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                                                                   EXHIBIT 10.33

                COMPENSATORY ARRANGEMENTS WITH EXECUTIVE OFFICERS

Base Salary

         As of March 1, 2006, the base salaries of each of the executive
officers of Open Solutions Inc. (the "Company") were as follows:

Louis Hernandez, Jr., Chairman of the Board and Chief Executive
Officer                                                                 $400,000

Andrew S. Bennett, Executive Vice President, International Research
& Development                                                           $250,000

Gary E. Daniel, Senior Vice President and General Manager, Credit
Union Group                                                             $210,000

James R. Kern, Senior Vice President and General Manager, Banking
Group                                                                   $210,000

David G. Krystowiak, Group Executive Vice President                     $250,000

Michael D. Nicastro, Senior Vice President and Chief Marketing
Officer                                                                 $210,000

Kenneth J. Saunders, Executive Vice President and Chief Financial
Officer                                                                 $300,000

         The Company's Compensation Committee has approved increases to the base
salaries of Messrs. Hernandez, Bennett, Daniel, Kern, Krystowiak and Nicastro.
Effective April 1, 2006, the salaries of these executive officers will increase
to $475,000, $260,000, $220,000, $220,000, $260,000 and $220,000, respectively.

Cash Bonus Compensation

         For 2006, Messrs. Hernandez, Saunders, Krystowiak and Nicastro will be
eligible to receive a bonus based on both of the Company's revenue and its
earnings before interest, taxes, depreciation, amortization and expenses related
to equity-based compensation ("Consolidated Revenue" and "Consolidated EBITDA,"
respectively) for the fiscal year ending December 31, 2006. The target bonus
payment for Mr. Hernandez is 100% of his base salary, for each of Messrs.
Saunders and Krystowiak is 60% of their respective base salaries and for Mr.
Nicastro is 50% of his base salary, each of which may be adjusted upwards or
downwards if Consolidated Revenue or Consolidated EBITDA exceed or do not meet
the targets. Each of Consolidated Revenue and Consolidated EBITDA is weighted
equally in calculating the bonus. The revenue portion of the bonus will not be
paid unless a threshold of 85% of the Consolidated Revenue target is achieved,
and the Consolidated EBITDA portion will not be paid unless a threshold of 50%
of the Consolidated EBITDA target is achieved. In addition, if (i) Consolidated
EBITDA

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exceeds the target and (ii) the average of each of Consolidated Revenue and
Consolidated EBITDA in relation to the targets (on a percentage basis) exceeds
100%, the payouts under both the Consolidated Revenue and Consolidated EBITDA
portions of the bonus (on a percentage basis) will increase at four times the
rate that each of Consolidated Revenue and Consolidated EBITDA exceed the
targets (on a percentage basis). The maximum bonus payment for Mr. Hernandez is
200% of his base salary, for Messrs. Saunders and Krystowiak is 120% of their
respective base salaries and for Mr. Nicastro is 100% of his base salary, each
of which would be achieved if the Company exceeds 125% of its Consolidated
Revenue and Consolidated EBITDA targets.

         Messrs. Daniel and Kern will be eligible to receive a bonus based on
both Consolidated Revenue and Consolidated EBITDA for the fiscal year ending
December 31, 2006 and the value of customer contracts executed within such
executive officer's business unit ("Contract Value") during the fiscal year
ending December 31, 2006. The target bonus payment is $150,000 and may be
adjusted upward if Contract Value exceeds the target or downward if Consolidated
Revenue, Consolidated EBITDA or Contract Value do not meet the targets. Each of
Consolidated Revenue and Consolidated EBITDA account for 25% of the bonus
calculation and Contract Value accounts for 50%. The Consolidated Revenue
portion of the bonus will not be paid unless a threshold of 85% of the
Consolidated Revenue target is achieved, the Consolidated EBITDA portion will
not be paid unless a threshold of 50% of the Consolidated EBITDA target is
achieved, and the Contract Value portion will not be paid unless a threshold of
80% of the Contract Value target is achieved. In addition, if Consolidated
EBITDA exceeds the target, the payout under the Contract Value portion of the
bonus (on a percentage basis) will increase at four times the rate that the
Contract Value exceeds the target (on a percentage basis). The maximum bonus
payment for each executive officer is $225,000, which would occur if the Company
exceeds 100% of its Consolidated Revenue and Consolidated EBITDA targets and the
executive officer exceeds 125% of his Contract Value target.

         Mr. Bennett will be eligible to receive a bonus based on (i) both
Consolidated Revenue and Consolidated EBITDA for the fiscal year ending December
31, 2006, (ii) both of the Company's revenue and EBITDA attributable to sources
outside the United States ("International Revenue" and "International EBITDA,"
respectively) for the fiscal year ending December 31, 2006 and (iii) the value
of customer contracts executed by customers outside of the United States
("International Contract Value") during the fiscal year ending December 31,
2006. The target bonus payment is $156,000 and may be adjusted upward if
International Revenue, International EBITDA or International Contract Value
exceed the target or downward if Consolidated Revenue, Consolidated EBITDA,
International Revenue, International EBITDA or International Contract Value do
not meet the targets. Each of Consolidated Revenue and Consolidated EBITDA
account for 25% of the bonus calculation and each of International Revenue,
International EBITDA and International Contract Value account for 16.67% of the
bonus calculation. The Consolidated Revenue portion of the bonus will not be
paid unless a threshold of 85% of the Consolidated Revenue target is achieved,
the Consolidated EBITDA portion will not be paid unless a threshold of 50% of
the Consolidated EBITDA target is achieved, and the International Revenue,
International EBITDA and International Contract Value portions will not be paid
unless an average threshold of 80% of such targets is achieved. In addition, if
Consolidated EBITDA exceeds the target, the payout under the International
Revenue, International EBITDA and International Contract Value portions of the
bonus (on a


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percentage basis) will increase at four times the rate that the International
Revenue, International EBITDA and International Contract Value, on average,
exceed the respective targets (on a percentage basis). The maximum bonus payment
for Mr. Bennett is $234,000, which would occur if the Company exceeds 100% of
its Consolidated Revenue and Consolidated EBITDA targets and Mr. Bennett exceeds
125% of his International Revenue, International EBITDA and International
Contract Value targets, on average.

Other Compensation

         The Company's Compensation Committee may also, from time to time, award
each of the executive officers compensation in the form of stock options or
restricted stock granted under the Company's 2000 or 2003 Stock Incentive Plans.

         Mr. Hernandez receives certain other compensation pursuant to his
Employment Agreement, which is filed as an exhibit to the Company's Annual
Report on Form 10-K. The Company also pays an annual life insurance premium of
$4,150 and a monthly car allowance of $1,079 for Mr. Hernandez, and reimburses
him for individual financial planning services in an amount equal to $25,000,
but grossed up to be tax neutral.