Exhibit10.13**SoundBiteCommunications, Inc.Summary of Provisions of 2008 Management Cash Compensation Plan**     The 2008 Management Cash Compensation Plan (the “2008Compensation Plan”) of SoundBite Communications, Inc. (the“Company”) establishes compensation levels for members ofthe Company’s senior management team, including the Company’s chiefexecutive officer, chief financial officer and each of its other named executive officers(collectively, the “Executives”). The 2008 Compensation Plan has two components: (i) base salaryand (ii) variable performance based compensation.**Base Salary**     Base salary levels for the Executives are set based upon an independent third party review ofsenior management compensation. The recommended 2008 base salary is based on a number of factors,including the status of the competitive marketplace for such positions (including a comparison ofbase salaries for comparable positions at comparable companies within the Company’s industry), theresponsibilities of the position, the experience, and the required knowledge of the individual.**Variable Performance Based Compensation**     The 2008 Compensation Plan provides for a cash bonus to be paid on a quarterly, semi annualand annual basis. The bonus levels for the Executives are set based upon an independent thirdparty review of senior management compensation. The recommended 2008 cash bonus is based on anumber of factors, including the status of the competitive marketplace for such positions(including a comparison of base salaries for comparable positions at comparable companies withinthe Company’s industry), the responsibilities of the position, the experience, and the requiredknowledge of the individual. For 2008 there will be three components to the variable performancebonus: Revenue Growth, Pro Forma Net Income and Organizational Goals and Objectives. Therespective bonuses will be accrued in the quarter they are earned. The bonuses will be paid uponclosing of the Company’s books and release of the financial results of the respective quarter basedupon the payment frequency for each component provided below.*Revenue Growth:*The Revenue Growth portion provides for 33% of the Executive’s bonus tobe earned and paid based upon actual revenue achievement when compared to 2008Compensation Plan revenue levels. The Revenue Growth performance will be measured and paidon a quarterly basis.*Pro Forma Net Income:*The Pro Forma Net Income portion provides for 33% of theindividual’s bonus to be earned and paid based upon actual pro forma net incomeachievement when compared to 2008 Compensation Plan pro forma net income levels. For thepurposes of the 2008 Compensation Plan Pro Forma Net Income is defined as net income (asdetermined in accordance with accounting principles generally accepted in the UnitedStates) plus FAS 123R expense. The Pro Forma Net Income performance will be measured andpaid on a quarterly basis. For purposes of this exceeding 2008 Compensation Plan bonus, aminimum threshold of pro forma net income must be attained for the full year.
 

 
*Organizational Goals and Objectives:*The Organizational Goals and Objectives portionprovides for 34% of the Executive’s bonus to be earned and paid based upon achievement ofpreviously agreed to goals and objectives. The Organizational Goals and Objectivesperformance will be measured and paid on a biannual basis. The major areas to beaddressed with this program include, but are not limited to, the following: new product launches,business development, marketing programs, security, financial systems and controlsimplementation, operational efficiency, and research and development quality. Individualparticipants will incorporate these goals based upon their respective roles,responsibility, and position at the Company.