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Exhibit 10.27

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Rob Ashe

# President and Chief
Executive OfficerFY05 Compensation Plan

Effective Date:
March 1, 2004 to February 28, 2005

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# Compensation Elements
(All In US $)

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| |  |                                   |  |          | 
| |  | --------------------------------- |  | -------- | 
| |  | Annual Base Salary                |  | $400,000 | 
| |  | Annual Incentive @ 100%           |  | $350,000 | 
| |  | Annual Total Target Income @ 100% |  | $750,000 | 

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# General Terms

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This package contains the details of your compensation plan for FY05. All compensation amounts are in US dollars

|1) |  | The
Human Resources Committee of the Cognos Board of Directors approved these           terms
on April 7, 2004.
|-- |  | ---------------------------------------------------------------------------------------------------------------

|2) |  | From
March 1, 2004, the start of the FY05 fiscal year, until June 23, 2004, the           date
that you assume the role of Chief Executive Officer, your annual base           salary
rate will continue to be paid at $446,130 Canadian dollars. This is the
          converted annual base salary you received in FY04. ($300,000 USD converted to
          Canadian at the February 2003 conversion rate of US $1 = CDN $ 1.4871)
|-- |  | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

|3) |  | For
payroll purposes your approved new annual base salary will be converted to
          Canadian dollars using the month-end foreign exchange rate for February 2004.
          This rate is US $1 = CDN $ 1.3401. Therefore, your payroll rate will be CDN
          $536,040 for FY05. This rate of compensation will be effective on June 23, 2004
          as you assume the role of President and Chief Executive Officer.
|-- |  | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

|4) |  | Your
actual FY05 incentive award will be determined by multiplying your annual
          incentive amount by the final FY05 approved corporate factor as determined by
          the Share in Success (SIS) company performance results. A copy of the FY05
          approved SIS executive grid is attached.
|-- |  | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

|5) |  | Your
FY05 incentive award will be calculated in US dollars and, for payment
          purposes, converted to Canadian dollars using the same standard foreign
exchange           rate used for your FY05 annual base salary conversion.
|-- |  | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

|6) |  | To
be eligible to receive an FY05 incentive award you must remain employed by           the
company on February 28, 2005.
|-- |  | -------------------------------------------------------------------------------------------------------------------------

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# FY05 Executive
Incentive Grid (Share in Success Plan)

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The grid is designed to reward
achievement of plan on both metrics (Pre-tax Profitability and Revenue), and to discourage
the achievement of one metric at the expense of the other. If threshold performance is not
achieved on either metric, the payout is nil. There is a cap of 400% on the overall level
of payout.

# PAYOUT AS PERCENTAGE OF TARGET INCENTIVE

EXECUTIVE INCENTIVE
GRID (DESCRIBED ABOVE) INTENTIONALLY DELETED

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