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                                                                    EXHIBIT 10.1

SUMMARY SHEET OF DIRECTOR FEES AND EXECUTIVE OFFICER COMPENSATION

I.  DIRECTOR COMPENSATION

For 2005, the compensation payable to the Company's Independent Directors (other
than the Lead Independent Director) consists of:


1.    A $50,000 cash retainer;

2.    2,000 restricted shares of the Company's common stock which shall
constitute "Annual Awards" under the Company's Amended and Restated Independent
Director Stock Compensation Plan (the "Plan"); and

3.    Additional equity compensation equal to the difference resulting from
subtracting the value of the 2,000 Annual Awards referred to in 2. above and
granted in accordance with the Plan from $50,000, provided that such
compensation is taken as "Elective Awards" under the Plan.

For 2005, the compensation payable to the Company's Lead Independent Director
consists of:

     1. A $100,000 cash retainer;

     2. 2,000 restricted shares of the Company's common stock which shall
        constitute an Annual Award under the Plan; and

     3. Additional equity compensation equal to the difference obtained by
        subtracting the value of the 2,000 Annual Award referred to in 2. above
        and granted in accordance with the Plan from $100,000, provided that
        such compensation is taken as an Elective Award under the Plan.

     The 2005 board compensation for the Lead Independent Director is the same
as in 2004, except for the additional equity compensation described in 3. above.


     In addition, for 2005, additional compensation of $20,000 will be paid to
the Corporate Governance and Nominating Committee chairperson  and the
Compensation and Human Resources Committee chairperson, and additional
compensation of $35,000 will be paid to the Audit Committee chairperson.  Annual
payments of $10,000 will be paid to the non-chairperson members of the Audit
Committee.
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II.     EXECUTIVE COMPENSATION

     BASE SALARIES

     The following table sets for the current base salaries of the Company's CEO
and each of the executive officers who were named in the Summary Compensation
Table in the Company's definitive proxy statement filed with the SEC on April
12, 2005 (the "Named Executive Officers")

<TABLE>
<CAPTION>

EXECUTIVE OFFICER                                      BASE SALARY
-----------------                                -----------
<S>                                              <C>
Robert J. Laikin, Chairman of the Board and      $705,000
Chief Executive Officer

Frank Terence, Executive Vice President,         $410,000
Chief Financial Officer and Treasurer

Steven E. Fivel, Executive Vice President,       $350,000
General Counsel and Secretary

J. Mark Howell, President, Brightpoint, Inc.     $420,000
and Brightpoint North America

Lisa M. Kelley, Senior Vice President, Chief     $225,000
Accounting Officer and Controller, and Acting
Chief Financial Officer

</TABLE>

BONUS AND PARTICIPATION IN STOCK OPTION PLANS

Named Executive Officers are also eligible to:

     -  Participate in the 2005 bonus program for the Named Executive Officers,
       which is based upon certain pre-established targets for: (i) income from
       continuing operations (50%), (ii) return on investment capital (20%), and
       (iii) certain strategic objectives approved by the Committee (30%). If
       all of these targets are reached, Mr. Laikin, the Company's Chief
       Executive Officer, will receive a cash bonus equal to 100% of his base
       salary and each of the other executive officers will receive a cash bonus
       equal to 50% of their respective base salaries as a bonus.

     -  Participate in the Company's 2004 Long-Term Incentive Plan (the "2004
       Plan"), including the 2005 executive equity program adopted pursuant to
       and in furtherance of the goals of the 2004 Plan, pursuant to which the
       Named Executive Officers were granted options and other stock based
       awards in the form of restricted stock units ("RSUs") under, and in
       accordance with, the 2004 Plan.  The number of options and RSUs granted
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to each Named Executive Officer was based on a target percentage of that
executive's base salary, as follows:

<TABLE>
<CAPTION>

Position                      Target Equity Award (Up to % of Base Salary)
--------                      --------------------------------------------
<S>                           <C>
Chief Executive Officer       125%
Chief Financial Officer       100%
General Counsel               100%
President - Americas          100%
Chief Accounting Officer       50%
</TABLE>

The 2004 Plan grants made pursuant to the executive equity program are subject
to forfeiture, in whole or in part, prior to the first anniversary of the date
of grant if the Company does not achieve certain performance goals weighted as
follows: (i) income from continuing operations (50%), (ii) return on invested
capital (20%) and (iii) strategic milestones (30%). If any or all of the
performance goals are not achieved, then the corresponding percentage of the
options and RSUs granted would be forfeited.  Those options and RSUs no longer
subject to forfeiture vest in three equal annual installments beginning with the
first anniversary of the date of grant, subject to, and in accordance with the
2004 Plan and the option and RSU agreements entered into between the Company and
the grantee.

     -  Participate in the Company's 1994 and 1996 Option Plans

Supplemental Retirement Benefit Agreements

     -  Mr. Laikin, the Company's Chief Executive Officer, Mr. Howell, the
       Company's President and Mr. Fivel, the Company's Executive Vice President
       and General Counsel, each entered into Supplemental Retirement Benefit
       Agreements ("Retirement Agreements") with each the Company.  The
       Retirement Agreements provide that the Company will implement a
       supplemental retirement benefit providing each executive with a
       single-life annuity.  The benefit is expressed as the annual payment per
       a single-life annuity commencing at age 62, with such annual payment
       equal to a certain percentage of average base salary and bonus based on
       the executive's final five years of work, with such percentage not to be
       greater than 50%.  If the executive's employment is terminated other than
       for Cause, a discounted annual single-life annuity benefit would commence
       being paid to Mr. Laikin at age 50, to Mr. Howell at age 53 and to Mr.
       Fivel at age 55, or upon termination if that event occurs after the
       respective age.  If the executive is terminated for cause (as defined in
       the executive's employment agreement), then the benefit would not
       commence until age 62.

       Assuming annual salary increases of 5% per year, the anticipated payments
       pursuant to the Retirement Agreements would be approximately $500,000 per
       year to Mr. Laikin commencing at age 50, $344,000 per year to Mr. Howell
       commencing upon age 53 and $229,000 per year to Mr. Fivel commencing upon
       age 55.