Exhibit 10.1

Confidential Materials omitted and filed separately with the

Securities and
Exchange Commission. Asterisks denote omissions.

LOGO

2011 Management Incentive Plan

(MIP)

Corporate SG&A for

Managers and Above

Effective: January 1, 2011



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2011 Stream Global Services Management Incentive Plan

Corporate SG&A for Managers and Above







|1. | Purpose
|-- | -------

The
objective of the 2011 Stream Global Services Management Incentive Plan Corporate SG&A for Managers and Above (the Plan) is to recognize and reward the achievement of company-wide growth and profitability objectives that are essential
to the success of Stream Global Services, Inc. (Stream or the Company).



|2. | Effective Date
|-- | --------------

The effective date for implementation of the Plan shall be January 1, 2011.



|3. | Eligibility
|-- | -----------

Employees in Corporate SG&A at the manager level and above whose roles and responsibilities are deemed by executive management to be
critical to operations and/or who have direct responsibility for achieving the financial results of the Company are eligible for participation in the Plan. (Each such designated person is called a Participant in this Plan.) Target
payouts, plan components and component weightings are defined by the Participants position, as further set forth below.

Stream will issue all Participants a notice of their eligibility and their individual components by providing a document in the form of
Appendix C (the Plan Notice). Other eligibility requirements are listed in Section 7 below, and an individual may only become a Participant by complying with those requirements.



|4. | Target and Target Components
|-- | ----------------------------

Participants will be assigned an annual target payout for the Plan as specified in the applicable Plan Notice (the Target). The Target will vary according to the Participants position
and may be expressed as a percentage of base salary or as a specified amount. The Target represents the potential financial award that will be earned at 100% achievement of goals for all Plan components, as described below, at year-end.

Actual Plan payouts will be based on the following Plan components: (a) the achievement of the Company of its 2011 Profit Improvement
Plan (Profit Improvement Performance) (b) the performance of the Company against its Customer Value Pass Rate objectives in 2011 (CV Pass Rate Performance) and (c) the performance of the individual Participant in
2011 (Individual Performance). Plan payouts will be calculated based upon the 2011 annual financial performance of the Company and its affiliates (Corporate Financial Performance). Targets are weighted based on the
Participants job level in accordance with Table 1 below to reflect the Participants ability to influence Company performance.



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2011 Stream Global Services Management Incentive Plan

Corporate SG&A for Managers and Above



TABLE 1

Performance Percentages by Job Level



|                                      |  |                              |    |   |                         |  |    |                       |  |  |    |  
|------------------------------------- |  | ---------------------------- | -- | - | ----------------------- |  | -- | --------------------- |  |  | -- | -
|Job Level                             |  | ProfitImprovementPerformance |    |   | CV Pass RatePerformance |  |    | IndividualPerformance | 
|Executive                             |  |                              | 90 | % |                         |  | 10 | %                     |  |  |    |  
|Senior Vice President/ Vice President |  |                              | 80 | % |                         |  | 10 | %                     |  |  | 10 | %
|Director                              |  |                              | 70 | % |                         |  | 15 | %                     |  |  | 15 | %
|Senior Manager                        |  |                              | 60 | % |                         |  | 20 | %                     |  |  | 20 | %
|Manager                               |  |                              | 50 | % |                         |  | 25 | %                     |  |  | 25 | %



|5. | Measurement and Payment
|-- | -----------------------

Each Participants Target payout shall be determined after the end of the 2011 calendar year based upon achievement of the individual performance objectives applicable to the Participant. In the
event that any of the Profit Improvement Performance, CV Pass Rate Performance or Individual Performance objectives is not achieved for a Participant, the Participant shall not be eligible to receive any Target payout in respect of such objective.
After determination of the objectives that were achieved for the Participant in 2011, the Participants Target shall be adjusted to reflect only those applicable objectives that were achieved (the Achieved Target). For example, if a
Director Participant did not achieve the Individual Performance objective but the Profit Improvement Performance and CV Pass Rate Performance objectives were achieved, the Participants Achieved Target would be equal to 85% of the Target (i.e.,
the Target less the 15% attributable to the Directors Individual Performance).

Calculation will be subject to the
completion of the Stream Global Services 2011 external audit by Ernst & Young and the 2011 Performance Management process. In the event that the Company fails to achieve the Corporate Financial Performance Threshold, as defined below, no
Plan payouts will be made, regardless of the achievement of the Profit Improvement Performance objective, the CV Pass Rate Performance objective or the Individual Performance objective.

Following the completion of the 2011 external audit of the Company and the 2011 Performance Management process, the Plan payouts that are
due to each Participant will be calculated in accordance with this Plan and paid in accordance with the Companys normal payroll practices.



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2011 Stream Global Services Management Incentive Plan

Corporate SG&A for Managers and Above



|6. | The Plan Components
|-- | -------------------

The Management Incentive Plan payout for each Participant will be dependent upon the Participants role in the Company and determined
based upon achievement against the following metrics, as set forth in Table 1 above: Profit Improvement Performance, CV Pass Rate Performance and Individual Performance. In addition, Plan payments will be paid at a percentage determined by Corporate
Financial Performance. These components are further described below.



| | A. | CORPORATE FINANCIAL PERFORMANCE:
| | -- | --------------------------------

The Corporate Financial Performance funding mechanism is determined by the Companys financial performance in 2011. The Companys financial performance measurement for MIP purposes shall be the
Companys 2011 Operating Income, plus depreciation and amortization, minus any income or plus any expense related to commencing operations in China, plus any employee stock compensation charges (including charges recorded under FAS 123R or
other similar provisions related to stock compensation charges), and plus any non-recurring one-time items (initially contemplated as severance and related stock option acceleration, significant litigation settlements, site closure costs, and
transaction costs related to M&A activity) (collectively, Adjusted EBIDTA). The Board of Directors and/or Compensation Committee shall quarterly review any such non-recurring one-time items and shall have the right to
include or exclude such items in the determination of Adjusted EBITDA for MIP purposes at their sole discretion. In addition, the Board of Directors and/or Compensation Committee shall have the right to review the market lease adjustment to reduce
such adjustment by any foreign exchange gains that may occur in 2011.

Plan payments will be determined in accordance with
Table 2 below based on achievement by the Company of a targeted Adjusted EBITDA of $84.5 million in United States Dollars (the Corporate Financial Performance Metric).

TABLE 2

Corporate Financial Performance and Plan Percentage Funding



|                                            |  |                         |     |  
|------------------------------------------- |  | ----------------------- | --- | -
|Actual Adjusted EBITDA Achieved             |  | ActualPercentageFunded* |    
|Less than $76.5 million                     |  |                         | 0   | %
|$76.5 million, but less than $80.5 million  |  |                         | 60  | %
|$80.5 million, but less than $84.5 million  |  |                         | 80  | %
|$84.5 million, but less than $88.5 million  |  |                         | 100 | %
|$88.5 million, but less than $92.5 million  |  |                         | 110 | %
|$92.5 million, but less than $102.5 million |  |                         | 130 | %
|$102.5 million or more                      |  |                         | 150 | %



|* | These percentages represent milestones, so that to achieve payment at a particular level, the Company must achieve at least Adjusted EBITDA that corresponds with
that level.
|- | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------



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2011 Stream Global Services Management Incentive Plan

Corporate SG&A for Managers and Above



If the Company does not achieve Adjusted EBITDA of at least $76.5 million (the
Corporate Financial Performance Threshold), no payouts will be made in respect of the Plan. In the event that Company achieves Adjusted EBITDA of at least $76.5 million but less than $84.5 million, the Participant shall not be eligible
to receive the entire Achieved Target but shall be eligible to receive only such percentage thereof as set forth in the Plan Percentage Funded column of Table 2 based on the Adjusted EBITDA achieved (the Actual Percentage Funded).

The Plan includes an overachievement accelerator allowing the Participant to earn up to 150% of the Achieved Target if the
Company exceeds its Corporate Financial Performance Metric. The Achieved Target will be adjusted to reflect the Actual Percentage Funded in the event of overachievement of the Corporate Financial Performance Metric in accordance with Table 2 above.



| | B. | PROFIT IMPROVEMENT PERFORMANCE
| | -- | ------------------------------

The Profit Improvement Performance component is determined by whether the Company achieves the goal of its Profit Improvement Plan as determined by the Chief Executive Officer of the Company. The Profit
Improvement Plan contemplates an aggregate increase of 2011 corporate profits in the amount of $[**] million, achieved through attrition and penalty reductions, procurement savings, staff reductions, improvement of seat turns and terminating sub-par
programs. The Profit Improvement Performance objective shall be binary (i.e., whether the Company achieves the Profit Improvement Plan goal or not) and may be subject to accelerator treatment. If the Profit Improvement Performance objective is
achieved, the Participant shall be eligible to receive the Profit Improvement Performance portion of the Target, as may be adjusted by the Actual Percentage Funded.



| | C. | CV PASS RATE PERFORMANCE
| | -- | ------------------------

The CV Pass Rate Performance component is determined by whether the sites identified on the Participants Plan Notice achieve an
average improvement in CV Pass rate of at least [**]% from the CV Pass rates achieved by such sites in 2010, as further described in Appendix A. The CV Pass Rate Performance target shall be binary (i.e., the sites achieved the required improvement
or not) and may be subject to accelerator treatment. If the CV Pass Rate Performance objective is achieved, the Participant shall be eligible to receive the CV Pass Rate Performance portion of the Target, as may be adjusted by the Actual Percentage
Funded.



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2011 Stream Global Services Management Incentive Plan

Corporate SG&A for Managers and Above



| | D. | INDIVIDUAL PERFORMANCE
| | -- | ----------------------

The Individual Performance component is determined by the final summary assessment of the individual Participant in the Companys
2011 Performance Management process to be conducted in early 2012. Participants who are Executives do not participate in this component of the Plan. The Participant will not receive any payout in respect of the Individual Performance component if
the Participant is assessed as Does Not Meet Expectations. The Participant shall be eligible to receive the Individual Performance portion of the Target, as may be adjusted by the Actual Percentage Funded, if the Participant is assessed as Meets
Expectations or better.

The Plan includes an overachievement accelerator allowing the Participant to earn up to 125% of the
Individual Performance target, as may be adjusted by the Actual Percentage Funded, if the Participant is assessed to Exceeds Expectations or better.



|7. | Conditions and Eligibility Requirements
|-- | ---------------------------------------



| | A. | The 2011 Plan has required financial conditions that must be met for any payments to be made under the Plan. The conditions are as follows:
| | -- | -------------------------------------------------------------------------------------------------------------------------------------------



| | i. | In order for a Participant to be eligible for any Plan payment, the Company must achieve the Corporate Financial Performance Threshold. In the event that the Company
does not achieve the Corporate Financial Performance Threshold, no Plan payment will be made to any Participants.
| | -- | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | ii. | In the event that the Company achieves Adjusted EBITDA of less than $84.5 million, any payout under the Plan will be adjusted to reflect the Plan Percentage Funded.
| | --- | --------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | B. | Participants eligible to participate in the Plan must be in benefit eligible positions and be considered as manager or above in the Company or its affiliates. Any
exceptions to this must be approved by the Executive Vice President of Human Resources and the CEO.
| | -- | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | C. | To be eligible for any Plan payment, the Participant must be an active employee of the Company in good standing on the date actual Plan payments are made.
| | -- | ----------------------------------------------------------------------------------------------------------------------------------------------------------



| | D. | Subject to paragraph 7E below, new employees and current employees newly promoted to Plan eligible positions will participate on a pro-rated basis depending on the
number of months they are employed as an eligible Plan Participant beginning on the first day of the month following the hire or promotion date.
| | -- | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | E. | Employees hired or promoted for the first time into Plan eligible positions on or after October 1, 2011 will not be eligible to participate in any component of the
Plan.
| | -- | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | F. | A Participant shall not receive any Plan payments for days during which the Participant was on leave (i.e., excluding paid sick days). No Participant who is on leave
will receive a Plan payout unless and until the Participant returns from leave.
| | -- | -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



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2011 Stream Global Services Management Incentive Plan

Corporate SG&A for Managers and Above



| | G. | Retroactive pay adjustments will not be applied. Payments will be calculated based on the base salary in effect at December 31, 2011 for Targets expressed as a
percentage of base salary.
| | -- | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | H. | Payment on any particular occasion of any bonus amount under this Plan shall not create the presumption that any further bonus amount will be paid to the Participant
thereafter under this Plan or otherwise.
| | -- | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | I. | Employees who transfer out of an eligible position during the year into a non-eligible position in the Company but who are still employed as of the Plan payment date,
will be considered for a pro rata award based on the number of days in the eligible position and earnings accrued during such days as a ratio to the full year. Employees who transfer from one position to another during the year will be considered
for a pro rata award based on the number of days in each position.
| | -- | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | J. | Participants who live and work in a non-United States location will have their Plan payout calculations performed at corporate headquarters (i.e., comparisons against
metrics will be local currency denominated) and payouts will be issued in their local currency, unless a specific international assignment or other employment agreement specifically provides otherwise.
| | -- | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | K. | All payouts are subject to applicable withholding taxes for the respective tax jurisdiction.
| | -- | --------------------------------------------------------------------------------------------



|8. | Administration
|-- | --------------



| | A. | The adoption of this Plan shall not be deemed to be an employment agreement between the Company and any Participant, and shall not give any employee the right to
continued employment. The adoption of this Plan shall not interfere with the right of the Company to dismiss any employee at any time, for any reason not prohibited by law and it shall not be deemed to give the Company the right to require any
employee to remain in its employ.
| | -- | -------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | B. | Payments under this Plan are not part of the Participants base salary, severance or other benefits.
| | -- | ----------------------------------------------------------------------------------------------------



| | C. | The targets assigned and recognized as goals on any of the performance factors may be removed, revised or otherwise modified by the Chief Executive Officer or the
Compensation Committee of the Board of Directors of the Company at any time for any reason.
| | -- | --------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | D. | A Participants right to receive payment of an award under the Plan shall be no greater than the right of an unsecured general creditor of the Company. All awards
under the Plan shall be paid from the general funds of the Company, and no special or separate fund shall be established and no segregation of assets shall be made to assure payment of such awards.
| | -- | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



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2011 Stream Global Services Management Incentive Plan

Corporate SG&A for Managers and Above



| | E. | The Company reserves the right to amend, terminate and modify this Plan at any time in its sole discretion with or without notice. Each Participant, by signing a
Certificate of Acknowledgment, specifically acknowledges this right. Stream Managements interpretation of the Plan is final and in the sole and absolute discretion of Management. The Company reserves the right to make final and binding
decisions regarding the amount of incentive, if any, to be paid to each Participant in its sole and absolute discretion.
| | -- | ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | F. | No Participant or third party acting on behalf of or through a Participant shall have any power or right to transfer, assign, anticipate, hypothecate, mortgage,
commute, modify or otherwise encumber in advance any amounts that may be payable hereunder, nor shall any of said amounts be subject to seizure for payment of debt, judgments, alimony or separate maintenance owed by a Participant, or be transferable
by operation of law in the event of a bankruptcy, or otherwise.
| | -- | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | G. | This Plan is administered by, and all decisions regarding any payments hereunder shall be made by Stream, its Management and the Compensation Committee of the Board of
Directors.
| | -- | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | H. | All matters of Plan interpretation should be directed to the Executive Vice President, Human Resources or their designee. If any term or condition of this plan is found
to be in non-conformance with a given state, federal or other law, that term or condition will be non-enforceable but will not negate other terms and conditions of the plan.
| | -- | ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------



| | I. | The Plan shall be governed by and construed in accordance with the laws of the Commonwealth of Massachusetts, USA, without regard to its conflicts of laws principles.
| | -- | ----------------------------------------------------------------------------------------------------------------------------------------------------------------------



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2011 Stream Global Services Management Incentive Plan

Corporate SG&A for Managers and Above



Appendix A

2011 CV Pass Rate Performance Metrics



|             |        |      |      |        |      |  |      | 
|------------ | ------ | ---- | ---- | ------ | ---- |  | ---- | 
|CV PASS RATE |        | 2010 |      |        | 2011 | 
|             | ACTUAL |      |      | TARGET |     
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 
|[**]         |        |      | [**] |        |      |  | [**] | 



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2011 Stream Global Services Management Incentive Plan

Corporate SG&A for Managers and Above



Appendix B

2011 MIP Payout Example



|                  |  |      |  |                                  |  |     
|----------------- |  | ---- |  | -------------------------------- |  | ----
|Participant Name: |  | [**] |  |                                  |  |     
|Job Title:        |  | [**] |  | Participant Level:               |  | [**]
|Manager Name:     |  | [**] |  | Base Salary:                     |  | [**]
|Department:       |  | [**] |  | 2011 MIP Target Percentage:      |  | [**]
|Eligibility Date: |  | [**] |  | 2011 MIP Total Target Amount:    |  | [**]
|Region:           |  | [**] |  | Profit Improvement Target (70%): |  | [**]
|Country:          |  | [**] |  | CV Pass Rate Target (15%):       |  | [**]
|Site Location:    |  | [**] |  | Individual Target (15%):         |  | [**]

Corporate Financial Performance Funding

2011 Adjusted EBITDA Achieved: $[**]

Actual Percentage Funded: [**]%

Profit Improvement Performance



|                               |  |                 |    |   |                   |  |      |                              |  |  |                               |  |  |                        |      |  |                      |  |      |  |  |  |      | 
|------------------------------ |  | --------------- | -- | - | ----------------- |  | ---- | ---------------------------- |  |  | ----------------------------- |  |  | ---------------------- | ---- |  | -------------------- |  | ---- |  |  |  | ---- | 
|Measurement                    |  | % ofBonusTarget |    |   | AnnualBonusTarget |  |      | ProfitImprovementPlan Target |  |  | ProfitImprovementPlanAchieved |  |  | ActualPercentageFunded |      |  | Year-endPayoutAmount | 
|Profit Improvement Performance |  |                 | 70 | % |                   |  | [**] |                              |  |  | [**]                          |  |  |                        | [**] |  |                      |  | [**] |  |  |  | [**] | 
|Total                          |  |                 | 70 | % |                   |  |      |                              |  |  |                               |  |  |                        |      |  |                      |  |      |  |  |  | [**] | 

CV Pass Rate Performance



|                         |  |                 |    |   |                   |  |      |                                 |  |  |                        |  |  |                      |      |  |  |  |      | 
|------------------------ |  | --------------- | -- | - | ----------------- |  | ---- | ------------------------------- |  |  | ---------------------- |  |  | -------------------- | ---- |  |  |  | ---- | 
|Measurement              |  | % ofBonusTarget |    |   | AnnualBonusTarget |  |      | CV PassRate TargetAchieved(Y/N) |  |  | ActualPercentageFunded |  |  | Year-endPayoutAmount |     
|CV Pass Rate Performance |  |                 | 15 | % |                   |  | [**] |                                 |  |  | [**]                   |  |  |                      | [**] |  |  |  | [**] | 
|Total                    |  |                 | 15 | % |                   |  |      |                                 |  |  |                        |  |  |                      |      |  |  |  | [**] | 

Individual Performance



|                       |  |                 |    |   |                   |  |      |                  |  |  |                   |  |  |                        |      |  |                      |  |      |  |  |  |      | 
|---------------------- |  | --------------- | -- | - | ----------------- |  | ---- | ---------------- |  |  | ----------------- |  |  | ---------------------- | ---- |  | -------------------- |  | ---- |  |  |  | ---- | 
|Measurement            |  | % ofBonusTarget |    |   | AnnualBonusTarget |  |      | IndividualTarget |  |  | ActualAchievement |  |  | ActualPercentageFunded |      |  | Year-endPayoutAmount | 
|Individual Performance |  |                 | 15 | % |                   |  | [**] |                  |  |  | [**]              |  |  |                        | [**] |  |                      |  | [**] |  |  |  | [**] | 
|Total                  |  |                 | 15 | % |                   |  |      |                  |  |  |                   |  |  |                        |      |  |                      |  |      |  |  |  | [**] | 

2011 Plan
Total Payout: $[**]



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2011 Stream Global Services Management Incentive Plan

Corporate SG&A for Managers and Above



Appendix C

Plan Notice



|                  |  |  |  |                                  |  | 
|----------------- |  |  |  | -------------------------------- |  | 
|Participant Name: |  | 
|Job Title:        |  |  |  | Participant Level:               |  | 
|Manager Name:     |  |  |  | Base Salary:                     |  | 
|Department:       |  |  |  | 2011 MIP Target Percentage:      |  | 
|Eligibility Date: |  |  |  | 2011 MIP Total Target Amount:    |  | 
|Region:           |  |  |  | Profit Improvement Target (XX%): |  | 
|Country:          |  |  |  | CV Pass Rate Target (XX%):       |  | 
|Site Location:    |  |  |  | Individual Target (XX%):         |  | 



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