<PAGE>


                                                                   EXHIBIT 10.25

                              OAK STREET BONUS PLAN

1.       PURPOSE. The purpose of this Oak Street Bonus Plan (the "Plan") is to
encourage employees to maintain focus on specific goals important to the success
of Oak Street Financial Services, Inc., and its successors by merger,
consolidation or otherwise (the "Company"), and to reward employees when the
goals are met.

2.       ELIGIBILITY TO PARTICIPATE IN THE PLAN. Subject to such additional
limitations or restrictions as the Committee (as defined in Section 3) may
impose, persons who are employed by the Company, or any corporation or other
entity controlling, controlled by or under common control with the Company (an
"Affiliate") are eligible to participate in the Plan and are referred to herein
as "employees."

3.       AWARDS.

         (a)      The Compensation Committee of the Company's Board of Directors
(the "Committee") may authorize the establishment of various award levels,
including minimum, target and maximum awards ("Award Levels") for employees
based on performance goals ("Performance Goals") established for each calendar
year (a "Performance Period") based on the performance criteria of pre-tax
income or any other performance criteria determined by the Committee. The
Committee shall consist of at least two directors, and all directors on the
Committee shall satisfy the requirements for a non-employee director for
purposes of Rule 16b-3 of the Securities Exchange Act of 1934, as amended (the
"Exchange Act") and shall satisfy the requirements for an "outside director," as
that term is defined under Section 162(m) of the Internal Revenue Code of 1986,
as amended from time to time ("Code"), and the regulations promulgated
thereunder.

         (b)      The Committee, in its sole discretion, shall, among other
things, determine (i) the eligibility criteria for participation in the Plan,
(ii) the employees who will be eligible to participate in the Plan, and (iii)
the individual Award Levels and Performance Goals for those employees. The
Committee may delegate to the Company's Chief Executive Officer (who may in turn
delegate to other officers) responsibility for determining, within the limits
established by the Committee, individual Award Levels and Performance Goals for
employees who the Committee does not believe may be "covered employees," as
defined under Section 162(m) of the Code ("Covered Employees").

         (c)      The specific Award Levels and Performance Goals for those
employees who the Committee believes may be Covered Employees shall be no less
difficult to achieve than as set forth on Exhibit A attached hereto and made a
part hereof.

         (d)      If any event occurs during a Performance Period which requires
changes to preserve the incentive features of the Plan (including, without
limitation, acquisitions, divestitures or mergers) and consistent with the
limitations set forth in Section 162(m) of the Code, the Committee may make
adjustments the Committee deems appropriate in its sole discretion.

<PAGE>

         (e)      An employee shall not earn an award (as determined and
adjusted pursuant to this Section, a "Final Award") and no payment shall be made
until the Committee determines whether or not the Performance Goals have been
obtained for the relevant Award Level for the Performance Period and whether the
other terms have been satisfied for the Performance Period. Whether an employee
has earned a Final Award shall be determined by the Committee in its sole
discretion. The Committee may delegate to the Company's Chief Executive Officer
(who may in turn delegate to other officers) responsibility for determining,
within the limits established by the Committee, whether the Performance Goals
have been obtained for the relevant Award Level for the Performance Period and
whether the other terms have been satisfied for the Performance Period, for an
employee who the Committee does not believe will be a Covered Employee.
Following determination of the Final Award, the Committee may make adjustments
to Final Awards to reflect individual performance during such Performance
Period, which for employees who the Committee believes may be Covered Employees
will involve only discretion to decrease the Final Award. If delegated by the
Committee, adjustments to Final Awards to reflect individual performance for
employees who the Committee does not believe will be Covered Employees may be
made by the Company's Chief Executive Officer (or such other officers with such
discretion as the Chief Executive Officer delegates). Notwithstanding the
foregoing, the Committee or, if delegated, the Chief Executive Officer (or such
other officers to whom the responsibility has been delegated) may from time to
time during a Performance Period pay all or any portion of an estimated Final
Award to an employee.

         (f)      The total aggregate Final Award paid to any employee for any
Performance Period shall not exceed $3 million.

4.       PAYMENT OF FINAL AWARD.

         (a)      Subject to this Section, all Final Awards shall be paid in
cash as soon as practicable following the end of the related Performance Period.

         (b)      Any employee who has been selected to participate in the Plan
during a Performance Period and who is actively employed by the Company or an
Affiliate on the last day of such Performance Period shall be entitled to
receive payment of any Final Award for such Performance Period. The Committee
shall, among other things, determine (in its discretion) when and to what extent
employees otherwise eligible for consideration shall become or cease to be, as
the case may be, eligible to participate in the Plan and shall determine when,
and under what circumstances, any employee shall be considered to have
terminated employment for purposes of the Plan.

         (c)      Except as otherwise provided in a written agreement with the
employee or otherwise determined by the Committee, any employee who has been
selected to participate in the Plan during a Performance Period and who is not
actively employed by the Company or an Affiliate on the last day of such
Performance Period shall not be entitled to receive payment of any Final Award
for such Performance Period; provided, however, that upon termination of an
employee's employment due to the death, Disability (as defined below) or
retirement (as approved by the Board of Directors of the Company) such employee
shall receive a portion of any Final Award for the Performance Period in which
such employee's employment was terminated due to death, Disability or
retirement, all as the Committee shall determine in its

                                       2
<PAGE>

discretion. "Disability" means disability according to the terms of the
Company's long-term disability plan as may be applicable from time to time to
the particular employee.

5.       NO GUARANTEED PAYMENT. No employee has any legal claim or right to
participate in the Plan. To the extent that any employee, former employee, or
any other person acquires a right to receive payments or distributions under the
Plan, such right shall be no greater than the right of a general unsecured
creditor of the Company to payment. All payments and distributions to be made
hereunder shall be paid from the general assets of the Company. Nothing
contained in the Plan, and no action taken pursuant to its provisions, shall
create or be construed to create a trust of any kind or a fiduciary relationship
between the Company and any employee, former employee, or any other person. The
Plan is intended to be unfunded for purposes of the Code and the Employee
Retirement and Income Security Act of 1974, as amended.

6.       ASSIGNMENT AND TRANSFER. Except as otherwise determined by the
Committee, with the exception of transfer by will or the laws of descent and
distribution, neither an employee's participation in the Plan nor any award or
Final Award shall be assignable or transferable and, during the lifetime of the
employee, any payment in respect of any Final Award shall be made only to the
employee.

7.       INTERPRETATION. Full power and authority to construe and interpret the
Plan shall be vested in the Committee. To the extent determined by the
Committee, administration of the Plan, including, but not limited to the
selection of employees for participation in the Plan, may be delegated to the
Company's Chief Executive Officer; provided, however, the Committee shall not
delegate to the Company's Chief Executive Officer any powers, determinations, or
responsibilities with respect to those employees who the Committee believes may
be Covered Employees. Any person who accepts any award hereunder agrees to
accept as final, conclusive, and binding all determinations of the Committee and
the Company's Chief Executive Officer.

8.       AMENDMENT. The Committee, in its sole discretion, may, at any time,
amend, modify, suspend, or terminate the Plan; provided that no such action
shall (a) adversely affect the rights of an employee with respect to previous
unpaid Final Awards under the Plan (except as otherwise permitted under Sections
3 or 5), and the Plan, as constituted prior to such action, shall continue to
apply with respect to Final Awards which have not been paid, or (b), with
respect to Covered Employees, without the approval of the Board of Directors of
the Company if such would otherwise result in payments to such Covered Employees
not qualifying for deductibility under Section 162(m) of the Code.

9.       EFFECTIVE DATE AND TERM. The Plan shall be effective on January 1,
2004. The Plan shall continue in full force and effect until the first meeting
of stockholders of the Company at which directors are to be elected after the
close of the third calendar year following the calendar year in which the
initial public offering of the Company occurred. As such, the Plan shall apply
to annual bonuses for fiscal year ended December 31, 2004, December 31, 2005,
December 31, 2006, and December 31, 2007.

                                       3
<PAGE>

10.      GOVERNING LAW. The validity, construction and effect of the Plan and
any agreements or other instruments issued under it shall be determined in
accordance with the laws of the state of Indiana, without reference to the
principles of conflict of laws.

11.      NO CONTRACT OR GUARANTEE OF CONTINUED EMPLOYMENT. Nothing contained in
the Plan nor any action taken under the Plan shall be construed as a contract of
employment or as giving any employee any right to be retained in employment with
the Company or any Affiliate.

12.      WAIVER OF BREACH. The Company's waiver of any Plan provision shall not
operate or be construed as a waiver of any subsequent breach by the employee or
an agreement to grant a waiver with respect to a subsequent breach.

13.      INDEMNIFICATION. No member of the Committee shall be personally liable
by reason of any contract or other instrument executed by such member or on such
member's behalf in his or her capacity as a member of the Committee for any
mistake of judgment made in good faith, and the Company shall indemnify and hold
harmless each employee, officer or director of the Company or any Affiliate to
whom any duty or power relating to the administration or interpretation of the
Plan may be allocated or delegated, against any cost or expense (including
counsel fees) or liability (including any sum paid in settlement of a claim)
arising out of any act or omission to act in connection with the Plan unless
arising out of such person's own fraud or bad faith.

14.      NOTICE. All notices and other communications required or permitted to
be given under the Plan shall be in writing or other form approved by the
Committee and shall be deemed to have been duly given as follows (a) if to the
Company mailed first class, postage prepaid at the principal business address of
the Company to the attention of the Secretary of the Company; or (b) if to any
employee then delivered personally, mailed first class, postage prepaid at the
last address of the employee known to the sender at the time the notice or other
communication is sent or delivered, or by e-mail, interoffice mail, intranet or
other means of office communication determined by the Committee.

15.      DISCLAIMER. The Company makes no representations as to the value or
future value of any awards granted pursuant to the Plan.

                                       4
<PAGE>

                                    EXHIBIT A

                       AWARD LEVELS AND PERFORMANCE GOALS

<TABLE>
<CAPTION>
                                                                                       MULTIPLE OF SALARY FOR
     PERFORMANCE GOAL ACHIEVEMENT               MULTIPLE OF SALARY FOR*                CHIEF EXECUTIVE OFFICER
<S>                                             <C>                                    <C>
100% of Performance Goal                                   1.25 x                                 2.5 x

110% of Performance Goal                                   1.50 x                                 3.0 x

120% of Performance Goal                                   1.75 x                                 3.5 x

150% of Performance Goal                                   2.0 x                                  4.0 x
</TABLE>

*Executive Director of Operations/Risk, Executive Director of Corporate
Development and Secondary Marketing, Chief Financial Officer, Executive Director
of Wholesale Business, Executive Director of Retail Business and any other
position at a level equivalent to an Executive Vice President.

Multiple of salary will be pro-rated for above 100% of Performance Goal.