<PAGE>
 
                                                                   Exhibit 10.19
                                        



                              Frontier Corporation
                              --------------------
                                        


                         Executive Compensation Program
                         ------------------------------

                                        

                                      1998
                                      ----
                                        
                                        

 
 



                                                                     April, 1998
<PAGE>
 
Compensation Philosophy
-----------------------

     The philosophy of Frontier Corporation's Compensation Program is to offer
performance-based compensation to attract, retain and motivate key employees who
are best positioned to achieve the goals of the Corporation and maximize value
to its shareowners.  The compensation program encompasses the following
elements:

             . Base Salary
             . Annual Bonus
             . Long-Term Incentive Plan
             . Benefits

     The Executive Compensation Program is the responsibility of the Committee
on Management of the Frontier Board of Directors.  The Program is reviewed
annually for competitiveness.

     The following is a brief summary of the complete Executive Compensation
Program currently in place and available to senior management of Frontier
Corporation.   The Company reserves the right to change any and all aspects of
the Plans included in this Program as it sees fit, from time to time.  The
benefits and perquisites addressed herein supplement the general management
fringe benefits provided by the Company.

Salary Plan
-----------

     Nine non-sales and 3 sales compensation levels are delineated within the
Program.  Salary ranges for 1998 are as follows:
 
     TITLE                                        RANGE
     -----                                        -----
     CEO                                    $526,000 - 914,000
     Vice Chairman                          $285,000 - 500,000
     COO                                    $285,000 - 500,000
     Executive Vice President               $230,000 - 400,000
     Senior Vice President                  $183,000 - 320,000
     Vice President 1                       $159,000 - 278,000
     Vice President 2                       $118,000 - 207,000
     Senior Director                        $ 90,000 - 158,000
     Director                               $ 74,000 - 130,000
 
     Executive VP Sales                     $159,000 - 278,000

                                       2
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     Senior VP Sales                        $118,000 - 207,000
     VP Sales                               $ 82,000 - 155,000

Short-Term Incentive Plan (annual bonus)
------------------------------------------

     The Short-Term Incentive Plan (STI) is designed to provide a superior
reward to outstanding performers.  Actual bonus awards are a function of
corporate financial performance and customer and employee results  measured
against pre-established objectives.  Earnings per share is the gate.  Threshold
level performance must be attained for this measure in order for a bonus to be
paid.  Once achieved, performance is measured in four categories, with
weightings as follows:

     Measurement              Weighting
     -----------              ---------
     Revenue                     30%
     Operating Income            50%
     Customer Churn              10%
     Employee Initiated Churn    10%
 
     The Open Market Plan agreement with the New York State Public Service
Commission stipulates that employees of Frontier Telephone of Rochester must be
compensated on objectives associated with its performance, not those of the
consolidated Frontier Corporation.  The Upstate Cellular Network (UCN) is a
partnership between Frontier and Bell Atlantic/NYNEX which governs its financial
targets.  As such, those Frontier Telephone of Rochester and UCN employees
participating in the Executive Compensation program will be measured on their
respective business unit financial objectives.  Also, for 1998, in conjunction
with the acquisition, Frontier GlobalCenter will be measured on objectives
specific to its operations.

     STI pay out opportunities are as follows:
 
                                  Threshold     Standard      Premier   
     CEO                             50.0%       100.0%        175.0%
     Vice Chairman*                  30.0%        60.0%        105.0%
     COO*                            30.0%        60.0%        105.0%
     Executive Vice President        30.0%        60.0%        105.0%
     Senior Vice President           25.0%        50.0%         87.5%
     Vice President 1                22.5%        45.0%         79.0%
     Vice President 2                17.5%        35.0%         61.5%
     Senior Director                 15.0%        30.0%         52.5%
     Director                        12.5%        25.0%         44.0%
                                                                  
     Executive VP Sales              22.5%        45.0%         79.0%
     Senior VP Sales**               10.0%        20.0%         35.0% 

*    Vacant positions for which range has not been updated for current market
**   Also participates in sales incentive plan

                                       3
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     Threshold, standard and premier corporate performance objectives are
approved by the Committee on Management annually.  If threshold performance for
earnings per share is not attained, no bonus will be paid.

     The Committee has established the following objectives for 1998:
 
                                    Threshold   Standard    Premier
                                    ----------  ---------  ---------
     Earnings per share              $    .96   $   1.04   $   1.14
 
     Revenue (Millions)              $2,571.0   $2,635.0   $2,710.0
 
     Operating Income (millions)     $  328.3   $  349.5   $  376.8
 
     Customer Churn                      3.25%      3.10%      2.95%
 
     Employee Initiated Churn            20.0%      17.5%      15.0%
 

     The final bonus calculation may include a discretionary component to
reflect individual circumstances.  Discretion may account for up to + or - 25%.
The final bonus award, after application of the discretionary factor, may not
exceed the premier percent presented above.

     Bonus payments are made in the first quarter following the end of the year
for which the award is earned.  Payment is usually made in a lump sum; however,
an eligible employee may defer payment of all or part of the bonus to a
subsequent year.

     The election to defer a bonus must be made prior to the beginning of the
year in which the bonus is earned.  The Company will establish an account or a
fund for maintaining a deferred bonus and will credit interest to the deferred
bonus at the rate established from time to time for interest paid on Frontier's
telephone customers' deposits.  The deferred bonus plus the earnings associated
with it will be paid to the employee as specified in the deferral election.

Long Term Incentive
-------------------

     Frontier Corporation provides long term incentives through two plans; the
Management Stock Inventive Plan and the Employees' Stock Option Plan.  Stock
Options are available in both Plans while the Management Plan also provides for
the granting of restricted stock.  The intent of both Plans is to align
employees' actions and performance with the goals and objectives of shareowners.
 
    .  Management Stock Incentive Plan
 

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     All Executive group participants are eligible for grants under this
Plan.

     Restricted Stock is available as a component of compensation.

     The Plan offers flexibility such that grants may vest with passage of time,
performance parameters or a combination of both. Performance parameters may
include, but not be limited to, one or more of the following.

                -  total shareowner return
                -  earnings per share growth
                -  cash flow growth
                -  return on equity

     It is expected that restricted stock will be used selectively among the
executive group.

     Under the Management Stock Incentive Plan either Incentive Stock
Options or Non-Qualified Stock Options may be granted.

     The closing New York Stock Exchange price of Frontier common stock on the
grant date becomes the exercise price at which the stock may be purchased.
Option grants are valid for up to ten years and are exerciseable as follows:

     1.  Up to 1/3 of the granted options can be exercised one year following
         the date of the grant,

     2.  A second 1/3 can be exercised beginning on the second anniversary of
         the grant, and

     3.  The final 1/3 can be exercised beginning on the third anniversary.

 
 .  Employees' Stock Option Plan

     Executive group employees below the level of Senior Vice President
are eligible for grants under this Plan.

     All options granted under this plan will be Non-Qualified Stock Options.
The closing New York Stock Exchange price of Frontier common stock on the grant
date becomes the exercise price at which the stock may be purchased. Option
grants are valid for up to ten years and are fully (100%) vested and become
exerciseable on the second anniversary of the grant date.

                                       5
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Executive Stock Ownership
-------------------------

     Frontier is increasingly emphasizing the importance of employee stock
ownership.  Stock ownership supports the company's objective of effective
teamwork at all levels and aligns employee goals with those of shareowners.
Stock ownership guidelines have been established for executives to be attained
over a five-year period, by the later of January 1, 1999 or 5 years after
joining Frontier.  The targets are as follows:
 
        Position                         Times Annual Salary
        --------                         -------------------
     CEO                                         4.0
     Vice Chairman                               4.0
     COO                                         4.0
     Executive Vice President                    4.0
     Senior Vice President                       3.0
     Vice President 1                            2.5
     Vice President 2                            2.0
     Senior Director                             1.0
     Director                                    1.0
 
     Executive VP Sales                          2.5
     Senior VP Sales                             2.0
     VP Sales                                    1.0
 

Executive Benefit Plans
-----------------------

     Frontier provides an array of health care, retirement, paid time off,
holiday and sickness benefits to its employees.  The Executive group shares in
this program plus other programs, as appropriate, to offer a comprehensive and
competitive compensation package.

     Frontier has recognized the impact of legislation and various tax rulings
on executive management and has created a package of benefit arrangements to
protect its executives from some of the consequences.  These and other
supplemental benefits are highlighted below.  Some differentiation of benefits
exists among levels in the Program.



     .    Supplemental Retirement Savings Plan (SRSP)

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     This plan provides for the continuance of 401(k) deferred compensation
[Employees' Retirement Savings Plan (ERSP)] for highly compensated employees who
exceed the statutory annual IRS limited for qualified plans ($10,000 in 1998).

     Company policy provides all employees the option to contribute up to 16% of
their annual base salaries and annual bonuses into the ERSP program. SRSP is a 
non-qualified plan that allows those higher salaried executives to participate 
in a deferred retirement savings plan beyond the statutory limit up to the 
maximum 16% ceiling. A non-qualified plan is defined as an unfunded benefit plan
in accordance with the Internal Revenue Code. As such, the corporation is the 
ultimate payer of benefits and all accounts are subject to claims of the 
Company's creditors.

     The plan is administered by Marine Midland Bank, N.A., as its Trustee, 
which establishes individual accounts for each participant. Contributions to the
plan can be fully invested in, or split between any of eight funds (money 
market, S&P 500 Index, Putnam Income, Putnam Voyager, Putnam Global Growth, 
Putnam Growth and Income, Putnam Asset Allocation - Balanced Portfolio and 
Frontier stock) that are currently offered. Company contributions, which follow 
the same schedule as under ERSP, are invested in Frontier stock. Funds will be 
distributed upon termination of employment.

     .  Supplemental Management Pension Plan (SMPP)

     This non-qualified plan allows payment above the government restriction 
applicable to qualified pension plans. If any qualified employee's age 65 
pension exceeds the limit under the Management Pension Plan (MPP), $130,000 in 
1998, the difference will be provided through corporate assets or from a trust 
established by the Company for this purpose. SMPP was frozen as of December 31, 
1996. To participate under this plan, an individual must have been a Frontier 
employee prior to January 1, 1995 and be a participant in a qualified defined 
benefit pension plan.


     .  Supplemental Executive Retirement Program (SERP)

                                       7
<PAGE>
 
     This non-qualified program provides an enhanced retirement benefit to those
at Vice President 1 level and above. The plan has an accrual and vesting
schedule based on years of service and age. The maximum benefit of 60% of final
compensation (highest consecutive three-year average salary plus bonus) less any
amounts paid through the regular MPP and regular SMPP formulas, will be paid to
an executive retiring at age 50 or older with 30 or more years of service.

     Accrual:  2.5% for each of the first 15 years
               1.5% for each of the next 15 years
               0.0% beyond 30 years

     Vesting:  0% first 5 years
               100% for year 6 and beyond

     Participants must be age 50 or over to receive this benefit. SERP will be
frozen as of December 31, 1999. No new participants were admitted after December
31, 1995. SERP participants who retire between January 1, 1997 and December 31,
1999 are eligible for enhanced medical and life insurance coverage consistent
with that offered through 1996.

     .  Life Insurance

      Life insurance for the executive group follows the program provided non-
bargaining unit employees through the Tel Flex Program. The Company provides
$10,000 of insurance and the employee is able to purchase additional coverage in
various increments up to a total of $990,000 of coverage. At retirement an
executive may elect to continue coverage at his/her expense up to age 65.

     .  Financial Planning Services

                                       8
<PAGE>
 
     The Company offers executives the ability to engage an independent
financial consultant to assist with their personal financial planning. The AYCO
Corporation has been retained and is available to all executives holding the
position of Senior Vice President or higher. For those executives wishing to
select another consultant, costs associated with this service will be reimbursed
as follows:

     -  a maximum of $11,605 per year, in year one

     -  a maximum of $6,960 per year thereafter, until
 
     -  a maximum of $11,605 in the year preceding retirement

     Financial planning services for other executives are available as a
component of Flexible Perquisites.

     .  Automobile/Club Membership

     All executives who hold the position of Senior Vice President or above have
access to vehicles which are provided and maintained by the Company. The Company
pays for parking at the Corporate Headquarters location. These officers are also
reimbursed for membership in two clubs of his/her choice.

     .  Telecommunication Services

     Executives who hold the position of Senior Vice President or higher receive
cellular phones and free cellular services. These individuals also receive
totally free usage (business and personal) of Frontier Long Distance credit
cards and local residential telephone service. Executives who were at senior
director and above prior to January 1, 1996 receive this benefit and are
"grandfathered" under the plan.

     .  Flexible Perquisites

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<PAGE>
 
     This plan allows executives to choose from a menu of perquisites
which includes:
 
     -   automobile procurement allowance via purchase, financing or
lease; operating costs are not covered by this program.

     -  legal or financial counseling; tax preparation.

     -  club membership and dues for luncheon or country clubs (maximum, two 
clubs); club initiation fees and usage charges are not covered by this program.
 
     -  home computer and accessories.
 
     -  personal excess liability insurance.
 
     -  supplemental life insurance
 
     -  telecommunications services
 
     The menu dollar limit is:
 
          CEO*                                     $40,000
          Vice Chairman*                            30,000
          COO*                                      30,000
          Executive Vice President*                 18,000
          Senior Vice President*                    15,000
          VP 1, Executive VP Sales                  12,000
          VP 2                                       8,000
          Senior VP Sales, VP Sales                  5,000
          Senior Director                            5,000
          Director                                   2,500

     *Eligible alternatively for Discrete Plan Benefits listed above.
      
     Additionally, anyone in a lower salary level already under an alternate or 
discrete benefit plan, as of December 31, 1995, is "grandfathered" on these plan
benefits. If, for business reasons, the Company elects to provide a vehicle to 
an executive, the menu dollar limit will be reduced accordingly.

     Payments under this plan are automatically applied to the individual's
semi-monthly pay check under a separate designation of "exec perq".

                                       10
<PAGE>
 
     .  Paid Time Off
 
     Executives are eligible for six holidays plus paid time off (PTO) to be
used for sickness, personal and vacation needs. Annual PTO days are based on the
following schedule:
                             
<TABLE> 
<CAPTION> 
                                    Annual days off based on years of service
 
                                        0-4    5-14    15-24    25 & Above
                                        ---    ----    -----    ----------
<S>                                     <C>    <C>     <C>      <C>
CEO, Vice Chairman
COO, EVP, SVP                            39     39       39         39
VP 1, Executive VP Sales
VP 2, Senior VP Sales, VP Sales          34     34       34         34
Senior Director                          29     29       29         34
Director                                 24     24       29         34
</TABLE>
 
     .  Annual Physical Exam

     All executive group employees are eligible for, and strongly encouraged to
have, an annual company paid physical exam. Invoices should be paid by the
employee and receipts submitted to the benefit office for reimbursement. Payment
will be made in a subsequent paycheck and is not taxable.

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