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                                                                   EXHIBIT 10.33

      As previously reported on a Current Report on Form 8-K dated February 12,
2007, on February 6, 2007, the Compensation Committee of the Board of Directors
of Color Kinetics Incorporated (the "Company") adopted and approved the 2007
Senior Management Bonus Plans (the "2007 Bonus Plans"). The 2007 Bonus Plans
supersede and replace the 2005 Senior Management Bonus Plans, as amended on
January 3, 2007.

      The following is a summary of the material features of the 2007 Bonus
Plans:

CHIEF EXECUTIVE OFFICER PLAN

      The Chief Executive Officer (the "CEO") is assigned the bonus target
("Bonus Target") of $275,000.

      The actual amount of the CEO's bonus is based on the following performance
measures: (i) the Company's achievement of its adjusted operating income goal
for 2007 as set forth in the Company's 2007 Operating Plan (the "AOI Goal") and
(ii) the Company's achievement of a top line revenue goal for 2007 as set forth
in the Company's 2007 Operating Plan (the "Revenue Goal"). The CEO will receive
40% of his Bonus Target based upon the Company's achievement of the AOI Goal and
60% of his Bonus Target based upon the Company's achievement of its Revenue
Goal.

      Achievement of at least 85% of the AOI Goal is required for any payment of
the portion of the CEO's bonus that is based on achievement by the Company of
the AOI Goal. The percent of payment is determined by the percent of the AOI
Goal that is achieved by the Company, beginning at 25% if the Company achieves
85% of the AOI Goal and increasing according to the percent achieved to up to
110% if the Company achieves 110% or more of the AOI Goal.

      Achievement of at least 91% of the Revenue Goal is required for any
payment of the portion of the CEO's bonus that is based on achievement by the
Company of its Revenue Goal. The percent of payment is determined by the percent
of the Revenue Goal that is achieved by the Company, beginning at 70% if the
Company achieves 91% of the Revenue Goal and increasing according to the percent
achieved to up to 250% if the Company achieves 113% or more of the Revenue Goal.

OTHER EXECUTIVE OFFICER PLAN

      Each of the other Executive Officers ("Other Executive Officers") is
assigned a Bonus Target equal to a specified percentage of each Other Executive
Officer's base salary as follows:

<TABLE>
<CAPTION>
Officer                           Title               Bonus Target
-------------------      -----------------------      ------------
<S>                      <C>                          <C>
Ihor Lys                 Chief Scientist                  50%
David Johnson            Chief Financial Officer          50%
Jeffrey Cassis           Chief Operating Officer          27%
Frederick M. Morgan      Chief Technical Officer          40%
</TABLE>

      The actual amount of each Other Executive Officer's bonus is based on the
following performance measures: (i) the Company's achievement of its AOI Goal;
(ii) the Company's achievement of its Revenue Goal; and (iii) each Other
Executive Officer's overall performance based on the achievement of certain
goals and objectives set by each individual's manager (the "MBO Goal"). The
Chief Operating Officer and the Chief Technology Officer will receive 40% of
their Bonus Target based upon the Company's achievement of the AOI Goal, 40% of
their Bonus Target based upon the Company's achievement of the Revenue Goal and
20% of their Bonus Target based upon the individual's achievement of his MBO
Goal. The Chief Scientist will receive 20% of his Bonus Target based upon the
Company's achievement of the AOI Goal, 20% of his Bonus Target based upon the
Company's achievement of the Revenue Goal and 60% of his Bonus Target based upon
his achievement of his MBO Goal. The Chief Financial Officer will receive 40% of
his Bonus Target based upon the Company's achievement of the AOI Goal, 50% of
his Bonus Target based upon the Company's achievement of the Revenue Goal and
10% of his Bonus Target based upon his achievement of his MBO Goal.


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      Achievement of at least 85% of the AOI Goal is required for any payment of
the portion of the Other Executive Officers' bonuses that is based on
achievement by the Company of the AOI Goal. The percent of payment is determined
by the percent of the AOI Goal that is achieved by the Company, beginning at 25%
if the Company achieves 85% of the AOI Goal and increasing according to the
percent achieved to up to 110% if the Company achieves 110% or more of the AOI
Goal.

      Achievement of at least 91% of the Revenue Goal is required for any
payment of the portion of the Other Executive Officers' bonuses that is based on
achievement by the Company of its Revenue Goal. The percent of payment is
determined by the percent of the Revenue Goal that is achieved by the Company,
beginning at 70% if the Company achieves 91% of the Revenue Goal and increasing
according to the percent achieved to up to 250% if the Company achieves 113% or
more of the Revenue Goal.

      Achievement of at least 80% of his MBO Goal is required for any payment of
the portion of any individual Other Executive Officers' bonus that is based on
achievement by the individual of his MBO Goal. The percent of payment is based
on a straight line linear scale and is equivalent to the percent of his MBO Goal
achieved up to 120%.

                                                                      Schedule A

                             RULES OF IMPLEMENTATION

      1.    Plan Administration

            a.    The 2007 Senior Management Bonus Plans (the "Plans")
                  shall be administered by the Compensation Committee of the
                  Board of Directors (the "Committee"). Subject to the terms of
                  the Plan, the Committee shall have such powers and authority
                  as may be necessary or appropriate for the Committee to carry
                  out its functions as described herein.

            b.    The Committee shall have the full power, discretion
                  and authority to interpret the Plans, to establish, amend,
                  suspend and rescind any rules relating to the Plans, to add
                  participants to Plans, and to make all other determinations
                  that it deems necessary or advisable for the administration of
                  the Plans. All such determinations shall be final, conclusive
                  and binding on all persons (including the Company and
                  participants of the Plans (the "Participants")) and for all
                  purposes.

            c.    The Board of Directors of the Company (the "Board")
                  may amend the Plans to change the performance requirements and
                  payment percentages under the Plans if it concludes that
                  changes are warranted due to extraordinary events.

      2.    Eligibility

            To receive a bonus under the Plans, Participants must be employed by
            the Company at the time the bonus payments are distributed and the
            commencement of such employment must have occurred on or before
            October 1, 2007. Nothing in the Plans or in the payment of any bonus
            under the Plans shall interfere with or limit in any way the right
            of the Company or any of its subsidiaries or affiliates to terminate
            a Participant's employment at any time, nor confer upon any
            participant any right to continued employment with the Company or
            any of its subsidiaries or affiliates.

      3.    Performance Review Process

            a.    At the completion of each fiscal year, the CEO and/or
                  the CFO will report to the Committee on the Company's overall
                  financial performance in comparison to the expectations set
                  forth in the year's operating plan. Based on this report, the
                  President and CEO will submit a formal written review of each
                  Participant, other than the CEO, and a corresponding bonus
                  payment recommendation to the Committee. The CEO will be
                  reviewed, and his bonus payment approved by, the Committee
                  and/or the Board.

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            b.    If the recommendations are approved by the Committee
                  and/or the Board, the bonus payments to be made under the
                  Plans, if any, will be processed by the Company and
                  Participants will be promptly informed of the amount of their
                  bonus payment amounts and the date of payment.

      4.    Funding of the Plans

            A Participant's interest in any bonus under the Plans shall at all
            times be reflected on the Company's books as a general unsecured and
            unfunded obligation of the Company subject to the terms and
            conditions of the Plans. The Plans shall not give any person any
            right or security interest in any asset of the Company or any fund
            in which any deferred payment is deemed invested. Neither the
            Company, the Board, nor the Committee shall be responsible for the
            adequacy of the general assets of the Company to discharge the
            payment of its obligations hereunder nor shall the Company be
            required to reserve or set aside funds therefor. Bonus payments
            under the Plans, if any, will be made out of the Company's earnings.

      5.    Payment Schedule

            Bonus payments under the Plan, if any, will be made on an annual
            basis following each fiscal year end after the Committee and/or the
            Board has determined whether and to what extent the bonus goals have
            been achieved. Bonus payments to eligible new employees will be
            pro-rated based on their date of hire.

      6.    Withholding for Taxes

            Notwithstanding any other provisions of the Plans, the Company shall
            have the authority to withhold from any bonus payment made by it
            under the Plans such amount or amounts as may be required for
            purposes of complying with any Federal, state and local tax or
            withholding requirements.

      7.    Application of Code Section 409A

            To the extent applicable, the Plans are intended to be administered
            and interpreted in a manner that is consistent with the requirements
            of Section 409A of the Internal Revenue Code. Notwithstanding the
            foregoing, no particular tax result with respect to any income
            recognized by a Participant in connection with the Plans is
            guaranteed and each Participant shall be responsible for any taxes
            imposed on him or her in connection with the Plans.

      8.    Non-Exclusivity of the Plans

            The Plans are not intended to and shall not preclude the Board or
            the Committee from adopting, continuing, amending or termination
            such additional compensation arrangement as it deems desirable for
            its employees, including its senior officers.