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Exhibit 10.14

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          Pegasus Communications Corporation Short-Term Incentive Plan
                            (Corporate and Satellite)

The Short-Term Incentive Plan (the "Plan") of Pegasus Communications Corporation
(the "Company") is designed to align business, stockholder, and Participant
interests, provide competitive compensation, and reward performance based on
individual and business achievements.

In line with its purpose, participation in the Plan is accordingly restricted to
those full-time employees of the Company or its business units who are in
Management positions. To be entitled to payments under the terms of this Plan,
employees must be employed by the Company and/or business unit at the time of
payment.

Employees who were hired by the Company or any of its business units after the
start of a calendar year, or who were promoted to a position eligible for Plan
participation after the start of the year, may be designated Participants and be
eligible for participation in the Tier 1 and 2 monthly component effective the
first of the month following their hire or promotion date. The Tier 3 quarterly
component will be pro-rated for newly-hired or promoted participants based on
their Tier 1 effective date.

To be eligible for a payout, a Plan Participant must have satisfactory
performance. If a participant is on a formal written warning, they are not
eligible to receive a monthly incentive for 30 days from the date of the written
warning and continued eligibility will be re-evaluated at the end of the 30
days. A Participant will be disqualified from Plan participation for acts of
misconduct, including, but not limited to, falsification of records,
manipulation of accounts, violation of policy, or other misconduct determined
sufficient for disqualification.

This Plan shall be administered by a committee appointed by the Chief Executive
Officer of the Company (the "Committee"). This Committee shall be empowered to
designate Plan Participants for each calendar year, to determine target
incentive award opportunities for each Participant, to establish performance
standards for the Company and/or business units, and to determine whether a Plan
Participant's performance is satisfactory. Following the end of each month and
each quarter , the Committee will measure the achievements of the overall
Company or unit, as applicable, and determine the performance award payments
earned by each Plan Participant. All determinations made by the Committee under
the Plan shall be final and binding on the Participants, the Company, and any
other parties.

Each Plan Participant shall be assigned a short-term incentive Tier 1 target
award opportunity which shall be expressed as a percentage of the Participant's
annual base salary for the calendar year (or for the portion of the year during
which the employee

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participates in the Plan). Additionally, each participant will be assigned a
Tier 2 and 3 percentage that is their Tier 1 target as a percentage of the total
Tier 1 targets. Incentive percentages are established for each management level
(e.g., manager, director, vice president, etc.) and are designed to reflect
competitive incentive levels using market data and job responsibilities as a
guide.

Payout of Tiers 1, 2 and 3 is based upon achievement of business goals
established and circulated to Plan Participants for a calendar year. Depending
upon whether a goal is established for the Company or a business unit, business
performance goals will be based on the following criteria:

o Free Cash Flow (Corporate and Satellite )
o Quality Metrics (Corporate and Satellite )
o Pre-Marketing Cash Flow (Corporate and Satellite)
o The Committee reserves the right to adjust payouts in the event of significant
windfalls, shortfalls, or other economic factors which are beyond the
Participant's control. Short-term incentive Payouts will be made as soon as
practical after performance is known.

For calendar year 2004, unless the Committee otherwise specifies, payouts will
be based upon Participant's annual base salary as in effect on December 31, 2003
(or such later date that an employee becomes a Plan Participant).

Nothing in this Plan shall be construed as guaranteeing any Participant any
rights to continued employment with the Company or any of its business units,
any rights to award payments with respect to any year in which the employee has
been designated a Plan Participant, or any rights to continued Plan
participation in subsequent years unless the Committee shall expressly designate
the employee a Plan Participant in such subsequent years. In order to receive an
award payment for any month, a Participant must have been in the continuous
full-time employ of the Company or a participating business unit for the entire
period since first being designated a Plan Participant by the Committee with
respect to such month, must be employed at the time of payment, and must have
satisfactory performance.

A Participant whose employment terminates for any reason other than death,
permanent disability, or retirement will receive no further incentive payments
(including payments earned for the preceding month but not yet paid). A
Participant whose employment terminates due to death, permanent disability, or
retirement may, at the discretion of the Committee, receive payment of any
incentive payments earned to the date of such termination (based on compensation
through the date of termination). If a Participant dies prior to receiving his
or her earned incentive, the Participant's spouse, or, in the case of an
unmarried Participant, the Participant's estate, will be paid the employee's
earned incentive payments.

Participants who are promoted, reassigned or otherwise transferred during a
calendar year will receive payout based upon (i) the length of time in each
eligible position, (ii) the

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base salary for each eligible position, and (iii) the Tier 1 target and Tiers 2
& 3 percentage determined for each eligible position.

The Plan is governed by the laws of the Commonwealth of Pennsylvania, except to
the extent that federal law may apply.

The Plan became effective for the calendar year commencing on January 1, 2004
and shall continue in effect until December 31, 2004, unless it shall be
extended by the Committee. The Committee shall be empowered to amend or
terminate the Plan at anytime (including prior to payout of an award with
respect to a year) and for any reason.