<PAGE>   1
[MOSAIX LOGO]             1999 PERFORMANCE BONUS PLAN

OBJECTIVES

The 1999 Performance Bonus Plan (the "Plan" or the "PBP") is designed to: 

-       Focus Plan participants on achieving important team goals that are
        critical to business success. 

-       Reward the top individual performers among Plan participants.

PLAN SUMMARY

1)      The TEAM BONUS COMPONENT is a quarterly bonus component that pays out
        bonuses based on the achievement of team objectives that are established
        at the beginning of each quarter.

        -       Each eligible participant will receive the team bonus earned in
                accordance with the following bonus targets, expressed as
                percent of annual base salary.

<TABLE>
<CAPTION>
                      Quarterly     Total Full-Year Opportunity
                      ---------     ---------------------------
<S>                                 <C>  
                         1.25%                 5.00%
</TABLE>


        -       If objectives are based on projects, milestones, and deadlines,
                100%, 75%, or 0% of the target bonus associated with each
                objective may be achieved, so the total team bonus associated
                with the quarter may range between 0% and 100%.

        -       If objectives are based on quantitative metrics, 0% - 100% of
                the target bonus may be earned based on a schedule to be
                established at the beginning of the quarter.

        -       The Team Component will not pay out unless the company has
                positive net operating income for the quarter, including the
                accrual for the Plan.

        -       An individual must maintain an individual performance rating of
                Meets Standards or higher to be eligible for any bonus under
                this Plan.

2)      The TOP PERFORMER BONUS COMPONENT is an annual discretionary bonus plan
        component based on corporate performance that is designed to reward
        outstanding individual performance.

        -       A discretionary bonus pool will be created based on the
                company's performance versus the annual earnings per share
                target. At 100% of the annual earnings per share (EPS) target,
                the pool will be funded at 100% of eligible salaries, as
                follows:


<TABLE>
<CAPTION>
                                   Percent of Annual           Possible Bonus Award as
      Participants in Grades    Salary Used to Create Pool     Percent of Annual Salary
      ----------------------    --------------------------    ------------------------
<S>                             <C>                           <C>
            27 - 28                      7.0%                         0% - 10%
            20 - 26                      3.0%                         0% - 10%
</TABLE>

        -       The intent of the Top Performer bonus is to reward the top 
                25% - 30% of PBP participants. Employees in grades 10-19 are 
                eligible for the Top Performer bonus, but their salaries will 
                not fund the Top Performer bonus pool.

        -       EPS must be at least 75% of the annual target, and the pool will
                fund linearly up to 100% of target. EPS is defined as net income
                divided by average shares outstanding.

        -       An employee must be with the company for at least one quarter to
                receive a bonus. Both pool funding for an employee and actual
                bonuses earned may be prorated.

        -       At the end of the year, management will determine the top
                performers and award individual bonuses at the department level.
                Bonus payments will be made in February 2000.

3)      The OVERACHIEVEMENT BONUS COMPONENT to the Plan will fund an additional
        $5,000 for each $.01 in EPS above the annual target. The additional
        funds will be distributed through both the team bonus component and the
        top performer bonus component of the Plan.



Effective January 1, 1999


<PAGE>   2
1999 PERFORMANCE BONUS PLAN                                          PAGE 2 OF 5



DEFINITIONS

"Earnings Per Share"         Annual net income divided by average number of 
                             shares outstanding on a fully diluted basis.
                             Determined on a consolidated basis and reported 
                             to the public.

"Eligible Base Salary Rate"  The participant's annual base salary or wage rate 
                             at the end of the quarter or at the end of the
                             year, applied over the entire quarter or year. If
                             the individual is a regular part-time employee or
                             is part-time during the bonus period, the
                             individual's prorated salary will be used to
                             determine a bonus. The eligible base salary rate
                             does not include:

                             -   Stipend, premium, or salary supplement
                             -   Mileage, per diem, or benefits payments
                             -   Incentive or bonus pay
                             -   Commissions
                             -   Pay associated with carrying an electronic 
                                 pager
                             -   Overtime earnings, shift differential pay, or 
                                 pay for weekend work
                             -   Salary for quarters for which the participant 
                                 is not eligible 

                             Note: If the participant is non-exempt, bonuses
                             will be computed based on earnings, not eligible
                             base salary rate.

"Quarter," "Annual"          The periods for measurement for the bonus component
                             of the Plan, as follows:

                             -   1st Quarter          January - March 1999
                             -   2nd Quarter          April - June 1999
                             -   3rd Quarter          July - September 1999
                             -   4th Quarter          October - December 1999
                             -   Annual               January - December 1999

"Regular Staff"              Regular full-time and regular part-time employees 
                             on Mosaix's payroll. Temporary employees, 
                             contractors, and employees in foreign subsidiaries
                             will not qualify.

TEAM BONUS COMPONENT

At the beginning of each quarter, the departmental leader should determine
whether quantitative or qualitative objectives, or some combination of both,
should be used for the team bonus component. The departmental leader, senior
vice president and/or general manager and Mosaix's Chief Executive Officer must
sign off on the quarterly objectives prior to the start of the performance
period. Teams that do not have objectives defined and approved by the
designated time will be ineligible to participate in the team bonus program.

QUANTITATIVE PERFORMANCE MEASUREMENTS

If quantitative performance measurements are used, the departmental leader may
establish a schedule mapping the percentage of salary to be earned as a team
bonus is to results versus targets for one or two performance measures. Examples
of viable performance measures would include customer satisfaction or team
productivity versus established metrics. The schedule cannot pay out more than
the quarterly team bonus target, even if performance is greater than 100%
achievement. Such a bonus schedule must be reviewed and approved at the
corporate level before it can be communicated.

QUALITATIVE PERFORMANCE OBJECTIVES

If qualitative team performance objectives are used, the set of objectives
should include the key departmental objectives for the quarter. An example of a
qualitative objective would the deliverable of product or completion of a
project by a specified date, where the content and quality of the deliverable
are specified beforehand. Team objectives must meet the following criteria:

<PAGE>   3
1999 PERFORMANCE BONUS PLAN                                          PAGE 3 OF 5


-       They must be linked to the department's overall annual objectives, which
        in turn must be linked to the company's strategy.

-       The objectives must be specific, measurable, achievable,
        results-oriented, and timebound.

-       The objectives must include a quality component.

-       The objectives must be given a weight such that the sum of weights adds
        up to 100%.

-       The objectives must be described so that 100% and 75% achievement are
        clearly defined.

BONUS ACHIEVEMENT AND COMPUTATION

At the end of each quarter, the departmental (senior) vice president will
determine the achievement of the objectives and the bonus achievement, both of
which must be approved by Mosaix's Chief Executive Officer. Bonus achievement of
each objective may 100%, 75%, or 0%, but may not be increments in between since
performance relating to those increments will not have been defined.

Each Plan participant in the department will receive the same bonus as a
percentage of base salary based on the total results of the team. For each
objective, the weighting times the achievement percentage times the
percent-of-salary bonus target times the individual's base salary at the end of
the quarter will determine the individual bonus for the component. The bonuses
for each objective will be totaled to yield a total team bonus for each
participant.

EXAMPLE

In this example, there are four performance objectives and 100% achievement of
each objective:

<TABLE>
<CAPTION>
                                                          Percent of
                                           Achievement     Salary at       Bonus Earned
            Objective         Weighting    Percentage    1.25% Target   at $40,000 Salary
       -----------------------------------------------------------------------------------
<S>                           <C>          <C>           <C>            <C>
       1)  Objective 1            40%           100%          .500%          $200.00
       -----------------------------------------------------------------------------------
       2)  Objective 2            30%           100%          .375%          $150.00
       -----------------------------------------------------------------------------------
       3)  Objective 3            20%           100%          .250%          $100.00
       -----------------------------------------------------------------------------------
       4)  Objective 4            10%           100%          .125%           $50.00
       -----------------------------------------------------------------------------------
       Totals                    100%                        1.250%          $500.00
       -----------------------------------------------------------------------------------
</TABLE>

TEAM BONUS COMPONENT PAYOUTS

Team bonus component payouts will be made as soon as is administratively
feasible following the end of a performance period. This will most likely be in
the second pay period following the end of the performance period, but may occur
in the third pay period. Plan participants must be active employees of the
company at the time of payout to receive a bonus payout. If the employee is
non-exempt rather than exempt, his or her earnings over the period will be used
to calculate the Team Bonus under the Plan.

TOP PERFORMER BONUS COMPONENT

The top performer bonus will work as described on page one. All employees will
be eligible, but funding for bonuses will occur only for those employees in
grades 20 and above.

BONUS FUNDING AND CORPORATE PERFORMANCE

The annual top performer bonus pool will fund at 100% of the salary percentages
on page one, provided that 100% of the annual earnings per share target is
achieved. 

-       If annual EPS performance is less than 75% of the target, the top
        performer bonus pool will not be funded.


<PAGE>   4
1999 PERFORMANCE BONUS PLAN                                          PAGE 4 OF 5

-       For EPS performance between 75% and 100% of the target, the pool will
        fund linearly based on EPS performance.

        -       For example, at 90% EPS achievement, the pool will be funded at
                90% x 3% of base salary for participants in grades 20-26.

        -       As described below in the overachievement bonus section, the top
                performer bonus pool will receive additional funding if the EPS
                target is exceeded.

The top performer bonus pool will be based on the participants' annual eligible
base salary rates at the end of the year, not their base salary earnings during
the year. What this means is that the applicable base salary rate to fund the
pool for a grade 24 participant who is hired on July 1 at a $40,000 annual base
salary will be $40,000, not $20,000. The pool will fund at 3% x $40,000, or
$1,200, not at 3% x $20,000, or $600.

BONUS DETERMINATION

Top performer bonuses will be determined at the department level by the
department (senior) vice president based on recommendations from line
management. The criteria used to determine recipients and awards will include
performance ratings, departmental rankings of performance and value, and
assessments of contributions during the year. The primary behaviors that will be
rewarded will be teamwork, leadership, customer satisfaction, and work quality.
It is expected that approximately 25% to 30% of the eligible PBP participants
will receive top performer bonuses.

TOP PERFORMER BONUS COMPONENT PAYOUTS

Top performer bonus component payouts will be made in February 2000. Plan
participants must be active employees of the company at the time of payout to
receive a bonus payout.

ELIGIBILITY FOR PARTICIPATION

All regular staff members who are employed as of the effective date and are not
excluded as listed below shall participate in the Plan as of the effective date.

-       For payments under the team bonus component of the Plan, participants
        must be on the payroll and be actively employed as of the first working
        day of the quarter and for the full duration of the quarter to earn any
        team bonus for that quarter.

-       If an employee works the whole quarter but is part-time for any or all
        of it, his or her bonus will be prorated to reflect part-time
        contribution.

-       Employees on leaves of absence will not be eligible to earn a bonus
        pertaining to the leave period, even if they are on paid leave.

        -       Quarterly team bonuses will be prorated to reflect leaves of
                absence. However, if the employee is on leave of absence for one
                month or more in a given quarter, he or she will not be eligible
                to receive any team bonus for that quarter.

        -       However, the company will allow up to a total of ten (10) days
                of leave to be treated as normal working days under the Plan for
                the purpose of team bonus administration.

        -       Since the annual top performer bonus component is discretionary
                in nature, a top performer bonus may be awarded to an individual
                who was on leave during the year.

No bonus of any kind may be earned under this Plan for a participant who is on a
performance improvement plan or whose last performance rating is less than 3.0.

Staff members who are participants in the following plans shall not be eligible
to participate in the Performance Bonus Plan: 

-       Management Bonus Plan

-       Sales compensation plans, including distribution compensation plans

-       Compensation plans in Professional Services

-       Other approved special cash incentive or bonus plans at Mosaix

<PAGE>   5
1999 PERFORMANCE BONUS PLAN                                          PAGE 5 OF 5



OVERACHIEVEMENT BONUS

As described on page one, there will be additional Plan funding if $5,000 for
each $.01 in EPS above the annual target. The additional funds will be
distributed through both the team bonus component and the top performer bonus
component of the Plan. The distribution of the additional funds between the two
bonus components will determined at the end of the year when the amount of
overachievement funding is known.

EFFECTIVE DATE

The Plan is effective January 1, 1999, and supersedes all past and previous
Mosaix, Inc. ("Mosaix") Performance Bonus Plans. The Plan is effective for 1999
only.

PLAN COMMUNICATION

The Performance Bonus Plan document (this document) is available to all Plan
participants. In the event that the Plan is revised, eligible participants shall
receive a copy of the revised Plan as soon as is administratively feasible. An
announcement regarding quarterly bonuses earned shall be communicated to the
employees after the company's quarterly financial statements are released to the
public. A similar announcement will be made for the annual Corporate Bonus
Component of this Performance Bonus Plan.

DESIGNATION OF BENEFICIARY

Any amount actually payable under this Plan but which is unpaid at the time of a
participant's death shall be paid to the beneficiary designated by the
participant on Mosaix's group life insurance/accidental death & dismemberment
Beneficiary Designation form. This form is filed in the participant's personnel
file.

The designated beneficiary may be changed from time to time by filing a new
Beneficiary Designation form. The designation last filed shall control the
person to whom Plan payments will be made.

In the event that no beneficiary is designated or the designated beneficiary
shall predecease the participant, any unpaid amount shall be paid to the
participant's executor or administrator. Payments to the beneficiary, executor,
or administrator of a deceased participant shall be made in a lump sum as soon
as is administratively feasible.

PLAN ADMINISTRATION

The Plan will be administered by the departmental (senior) vice president or
general manager, Executive Director of Human Resources, Compensation Manager,
and assigned directors within the department. Mosaix's Chief Executive Officer
must review the objectives at the start of the performance period and approve
payouts at the end of it. In addition to the power with respect to the award of
a Performance Bonus described elsewhere in the Plan, the Company is authorized
to administer and interpret the Plan subject to its express provisions and to
make all determinations necessary or advisable for the administration of the
Plan.

Nothing in this Plan shall be construed to limit in any way the right of the
Company to terminate a staff member's employment at any time; nor shall it be
evidence of any agreement, expressed in any form, to ensure continuation of
employment, participation in this Plan, or the granting of an award from this
Plan.

While the Company expects to continue the Plan, believing it to be of value to
both the eligible staff members and the Company, it reserves the right to amend,
modify or terminate the Plan at any time and at its sole discretion.