<Page>

                                                                  Exhibit 10.24



                                                               [GETRONICS LOGO]







                                2002 SHORT TERM
                             INCENTIVE PROGRAM PLAN
                           DOCUMENT FOR EXECUTIVE AND
                                STAFF MANAGEMENT









                                                                 January 1, 2002



<Page>



                                          GETRONICS GOVERNMENT SOLUTIONS

<Table>
<S>     <C>      <C>

TABLE OF CONTENTS

PROGRAM DOCUMENT

        I.       Introduction

        II.      Purpose

        III.     Effective Date

        IV.      Eligibility

        V.       Program Design
                 A.  Overview
                 B.  Components
                 C.  Payout

        VI.      Administrative Provisions
                 A.  Target Goal
                 B.  Payment
                 C.  Alterations, Interpretation and Review
                 D.  Partial Service, Transfer, Termination and Leave of Absence
                 E.  Tax Liabilities
                 F.  Employment-at-Will
                 G.  Equal Opportunity
                 H.  Events Not Covered by the Program
                 I.  Other Agreements
                 J.  Modification, Suspension or Termination

        Appendixes
                 A.  Payout Matrix
                 B.  Example Worksheet

</Table>


                                       2
<Page>


I.    INTRODUCTION

      The Getronics Government Solutions ("Getronics" or the "Company") 2002
      Short Term Incentive Program ("STIP" or the "Program") supersedes all
      previous documents relating to annual incentive compensation. The entire
      Program content is contained herein and in the Target Goal Worksheet
      Documents, and no one at the Company is authorized or permitted to enter
      into any additional or other agreements, or make any verbal or written
      representations, regarding incentive compensation for Participants.

II.   PURPOSE

      The Program is designed to:

      o  ALIGN THE MANAGEMENT TEAM'S FINANCIAL INTERESTS WITH THOSE OF THE
         COMPANY SHAREHOLDERS;
      o  SUPPORT A PERFORMANCE-ORIENTED ENVIRONMENT THAT REWARDS INDIVIDUAL,
         BUSINESS UNIT AND OVERALL GETRONICS GOVERNMENT SOLUTIONS RESULTS;
      o  ATTRACT, MOTIVATE AND RETAIN KEY MANAGEMENT WHO ARE CRITICAL TO THE
         LONG-TERM SUCCESS OF THE COMPANY; AND
      o  ALIGN COMPENSATION WITH THE COMPANY'S BUSINESS STRATEGY, VALUES AND
         MANAGEMENT INITIATIVES.

III.  EFFECTIVE DATE

      This Program shall take effect on January 1, 2002, and remain in effect
      until December 31, 2002, unless modified, suspended or terminated at the
      discretion of the Company.

IV.   ELIGIBILITY

      Employees eligible to participate in the Program (hereinafter called
      "Participants") are designated from management positions by executive
      management. An eligible employee is designated as a Participant by
      delivery of a personalized Target Goal Worksheet Document along with
      the Plan document. A Participant must be an active employee in an
      incentive eligible position on December 31, 2002 in order to receive a
      payment. To receive any incentive payments from this Program, the
      Participant must sign his/her personal TARGET GOAL WORKSHEET DOCUMENT
      as acknowledgement of receipt of his/her plan document.

      Participation is determined on a year-to-year basis. Continued
      participation in the Program is not guaranteed. If a previously eligible
      Participant is not designated as a Participant in a subsequent year, he or
      she, will not receive any adjustment to base salary or additional
      compensation in lieu of his or her prior participation in the Program or
      as a result of ceasing to be a Participant.

V.    PROGRAM DESIGN

      A.  OVERVIEW
      The Participant will be assigned an incentive earnings target expressed in
      U.S. dollars. This will represent the approximate amount of compensation
      that the Participant may receive for the achievement of 100% performance
      in the financial and subjective individual goals, assigned in his/her
      TARGET GOAL WORKSHEET DOCUMENT.


                                       3
<Page>

      The Participant's opportunity to receive incentive compensation will be
      governed by the terms and conditions of this Program and applicable
      Company policy.

      1. Base Salary
         The Participant's base salary is a fixed amount established by the
         Company, which is currently paid semi-monthly. The base salary is
         exclusive of overtime, premiums, differentials, and employee benefits.

      2. Incentive Compensation
         This Program provides the opportunity to earn incentive compensation,
         based upon the financial achievements of the Company, the Business
         units comprising the Company, programs defined within the business
         units, as well as achievement against individual strategic goals.

         There are separate Short Term Incentive Programs in 2002 for each of
         the two following groups: Executive and Staff Management, and Program
         Management. Each is designed so that each Participant is rewarded based
         on the performance of their organizational units. The specific criteria
         used to measure achievement depends upon position and function within
         the organization. Participants with program management responsibilities
         will have financial targets related to their respective programs and
         related Getronics financial targets. Participants in the Executive and
         Staff Management Program will have financial targets related to
         Getronics and business unit financials, where applicable. All
         Participants will also have New Business and subjective individual
         goals. Each of these targets is considered a component.

      B. COMPONENTS

         There are three (3) components to the 2002 STIP Program for Executive
         and Staff Management.

         1.  Financial Components -
              a. Getronics Financials (35-70% of overall components)
                 EBITA - 50%
                 Revenue - 25%
                 Cash Flow - 12.5%
                 DSO - 12.5%
              b. Business Unit (0-35% of overall components)
                 Gross Margin - 60%
                 Revenue - 40%
         2.  Getronics New Business (20-50% of overall components)
         3.  Subjective Individual Objectives (10% of overall components)

         Certain financial components may be weighted differently dependent upon
         the nature of the job responsibilities for the Participant. The
         weighting of each component in total incentive compensation for the
         Participant is reflected in the Target Goal Worksheet Document.


                                       4
<Page>


        The financial and new business components are described as:

        EBITA: Earnings Before Interest, Taxes & Amortization as calculated in
        the Getronics Government Solutions Monthly Financial Reports.

        REVENUE (SALES): The inflow of assets to the company resulting from the
        delivery of goods and services to its customers as reported in the
        Getronics Government Solutions Monthly Financial Reports.

        CASH FLOW: The net cash generated by operating and investment activities
        as reported in the Getronics Government Solutions Monthly Financial
        Reports.

        DAYS SALES OUTSTANDING (DSO): The measure of an Accounts Receivable
        balance by the number of days of sales included in the balance as
        reported in the Getronics Government Solutions Monthly Financial
        Reports.

        NEW BUSINESS: Revenue plan growth at the end of the plan year as
        compared to the target goals established at the beginning of the year
        for Getronics Government Solutions.

        Shortly after the beginning of each plan year, the Finance Department
        will provide the target goals for the Getronics and Business Unit
        financials. These financial numbers will provide the goals for all
        financial components reflected in the Target Goal Worksheet Document.

    C.  PAYOUT

        1.  Financial Components
            The Finance Department will provide the performance and levels of
            achievement against target goals reflected in the Target Goal
            Worksheet Document. The PERCENTAGE of achievement of each measure
            will be determined by the actual results of each measure divided
            by the target goals for that measure. The PAYMENT of each measure
            will be the target dollars of each measured objective multiplied
            by the achievement percentage on the payout matrix.

            The range of payout for each component will be a 50% payout for
            achievement at 80% of target goals (minimum for payout). The EBITA
            financial component is eligible for overachievement up to a
            maximum of 275% payout for achievement of 50% above target. See
            Appendix A for Payout Matrix.

            For participants with goals associated with their business unit,
            the Gross Margin financial component, for services gross margin,
            is eligible for overachievement up to a maximum of 200% for
            achievement of 50% above target.

        2.  New Business
            The Finance Department will provide the performance and levels of
            achievement against target reflected in the Target Goal Worksheet
            Document. The PERCENTAGE of achievement of each measure will be
            determined by the actual results of each measure


                                       5
<Page>


            divided by the target goals for that measure. A minimum threshold
            will be established by the Finance Department that may not reflect
            80% of the target goal. The PAYMENT of each measure will be the
            target dollars of each measured objective multiplied by the
            achievement percentage on the payout matrix.

            The range of payout will be from 50% for achievement at 80% of
            target (minimum for payout) up to a maximum of 200% payout for
            achievement of 50% above target.

        3.  Subjective Individual Objectives Component
            The Participant's immediate manager using the best criterion,
            including overall annual individual and business performance,
            will, at the end of each plan year, determine the eligible
            percentage for the subjective component. The Senior Leadership
            Team member will have final approval on the immediate manager's
            recommendation.

            The range of payouts will be from 50% for achievement at 80% of
            target (minimum for payout) to a maximum of 100% of achievement.

        4.  Example of calculations:
            Participant at $100,000 base and 15% Total Target Bonus = $15,000
            Total Target Dollars

<Table>
<Caption>
-------------------------- ------------------------ ------------------------ ------------------------ -----------------------
                                                            TARGET                                         ACTUAL EARNED
                                                        DOLLARS@100% OF        ACTUAL PERCENTAGE OF          INCENTIVE
          GOALS                WEIGHT OF GOALS               GOAL                   ACHIEVEMENT              (ROUNDED)
-------------------------- ------------------------ ------------------------ ------------------------ -----------------------
<S>                        <C>                      <C>                       <C>                     <C>
  Getronics Financials           Overall 35%
          EBITA                      50%                    $2,625                    105%                    $3,084
         Revenue                     25%                    $1,313                     90%                     $985
        Cash Flow                   12.5%                    $656                     100%                     $656
           DSO                      12.5%                    $656                     110%                     $656
-------------------------- ------------------------ ------------------------ ------------------------ -----------------------

   Business Financials           Overall 35%
      Gross Margin                   60%                    $3,150                    112%                    $3,906
         Revenue                     40%                    $2,100                     95%                    $1,838
-------------------------- ------------------------ ------------------------ ------------------------ -----------------------

 Getronics New Business              20%                    $3,000                    100%                    $3,000
-------------------------- ------------------------ ------------------------ ------------------------ -----------------------
       Subjective
  Individual Objectives              10%                    $1,500                     80%                     $750
-------------------------- ------------------------ ------------------------ ------------------------ -----------------------

          Total                     100%                    $15,000                                          $14,875
-------------------------- ------------------------ ------------------------ ------------------------ -----------------------
</Table>


                                       6
<Page>


VI.  ADMINISTRATIVE PROVISIONS

     A.  TARGET GOAL

     The Target Goal is the level of performance that will be expected of the
     Participant's individual objectives or measurable factor from an
     organizational component. Once target goals are established, adjustments
     usually should not be necessary; however, the Company reserves the right to
     make changes (up or down) to individual target goals due to changes in
     business conditions or other factors, at the sole discretion of and with
     the explicit approval from the Vice President of Human Resources.

     EACH PROGRAM PARTICIPANT MUST SIGN THE TARGET GOAL WORKSHEET DOCUMENT
     ESTABLISHING EACH THE PARTICIPANT'S TARGETS BEFORE ANY INCENTIVES WILL BE
     PAID TO THE PARTICIPANT. ALL ORIGINALS MUST BE FILED WITH THE COMPENSATION
     DEPARTMENT AND LOCAL MANAGEMENT SHALL MAINTAIN COPIES.

     B.  PAYMENT

     Incentive calculations will be based upon the Participant's base salary on
     January 1, 2002. Awards will be paid only to Participants who are still
     considered active under this Program as of December 31, 2002. Payment will
     be made to the Participant in the same form in which his/her normal pay is
     processed. Participants will receive their awards in the first quarter
     following the Program year.

     C.  ALTERATIONS, INTERPRETATION AND REVIEW

     The Compensation Director, in conjunction with the Vice President of Human
     Resources, has been charged with the responsibility for the review of and
     adherence to the Program's provisions and all other incentive compensation
     programs and policies within its sole discretion, and for approving
     alterations to and interpretation of the Program. Participants seeking
     clarification of Program provisions or incentive policy should direct their
     inquiries to the Getronics Compensation Director.

     D.  PARTIAL SERVICE, TRANSFER, TERMINATION AND LEAVE OF ABSENCE

     1.  Partial Service Policy
         Partial Service employees who are newly hired or promoted into an
         incentive-eligible position so as to become Participants after the
         beginning of the year but prior to October 1, 2002 may become eligible
         to receive a prorated payment based on the number of full months in
         that position divided by 12. Service beginning ON or BEFORE the
         fifteenth (15th) of a calendar month will yield a full month's credit.
         Credit will begin the first (1st) of the following month if service
         begins AFTER the fifteenth (15th) of a calendar month.


                                       7
<Page>


     2.  Transfer Policy
         Program Participants who transfer to another position within the
         Company during the program year may continue to be eligible for
         incentive compensation or may be removed if they transfer to an
         ineligible position. The Compensation Director, in conjunction with the
         Vice President of Human Resources will determine eligibility, and
         targets will be adjusted, as they deem appropriate.

     3.  Termination Policy
         The following policy applies to Participants who terminate from the
         Company (either voluntarily or involuntarily):

         For the purpose of this Program, a Participant is considered terminated
         from this Program on the last day of active employment. The employee
         may still be "on the payroll", e.g., during any layoff, severance, or
         salary continuation period, but if the employee is not actively engaged
         in incentive eligible activities, the employee is ineligible for any
         form of incentive earnings, without regard to any layoff notification
         period, severance or salary continuance.

         In the event that a Program Participant becomes totally disabled (as
         determined for purposes of the Company's long-term disability plan), or
         dies during the Program year (but after the end of the first quarter),
         the Program Participant (or the designated beneficiary) will be
         eligible to receive Incentive Compensation determined on the
         Participant's performance up to the end of the fiscal quarter prior to
         the date of disability, or death (annualized through the end of the
         year). Any resulting award determined under the Participant's Target
         Goal Worksheet Document will be prorated based upon the Partial Service
         Policy in paragraph 1 of this part D. Payment, if any, will be
         processed in accordance with the Program.

         Participants who terminate from the Company for any reason other than
         death or total disability are considered terminated from this Program
         upon their termination date and will not receive any STIP payment with
         respect to the year of termination.

     4.   Leave of Absence Policy (LOA)
          A Participant is considered active in the Program when on an approved
          Leave of Absence for a period equal to or less than three (3) months.
          No change in targets, or measurements will be made with respect to
          such a leave. For LOAs greater than three (3) months, Program
          eligibility and participation will be suspended until active status is
          resumed and the final payment will be prorated to reflect the period
          of time on LOA.


                                       8
<Page>


     E.  TAX LIABILITIES

     Deductions for all appropriate local, state and federal tax liabilities
     will be calculated and withheld from all Incentive Compensation payments.

     F.  EMPLOYMENT-AT-WILL

     The employment of all Program Participants at Getronics is for an
     indefinite period of time and is terminable at any time, with or without
     cause being shown, by either the Program Participant or the Company. This
     Program shall not be construed to create a contract of employment for a
     specified period of time between the Company and any Program Participant.
     The Company retains the rights to change its employment and compensation
     policies and practices at any and all times.

     G.  EQUAL OPPORTUNITY

     It is the policy of Getronics Government Solutions and its subsidiaries and
     affiliates to provide equal employment opportunity for all employees and to
     take Affirmative Action to ensure that employment, training, compensation,
     transfer, promotion, and other terms and conditions of employment are
     provided without regard to race, color, religion, national origin, gender,
     age, marital status, sexual orientation, disability, Vietnam-era Veteran
     status, status as a disabled Vietnam-era Veteran or any other protected
     category. The company is committed to maintain a workforce free of racial,
     sexual, or any other type of unlawful harassment.

     H.  EVENTS NOT COVERED BY THE PROGRAM

     The Compensation Director, in conjunction with the Vice President of Human
     Resources, will review any event not described or anticipated by this
     Program, and they will have the sole discretion to determine the final and
     binding resolution. This may include recognition of any financial
     adjustments that are not associated with the efforts of the Participant(s).

     I.  OTHER AGREEMENTS

     This Program, including any amendment or supplement hereto, constitutes the
     entire understanding of Getronics Government Solutions and its subsidiaries
     and affiliates with respect to the Short Term Incentive Program and cancels
     and supersedes all other policies or agreements relating to such Incentive
     Compensation. No one at the Company is authorized or permitted to enter
     into any additional or other agreements, or make any verbal or written
     representations, regarding incentive compensation for


                                       9
<Page>


     Participants. Nothing in this Program shall be construed to create or imply
     the creation of a term contract, nor a guarantee of employment for any
     specific period of time between Getronics Government Solutions and any of
     its divisions or subsidiaries, and any Participant.

     J.  MODIFICATION, SUSPENSION OR TERMINATION

     The Company may unilaterally modify or suspend, at any time, in whole or in
     part, and if suspended, may reinstate any or all of the provisions of this
     Program with or without notice. All modifications are effective as of the
     date designated in the decision made by Management, regardless of when
     notice of such changes is given.

     The Company, at its sole discretion, may publish revisions to this Program
     from time-to-time and such revisions shall govern the operation of the
     Program for all Participants. Modifications of and additions to all or any
     part of this Program will not necessarily result in the re-publication of
     the entire Program, but notices of such changes, deletions and additions
     will be forwarded to all Participants.

     K.  CHANGE IN CONTROL

     Notwithstanding any other provision in this document, in the event of a
     change of control of the Company and involuntary termination of the
     Participant from employment prior to the end of the Program year, where the
     termination is directly related to such change of control, Participants
     will receive a pro rata payment from the Program based upon the number of
     months from the beginning of the Program year to the date that the employee
     is terminated involuntarily, and based further on the actual financial
     results accomplished during that same time period.

     Change of control is defined as:

     1.  the closing of a merger or consolidation of the Company with any
         other entity; or

     2.  any Person (other than another Company or a trustee or other fiduciary
         holding securities under an employee benefit plan of a Company) is or
         becomes the Beneficial Owner, as defined by applicable federal
         securities laws, directly or indirectly; or

     3.  a sale or transfer of substantially all of the assets of the Company,
         or approval of such a sale or transfer by the Company's parent
         organization.

      No benefits will be paid under this provision in the event that the
      Participant voluntarily resigns or retires from employment, or in the
      event that the Participant is terminated for Cause. For purposes of this
      Section K, Cause shall mean (a) the Participant's gross misconduct or
      fraud in the performance of his or her employment; (b) the Participant's
      conviction or guilty plea with respect to any felony (except for motor
      vehicle violations); or (c) the Participant's material breach of any
      written employment agreement between the Company and the Participant, or
      of any written code of business conduct, or continued


                                       10
<Page>


      abandonment of his or her employment with the Company, which remains
      uncorrected, or which recurs, after written notice delivered to the
      Participant of such breach or abandonment and a reasonable opportunity
      to correct such breach or abandonment. Any pro rata payment under this
      provision will be in addition to, and not in lieu of, any other payment
      or benefit provided to a Participant under any other arrangement
      between the Participant and the Company.


                                       11