<PAGE>

                                                            EXHIBIT 10.15
                                                            -------------


                             WRITTEN DESCRIPTION OF
                             ----------------------
          XCELLENET, INC. PERFORMANCE COMPENSATION PROGRAM, AS REVISED
          ------------------------------------------------------------

     The XcelleNet, Inc Performance Compensation Program (the "Program") is not
set forth in a formal document.  The following is a written description of all
of the material aspects of the Program as administered by XcelleNet Inc. (the
"Company").

     ELIGIBILITY.  All full-time employees, including executive officers, of the
Company are eligible to participate in the Program, except certain employees and
officers in the sales organization of the Company who are eligible for specific
revenue-based bonuses.

     BONUSES.  The Program ties employee bonuses to specific performance
expectations for each individual and to specific performance goals of the
Company.  Bonuses can be earned at two levels each year:  (1) at the individual
performance bonus ("IPB") level and (2) either (a) the management performance
bonus ("MPB") level, or (b) the XcelleNet performance bonus ("XPB") level.

     PARTICIPATION RATES.  At the beginning of each year covered by the Program,
the Compensation and Stock Option Committee of the Company's Board of Directors
(the "Compensation Committee"), based upon its subjective review of several
factors, including the level of each executive officer's responsibility and the
Compensation Committee's perception of the compensation paid to executive
officers of other corporations similar in terms of size and industry to the
Company, sets a participation rate for the IPB, and MPB for each executive
officer based on a percentage of each such officer's salary ("IPB Percentage"
and "MPB Percentage", respectively).  For employees other than executive
officers, an IPB Percentage and an MPB Percentage are recommended by the
employee's manager and approved by the officer for the functional area and the
Vice President  Human Resources.  Currently for employees the IPB Percentage
typically ranges from 5% to 10% and the MPB Percentage ranges from 10% to 20%.
Executive officers' IPB Percentages range from 0% to 10% and MPB Percentages
range from 30% to 50%.

     No executive officers or other officers participate at the XPB level. For
employees, a participation rate for the XPB (the "XPB Percentage") is
recommended by the employee's manager and approved by the officer for the
functional area and the Vice President  Human Resources.  Currently for
employees the XPB Percentage is typically 5%.

     IPB PERFORMANCE GOALS.  At the beginning of each quarter covered by the
Program, the employee or executive officer's manager, respectively, sets
specific individual performance goals ("IP Goals") based on the individual's
specific job responsibilities.

     MPB AND XPB PERFORMANCE GOALS.  At the beginning of each year covered by
the Program, the executive officers set goals for the Company ("Company
Performance Goals") based upon the Company's business plan and recommend such

                                       1
<PAGE>

Company Performance Goals to the Compensation Committee.  Company Performance
Goals generally pertain to certain financial areas of the Company's business
(including, but not limited to, gross revenues, revenues per employee, operating
income, operating margin, and earnings per share).  The Company Performance
Goals recommended by the executive officers to the Compensation Committee for
the MPB level bonuses are generally equal to the Company's business plan
targets.  The Company Performance Goals recommended by the executive officers to
the Compensation Committee for the XPB level bonuses are at levels above the
Company's business plan targets.  The Company Performance Goals are approved by
the Compensation Committee in connection with each year covered by the Program.

     IPB LEVEL BONUSES  PAYMENT.  At the end of each quarter during the Program,
each participant receives a bonus equal to his or her salary during the quarter
multiplied by (i) the participant's IPB Percentage and (ii) a percentage based
upon the participant's achievement of his or her specific IP Goals for the IPB
level bonus (if an individual meets all of the IP Goals set for an IPB level
bonus, this percentage would equal 100%).

     MPB LEVEL BONUSES  PAYMENT.  At the end of each year covered by the
Program, each participant receives a bonus equal to his or her salary during the
year multiplied by (i) the participant's MPB Percentage and (ii) a percentage
based upon the Company's achievement of Company Performance Goals for the MPB
level bonus (if the Company meets all of the Company Performance Goals set for
an MPB level bonus, this percentage would equal 100%).

     XPB LEVEL BONUSES  PAYMENT.  At the end of each year covered by the
Program, each participant receives a bonus equal to his or her salary during the
year multiplied by (i) the participant's XPB Percentage and (ii) a percentage
based upon the Company's achievement of Company Performance Goals for the XPB
level bonus (if the Company meets all of the Company Performance Goals set for
an XPB level bonus, this percentage would equal 100%).

     INDIVIDUAL PERFORMANCE ADJUSTMENTS.  The Compensation Committee and the
Chief Executive Officer of the Company may increase, reduce or eliminate certain
bonus payments to the executive officers if they subjectively determine that a
particular executive officer's individual performance warrants such adjustment.
Similar performance adjustments may be made for any other employees on the
recommendation of the employee's manager with the approval of the officer for
the functional area and the Vice President -  Human Resources.

                                       2