business Unit owners should be weighted as 80% business unit
financial achievement and 20% corporate financial achievement.

An Employee's individual performance will be evaluated by the individual's
direct supervisor, subject to approval by the Chief Executive Officer.


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BONUS TARGETS

Each Employee has a Bonus Target Percentage based upon his/her Participation
Level. The table below sets forth the Target Bonus Percentage and the weight
each commitment has in determining the size of the Employee's bonus.

TABLE 1.  BONUS TARGETS PERCENTAGE AND WEIGHTING OF COMMITMENTS

<TABLE>
<CAPTION>
                   Bonus
                  Target
                Percentage    Financials
Participation     of Base     (Revenue &   Individual
Level             Salary     Net Income)   Objectives
-------------   ----------   -----------   ----------
<S>             <C>          <C>           <C>
Level 1         50%              100%           0%
Level 2         45%               75%          25%
Level 3         40%               50%          50%
Level 4(1)      25% or 30%        50%          50%
Level 5(1)      10% or 15%        50%          50%
</TABLE>

(1)  The target for Subsidiary employees at Level 4 and 5 will be at 25% and 10%
     respectively.

A Bonus Target Percentage may be increased or decreased based upon the
Employee's performance. The following tables set forth the factors for levels of
performance for each Personal Business Commitment upon which the Bonus Target
Percentage will be increased or decreased.

TABLE 2.  FACTOR

<TABLE>
<CAPTION>
                                  FACTOR FOR ACHIEVING
                                   ADJUSTED NET INCOME   FACTOR FOR ACHIEVING    FACTOR FOR ACHIEVING
RATING FOR MEETING COMMITMENT          COMMITMENT         REVENUE COMMITMENT    INDIVIDUAL OBJECTIVES
-----------------------------     --------------------   --------------------   ---------------------
<S>                               <C>                    <C>                    <C>
150% or more of Target achieved           200%                   120%                    200%
125% of Target achieved                   150%                   110%                    150%
100% of target achieved                   100%                   100%                    100%
75% of target achieved                     50%                    90%                     50%
</TABLE>

-    Performance that falls between the ranges specified will be interpolated
     and calculated according to actual achievement.

BONUS CALCULATION FORMULA

EXAMPLE FOR -LEVEL 4

Employee earns $100,000

Target bonus is 25% of base salary: $25,000

<TABLE>
<CAPTION>
Category                     Weighting     Eligible Amount   Percent Achievement   Earned Amount
--------                  --------------   ---------------   -------------------   -------------
<S>                       <C>              <C>               <C>                   <C>
Financials - Revenue      25%                  $ 6,250       100%                     $ 6,250
Financials - Net Income   25%                  $ 6,250       125%                     $ 9,375
Individual Objectives     50%                  $12,500        75%                     $ 6,250
                                               -------                                -------
                          TOTAL ELIGIBLE       $25,000       TOTAL EARNED             $21,875
                                               =======                                =======
</TABLE>


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PAYMENT TERMS

Bonus payments will be made no later than March 15, subject to change due to IRS
regulations. Bonuses will be paid in cash subject to all required tax
withholdings as required by the IRS or other local regulations.

PROCESS FOR DETERMINATION OF BONUS

The Company's Chief Financial Officer ("CFO") shall be responsible for
determining whether the financial objectives have been met for the purpose of
the calculation of the bonus. The CFO shall report to the Compensation Committee
on the findings. The Vice President of Human Resources shall be responsible for
obtaining the ratings from the direct supervisor associated with the achievement
of the individual commitments.

The Chief Executive Officer, in conjunction with the Chief Financial Officer and
Vice President of Human Resources, shall prepare for the Compensation Committee
a recommendation for the bonuses for all Company officers. As soon as
practicable after the close of the Measurement Period, the Compensation
Committee shall meet to review and certify in writing, whether, and to what
extent, the objectives for the Measurement Period have been achieved. If
achieved, the Compensation Committee shall certify in writing the amount of the
bonus earned by the executive. Prior to the Compensation Committee's
certification, publication of bonus amounts is not permitted.

The Compensation Committee reserves the right to make bonus payments, outside of
the guidelines of this plan, if, during any Measurement Period, there exist
extraordinary circumstances beyond management control that have a negative
effect on the Company's operating income and revenue growth. The CEO can request
the Compensation Committee authorize bonus payments in such a circumstance by
providing the rationale for said bonuses and the amount of the bonuses to the
Compensation Committee. The Compensation Committee may approve, approve with
modification, or reject the proposal.

REVIEW OF LIABILITIES

The Chief Financial Officer and Vice President of Human Resources shall meet
quarterly to review the status of the plan and record any required liabilities
and reserves associated with the plan.

ADMINISTRATION AND MAINTENANCE OF THE PLAN

The Vice President of Human Resources shall be responsible for the
administration and maintenance of the plan.

TERMINATION OF EMPLOYMENT (IMPLICATIONS ON RESTRICTED STOCK OR OPTIONS IS BEING
INVESTIGATED.)

No bonus will be paid to any individual who is not an employee of the Company on
the day of payment. In the event of death during the Measurement Period, the
bonus shall be paid to the individual's beneficiary and shall be pro-rated based
on the individual's active status and paid at the time of all other bonus
payments. In the event of total disability or retirement during the Measurement
Period, the bonus shall be based on the individual's pro-rated active status
during the Measurement Period.


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ENTITLEMENT AND FUNDING

No individual has an earned or vested entitlement to any bonus. No bonus is
earned until approved by the Committee and paid. Nothing in this Plan will
require the Company to purchase assets or place assets in trust or other entity
to which contributions are made or otherwise segregate assets for the purpose of
satisfying obligations under the Plan. Individuals will have no rights under the
Plan other than as unsecured general creditors.

RIGHT OF EMPLOYMENT

Nothing in this Plan will be construed as creating any contract of employment,
conferring upon any individual any right to continue in the employ or service of
the Company, limit in any way the right of the Company to change the
individual's compensation or other benefits, or to terminate employment or other
service of such person with or without cause.

RIGHT TO AMEND OR TERMINATE

The Company reserves the right to amend or terminate the Plan at any time and in
any respect.

DEFINITIONS

"Adjusted Net Income" is the net income of the Company for the Measurement
Period as reported in the Company's Annual Report on Form 10-K, before the
recognition of the expense and the associated tax benefit of the Bonus Pool, and
excluding net interest income or expense and the associated tax liability or
benefit resulting from that net interest income or expense.

"Base Salary" is the salary of the Eligible Employee paid during the Measurement
Period. Should the base salary change mid-year, the bonus shall be pro-rated
accordingly.

"Bonus Pool" shall be defined as the available funding mechanism for the Plan.

"Bonus Target" shall be defined as a percentage of the Eligible Employee's
salary and is the baseline by which the bonus will be calculated.

"Company" shall be defined TechTeam Global, Inc., a Delaware corporation, and
any successor thereto.

"Eligible Employees" are 1) key management personnel that have the potential to
significantly and positively influence the performance of the Company or
business unit for which they are responsible, and 2) are designated to be
eligible for participation in the AIP by the CEO prior to the start of the
Measurement Period. An employee who is eligible to participate in any other
incentive plan, commission or bonus plan is not eligible for the AIP.

"Individual Objectives" is defined as specific, quantifiable, measurable,
financial or non-financial objectives.

"Measurement Period" shall be defined as the Company's fiscal year.

"Participation Level" is defined as the level of participation designated by the
CEO for the Eligible Employee which, in conjunction with Table 1, determines the
Eligible Employee's Bonus Target.

"Revenue" means the Company's base and organic revenue.

"Retirement" shall be defined as termination from employment with the Company
after reaching the age of sixty-five (65).


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