**Exhibit 99.15**

 

**SUMMARY OF AVOCENT CORPORATION 2006 EXECUTIVEBONUS PROGRAM**

 

**Program Background.**

 

The Avocent Corporation 2006 executive bonus program was adopted by theCompensation Committee of the Board of Directors of Avocent Corporation (the“Company”) and is designed to attract and retain qualified key executivescritical to the Company’s growth and long-term success. The Company’sCompensation Committee is comprised of three independent non-employee directors.From time to time, the Company engages independent compensation consultants toadvise the Compensation Committee on compensation and benefit matters.

 

It is the objective of the Company’s Compensation Committee and theBoard of Directors to have a portion of each executive’s compensation contingentupon the Company’s performance as well as upon the individual’s personalperformance. Accordingly, each executive officer’s compensation package iscomprised of three elements: (i) annual base salary, (ii) annual cashbonus based on the achievement of performance goals established for the Companyand for the executive officer, and (iii) equity-based awards that aredesigned to strengthen the mutuality of interests between the executive officerand the Company’s stockholders. The 2006 executive bonus program is designed tomeet the second of these three elements, and bonuses to be awarded under theexecutive bonus program by the Compensation Committee are based on objectiveand subjective standards. In awarding executive bonuses, the CompensationCommittee considers the Company’s success in achieving specific financial andbusiness goals and objectives and each executive’s success in achieving certainindividual goals and objectives. The Compensation Committee has the authorityto award additional bonuses based on its evaluation of an executive’sperformance during a year.

 

**Program Summary.**

 

The executive bonus program is designed to reward executives on asliding scale basis for annual performance by the Company that is above andbeyond reasonable or normal performance, and the program is targeted at 100% ofbase pay for the Company’s Chief Executive Officer, 70% of base pay for theCompany’s President, and 60% of base pay for the Company’s other seniorexecutives. The calculation of executive bonuses is initially determined basedon the achievement of specific corporate-wide business and financial objectives(including the development and introduction of new products, revenue mix andcontributions, acquisition integration, and other strategic matters) that wereapproved by the Company’s Board of Directors and are applicable to allexecutives (constituting 70% of the targeted total bonus potential) and theachievement of specified individual goals tailored to the individual executive(constituting 30% of the targeted total bonus potential).

 

The targeted bonus amount so determined, however, is contingent uponthe financial performance of the Company, and a financial component is thenused as a multiplier to deny or limit the targeted bonuses based on lesser financialperformance or to reward exceptional financial performance (subject to themaximum percentages noted above). The financial component is determined inaccordance with specified levels of growth in the Company’s operational (notGAAP) revenue and specified levels of growth in the Company’s operational (notGAAP) earnings per share in 2006 (after deducting executive bonuses net of taxbenefits) over the base operational revenue and operational earnings per sharein 2005 and adjusted for any acquisitions on a pro-rata basis and excludingfrom the calculation of operational earnings per share any transaction expensesfrom failed transactions or transactions that have not closed. Each of the twoperformance metrics would be weighted equally in calculating the percentage ofthe targeted bonus actually earned. Depending on the levels of growth in the

 

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Company’s 2006 operationalrevenue and 2006 operational earnings per share over 2005, an executive wouldactually earn a percentage from 0% to 150% of the targeted bonus initiallydetermined. As a result, the maximum award under the program is 150% of basepay for the Company’s Chief Executive Officer, 105% of base pay for theCompany’s President, and 90% of base pay for the Company’s other seniorexecutives.

 

**Corporate and Individual Objectives.**

 

The specific Company-wide and individual goals and objectives andspecific levels of operational revenue and earnings per share growth and therelated multiplier percentages have been communicated to each eligibleexecutive and represent target levels or other achievements with respect tospecific quantitative or qualitative performance related factors, or factors orcriteria involving confidential commercial or business information, thedisclosure of which would have an adverse effect on the Company.

 

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