**Exhibit10.1****Fisher Communications, Inc. Management Short Term Incentive Plan FINAL-2008****Purpose**The purpose of the Management Short Term Incentive Plan (the Plan) is to reward performance byfocusing Fisher Communications key management employees on setting high standards and achievingperformance goals.**Administrationof the Plan**The Compensation Committee of the Board of Directors of Fisher Communications (the Committee) willapprove final disposition of all matters pertaining to the administration of the Plan. TheCommittee’s decisions affecting the construction of the Plan will be final and binding on allparties.The President and Chief Executive Officer (CEO) of Fisher Communications, on behalf of theCommittee, has the responsibility to administer the Plan. The CEO will review goals for all planparticipants. The Committee will review and approve Company financial goals, individual goals andfinal performance results and payouts.Responsibilities for actions taken under the Plan and associated time frames are:               **Finance and**  **Responsibilities** **CEO** **Participant** **Administration** **Committee**Goal setting for upcoming year(Company financial andindividual) December-January December-January October-December           Goal approval for upcoming year       March         Evaluation of performanceresults at the end of the Planperiod January-February   January-February           Calculation of payouts March   March           Approval of payouts forprevious year       March meeting         Communication of payouts March               Payouts to participants   March       Page 1 of 4 March 2008
 

 
**Fisher Communications, Inc. Management Short Term Incentive Plan FINAL-2008****Plan Period**The plan period is defined as January 1 through December 31.**Plan Participants**Participants in the Plan will be corporate officers and other key management employees approved bythe Committee that are responsible for directing and performing functions that have significantimpact on Fisher Communications’ performance. At the current time they are:       n President/CEO  n Sr. VP/CFO/Corporate Secretary  n Sr. VP (2)  n VP/Finance  n VP/Engineering  n VP/Human Resources  n VP/Special Projects  n VP/Market DevelopmentNewly hired employees who are added as participants to the Plan during the year may receiveprorated incentive awards as recommended by the CEO and approved by the Committee.**Plan Performance Measures and Weights**  Performance measures are established before the start of the Plan period.Performance measures for all of the above employees will consist entirely of Company FinancialPerformance based on Net Income (which may be adjusted for certain circumstances by theCompensation Committee). Please refer to Matrix A.**Award Schedule**At the beginning of the Plan year, a performance/payout schedule will be developed that specifiesthreshold, target, and maximum Company financial performance levels and the correspondingpercentage of the target award that would be earned for each performance level.   Page 2 of 4 March 2008
 

 
**Fisher Communications, Inc. Management Short Term Incentive Plan FINAL-2008****Target Incentive Awards**Target incentive awards are expressed as a percentage of base salary and vary by position level andaccountabilities.**Payment of Awards**A participant’s payout is calculated as follows:   n Confirm target opportunity as % of base salaryn Assess level of Company financial performance versus target performancen Determine payout as a percent of target for Company financial results**Termination****Retirement or Disability**— In the event of termination of employment through retirement or as aresult of total disability as defined in Fisher Broadcasting benefit plans, the award will beprorated for the number of months of the year completed prior to termination. The award iscontingent upon actual performance against goals during the months served. The award will be paidout at the normal payout date or earlier, at the discretion of the Committee.**Death**— If the participant dies, any unpaid awards will be paid to his or her estate in one lumpsum. The amount of the award will be prorated for the number of months of the year completed priorto the participant’s death. The award is contingent upon actual performance against goals duringthe months served. The award will be paid out at the normal payout date or earlier, at thediscretion of the Committee.**Termination for Reasons Other Than Retirement, Disability or Death**— In the event of termination ofemployment for any other reason, the participant will not be entitled to any incentive compensationfor the Plan period subsequent to termination, unless otherwise approved by the Committee.**Amendment or Termination of the Plan**— The Committee may terminate, amend or modify this Plan atany time.**Other Considerations****Right of Assignment**— No right or interest in the Plan is assignable or transferable, or subject toany lien, directly, by operation of law, or otherwise, including levy, garnishment, attachment,pledge, or bankruptcy.**Right of Employment**— Participation under this Plan does not guarantee any right to continuedemployment; management reserves the right to dismiss participants. Participation in any one Planperiod does not guarantee the participant the right to participation in any subsequent Plan period.   Page 3 of 4 March 2008
 

 
**Fisher Communications, Inc. Management Short Term Incentive Plan FINAL-2008**     **Withholding for Taxes**— Fisher Broadcasting has the right to deduct from all awards under this Planany taxes required by law to be withheld with respect to such payments.**Matrix A**   **Corporate Performance**  **(Net Income)**  **as % of target** **Payout as % target**110% 200%109% 180%108% 160%107% 150%106% 140%105% 130%104% 120%103% 115%102% 110%101% 105%100% 100%99% 93%98% 75%97% 67%96% 57%<96% 0%   Page 4 of 4 March 2008