#### **Exhibit 10.20**

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#### **SITEL CORPORATION**

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**Summary of Dale W. Saville CompensationArrangements**As of January 1, 2005

 

Mr. Saville serves asExecutive Vice President of the company. He does not have a written employment agreement.  The Compensation Committee and otherindependent directors consider the recommendations of the Chief ExecutiveOfficer and approve Mr. Saville’s base salary, bonus opportunity, otherincentives if any, and equity compensation from time to time.

 

**BaseSalary**:  Mr. Saville’sannual base salary since July 1, 2004 is $250,000.

 

**BonusOpportunity**:  For 2005,Mr. Saville is eligible to receive a bonus of up to 90% of his base salarypursuant to the company’s 2005 Management Incentive Plan (the 2005 MIP).  Mr. Saville’s bonus opportunity is basedexclusively on the company achieving the 2005 EPS targets set by theCompensation Committee.  Mr. Savillewould receive no bonus under the plan unless at least the low EPS target isachieved.  At the low EPS target, subjectto the other general conditions of the plan, he would receive a bonus of 22.5%of his base salary.  For each additionalspecified increment in EPS achieved, his bonus would be increased by 7.5percentage points, up to the maximum bonus opportunity of 90% of his basesalary.  This description of the bonusaward is subject to the general conditions of the 2005 MIP, which includes forexample provisions that participants must remain employed at the time theincentive is to be paid and that the calculated incentive may be reduced basedupon a participant’s performance below expectations regarding their individualfinancial and/or non-financial performance objectives.

 

**EquityCompensation**:  Mr.Saville has options to purchase 200,000 shares of the company’s common stockpursuant to the 1999 Stock Incentive Plan, as amended (the IncentivePlan).  The Compensation Committeegranted these options as to 100,000 shares in 2000 when Mr. Saville joined thecompany and as to 100,000 shares in 2002. The options were granted at the fair market value of the company’scommon stock on the date of grant and have a ten-year term.  The options granted in 2000 have an exerciseprice of $2.6875 per share and become exercisable in five annual installmentson each of October 30, 2001, 2002, 2003, 2004, and 2005.  The options granted in 2002 have an exerciseprice of $2.765 per share.  Thirtypercent (30%) of these options become exercisable in five annual installmentson each of March 14, 2003, 2004, 2005, 2006 and 2007.  The remaining seventy percent (70%) of theseoptions become exercisable on March 14, 2009, but are subject to earlierexercise if certain performance goals (an EPS target and a closing stock pricetarget) are met prior to that date.  Theperformance-accelerated options are non-forfeitable once they becomeexercisable, which means Mr. Saville keeps the options after that even if hisemployment terminates before he exercises the options.  All of the options become exercisable in fullupon a change in control of the

 

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company if the closingstock price on the effective date of the change in control is at least $12 pershare.  All of the options are subject toearlier exercise or termination and the other terms and provisions of theapplicable option agreement and the Incentive Plan.

 

**Other**:   Mr. Saville is eligible to participate inthe company’s benefit plans that are offered U.S. exempt employees (within themeaning of the Fair Labor Standards Act) generally. The company may pay forcertain personal benefits from time to time, which in the aggregate have beenless than 10% of Mr. Saville’s combined salary and bonus (if any) in each ofthe past three calendar years.

 

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