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                                                                    Exhibit 10.1

CONFIDENTIAL MATERIALS OMITTED - ASTERISKS (*) DENOTE OMISSIONS

                                     SAPIENT

                          2006 WINNING PERFORMANCE PLAN

I. INTRODUCTION

In this plan, the terms "we," "us," and "our" mean Sapient Corporation and its
subsidiaries. The terms "you" and "your" mean the employee who participates in
this plan (the "Plan"). This Plan may not be shared with anyone outside of
Sapient, and each person is required to keep this Plan and its contents
confidential at all times. Except as otherwise permitted by law, disclosure of
this Plan to anyone not an employee of Sapient is a violation of whichever of
the following agreements has been signed by the Participant: Sapient
Nondisclosure, Nonsolicitation and Noncompete Agreement; Agreement Re:
Nondisclosure, Nonsolicitation and Noncompetition; Employment Agreement;
Confidentiality Agreement and/or any agreement between the Participant and
Sapient pertaining to nondisclosure of confidential information (collectively,
"Employee NDA").

II. PURPOSE

The Plan's overall purpose is to reward qualified, eligible employees who
achieve certain results. As such, the Plan is designed to attract, compensate
and retain top performing people who support our business and drive behaviors
that:

      -     Achieve extraordinary results;

      -     Lead us to outperform the competition and drive the consulting
            market by 2012; and

      -     Make us a great company that makes our Strategic Context/Our Future
            Happen

The Winning Performance Plan is different from Sapient's other bonus plans
because payout is based on INDIVIDUAL PERFORMANCE, not Sapient's or a business
unit's performance.

III. EFFECTIVE DATE

This Plan is effective January 1, 2006, and covers the period from January 1,
2006 through December 31, 2006 (the "Plan Period"), unless modified or
terminated earlier as provided for in this Plan.

All prior bonus, compensation, commission and/or incentive plans applicable to
you have expired of their own terms or have been revoked and withdrawn. This
Plan supersedes all prior

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written or oral bonus, compensation, commission and/or incentive plans,
promises, agreements, practices, understandings, negotiations and/or incentive
arrangements.

IV. ELIGIBILITY

To be eligible to participate in this Plan, you must meet ALL of the following
criteria during the Plan Period:

      A. You are actively employed by us and (1) have a Client Contribution
      Profit (CCP) target of at least $2 million, and (2) work in a Client
      Executive (CE) role, a Business Lead (BL) role, or a Business Unit (BU)
      Lead role. If you hold a position other than those listed above and/or
      have a CCP target lower than $2M, your BU Lead may nonetheless, in his or
      her discretion, recommend your participation in the Plan to the Plan
      Committee.

      B. You are employed by us in an eligible title during the entire Plan
      Period and from the end of the Plan Period through the date any payout is
      made under this Plan (except in the circumstances described below when a
      prorated or adjusted CCP may be allowed). If you are otherwise eligible to
      participate in this Plan but start or continue an expatriate assignment
      during the Plan Period, we may, in our sole discretion, (i) vary or change
      the terms of this Plan as they pertain to you, or (ii) assign you to
      another plan.

      C. You are not on a Get Well Plan or a performance improvement plan at any
      time during the Plan Period, unless an exemption is approved in writing by
      the People Success Lead.

      D. You are in full compliance with all obligations under your agreement
      with us pertaining to nondisclosure, nonsolicitation and/or noncompetition
      (if applicable).

      E. If you (i) have received any loan or advance from us, (ii) have been
      paid any excess draw from any prior bonus or incentive plans which remains
      unpaid as of the day payouts are made under this Plan, or (iii) have any
      outstanding repayment obligations with respect to an expatriate assignment
      or tax equalization as of the day payouts are made under this Plan, you
      must (a) have agreed in writing to regular payroll deductions for
      repayment of the loan, advance or excess draw, and (b) prior to the payout
      of any bonus under this Plan, have repaid the full amount of the loan,
      advance, excess draw or repayment obligation. In our sole discretion, we
      may allow you to be eligible to participate in this Plan even if (b) has
      not been met, provided that you agree in writing to apply the total amount
      of any bonus payment under the Plan toward repayment of such loan,
      advance, excess draw or repayment obligation.

      F. You are not participating in any other bonus plan.

      G. You have signed your Target Client Contribution Profit Statement
      (Target CCP Statement) generated by People Success and returned it to the
      Global People Center (i) before July 15, 2006, (ii) if you were hired and
      started active work in 2006, before your

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      first day of work for Sapient, (iii) if you entered the Plan after the
      start of the Plan Period, prior to the effective date of your entry into
      this Plan, or (iv) if your Client Contribution Profit target is modified
      within the Plan Period, within 10 days after the Business Unit Lead ("BU
      Lead"), or his or her designate, provides you with a copy of a modified
      Target CCP Statement.

V. PLAN COMPONENTS

A. WINNING PERFORMANCE SCORE

Your bonus under this Plan will be determined by your Winning Performance Score
(WPS). Your WPS measures your holistic personal performance during the Plan
Period and is based largely on your contribution to the company's profit along
with other strategic, non-monetary factors. Your WPS is calculated by
multiplying two components: Your Strategic Context Score (SCS) and your Value
Creation Score (VCS). Your VCS is a calculation of your CCP and your Value
Factor (VFactor). All these factors are explained in more detail below.

WPS  =  SCS  x VCS

              VFactor  x  CCP

See Appendix 1 for WPS calculation examples.

B. STRATEGIC CONTEXT SCORE

Your Strategic Context Score (SCS) measures your connection to and alignment
with our Strategic Context. Your SCS also measures the connection and alignment
of the people you manage or supervise to our Strategic Context.

            1) How is your SCS determined?

            Your SCS is made up of: (1) the ratings you attained in Sapient's
            performance feedback processes; (2) the SCS of you and of the people
            you manage or supervise; and (3) other measures such as morale,
            turnover and your compliance with Sapient's policies and procedures,
            such as Sapient's client contracts process.

            2) Who determines your SCS?

            Your SCS is determined by the people you work with, including your
            managees, your Business Lead, your Business Unit Lead, the Chief
            Operating Officer, and the Chief Executive Officer (as applicable).

            3) Possible Range of Your SCS

            You will receive one of three possible SCSs: *%, *%, or *%.

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C. VALUE CREATION SCORE

Your Value Creation Score (VCS) measures the value you create for Sapient and
our clients. The VCS is comprised of two components: Your Value Factor (VFactor)
and your Client Contribution Profit (CCP).

a. V Factor

            1) How is your VFactor determined?

            Your VFactor is based on your performance in certain areas during
            the entire Plan Period. Your VFactor will range from a minimum score
            of *% up to a maximum score of *%. Everyone will begin the Plan
            Period with a VFactor of *%. Throughout the year, you will have the
            opportunity to increase your VFactor in 2% increments to a maximum
            of *% if you achieve any of the VFactor components referenced in the
            next section.

            2) VFactor Components

            Your VFactor calculation will move up the range from *% in separate
            increments of 2%, if you achieve one or more of the following
            VFactors:

<TABLE>
<CAPTION>
                                                                                       VFACTOR WILL
ADDITIONAL VFACTOR COMPONENTS                                                          INCREASE BY
------------------------------------------------------------------------------------   ------------
<S>                                                                                    <C>
You make a referral resulting in $* million of revenue(1) of new client business                2%

You create a client innovation that can be resold profitably(2)                                 2%

The average client satisfaction score attributable to your CCP is greater than or               2%
equal to the company's target client satisfaction score

If you are a non-SAP person and you are responsible for SAP work totaling more than             2%
$* in revenue

If you are an SAP person and you are responsible for non-SAP work totaling more than            2%
$* in revenue

If you are a non-EM person and you are responsible for Experience Marketing work                2%
totaling more than $* in revenue
</TABLE>
---------
(1)   For the purposes of any calculation this Plan involving revenue, revenue
      must be "recognized revenue" as provided in Appendix 3 attached.

(2)   This will be determined by a subset of Sapient's Leadership Team.

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<TABLE>
<CAPTION>
                                                                                       VFACTOR WILL
ADDITIONAL VFACTOR COMPONENTS                                                          INCREASE BY
------------------------------------------------------------------------------------   ------------
<S>                                                                                    <C>
If you are an EM person and you are responsible for non-EM work totaling more than              2%
$* in revenue

You create an innovation that benefits Sapient(3)                                               2%

The return on your CCP for the Plan Period is greater than *%(4)                                2%
</TABLE>


            3)    Who determines your VFactor?

            Your achievement of objective VFactor components will be determined
            by our books and records, while your achievement of subjective
            VFactor components will be determined by a subset of Sapient's
            Leadership Team. It is your responsibility to communicate your
            VFactor achievements to the Global People Center so that we can
            ensure their proper tracking. Please email this information to
            People Success-Compensation&Benefits@sapient.com.

D. CLIENT CONTRIBUTION PROFIT (CCP)

You will be given a CCP target for the Plan Period as detailed on your Target
CCP Statement. CCP measures the revenue generated from a particular client
during the Plan Period less our direct cost to sell and deliver the work to the
client. Direct costs are those costs billed against the project identification
number (PID) plus any applicable costs under related sales support PIDs. CCP is
the best measure of Sapient's performance and how much our clients value what we
do.

      1) Calculating Your CCP

      Your CCP is calculated from the profit generated on the client projects
      that you are responsible for. Winning Performance requires collaboration
      and partnership to deliver extraordinary results for our clients. To
      encourage collaboration and partnership, in certain situations, the CCP
      from a client may be split between two people. For example, if two CEs
      bring in a project resulting in $* of CCP and both agree to split the CCP
      equally, each CE would receive a $* credit towards his or her Target CCP.

      In general, the total CCP of a BL will be the total of the respective CCPs
      of the CEs in his or her team, in addition to any CCP applicable to the BL
      in his or her own right. Likewise, the total CCP of a BU Lead will be the
      total of the respective CCPs of the BLs in his or her BU, in addition to
      any CCP applicable to the BU Lead in his or her own right. So, in the
      example above, the BU lead and each respective BL for each CE would also
      receive $* of credit towards his or her CCP for the Plan Period.

---------
(3)   This will be determined by a subset of Sapient's Leadership Team.

(4)   Your return is calculated by dividing your CCP by cost.

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      CCP splits should be agreed upon by both individuals and any dispute
      involving the splitting of CCP will be resolved by the Plan Committee. If,
      however, the payout is to be split throughout three different levels (such
      as a BU Lead, a Business Lead and a Client Executive), you must seek
      advance approval from the Plan Committee.

E. CONVERTING YOUR WINNING PERFORMANCE SCORE TO A PAYOUT

Your WPS will be calculated at the end of the Plan Period and is based on all
the factors previously discussed in this Plan. Your WPS is then measured against
your Target CCP to determine your bonus payment. If your final WPS is less than
*% of your CCP target, you will not receive any bonus payment. If your WPS is
30% or more of your CCP Target, you will receive one of three payouts depending
on which of the following ranges your WPS falls into:

      -     Your WPS is between *% and *% of your CCP target;

      -     Your WPS is between *% and *% of your CCP target; or

      -     Your WPS is *% or more of your CCP target.

For illustration purposes, the payout card in Appendix 2 shows the respective
payouts for each of these three ranges at certain WPSs. If your WPS falls
between the amounts noted on the payout card, your payout is not shown on the
payout card but will be calculated accordingly, e.g., for a WPS between $* and
$* that is less than *% of your Target CCP, you would receive a payout between
$* and $*.

VI. TIMING OF PAYOUTS; CCP ADJUSTMENT; CURRENCY

A. TIMING

At the start of the Plan Period, you will receive your annual CCP Target, as
identified on your Target CCP Statement. For tracking purposes, your CCP
achievement will be calculated quarterly. Your WPS and subsequent payout will be
calculated annually. Following the close of the Plan Period, we will calculate
your WPS. Any annual payouts will be made in the Sapient pay period following
our completion of your WPS calculation.

B. CCP ADJUSTMENT

The Plan Committee may, in its sole discretion, adjust your Target CCP during
the Plan Period for any of the following circumstances:

            -     Certain title changes (as described below);

            -     Certain movement among BU's (as described below);

            -     Qualified leave of absence, disability or death of participant
                  (as discussed below);

            -     Other reasons as determined by the Plan Committee.

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C. CURRENCY

All amounts in this Plan are expressed in U.S. dollars, unless stated otherwise
in this Plan or on your Target CCP Statement. In performing any necessary
currency conversions, we may, in our sole discretion, apply commercial exchange
rates.

VII. TITLE CHANGES

If your employment with us ends for any reason or you change to a Sapient title
or role not eligible to participate in this Plan, your participation in this
Plan will terminate and you will not be eligible to receive any payout under
this Plan. Additionally, if at any time during the Plan Period you wish to
remove yourself from this Plan, you will not be eligible to receive any payout
under this Plan.

VIII. MOVEMENT AMONG BUs

If your regular BU assignment changes within the Plan Period (as approved by the
Plan Committee and recorded in the Company's HRMS system), your CCP will be
adjusted to include the time spent in each BU or team, as determined by the Plan
Committee.

IX. TERMINATION OF EMPLOYMENT

A. EFFECT OF TERMINATION

If your employment terminates for any reason, whether voluntarily or
involuntarily, before the day payouts are made under the Plan, you will not be
eligible for any payout under this Plan.

B. NO EXTENSION

Your right to receive a payment or to participate in this Plan will not be
extended beyond your last day of active employment because you receive pay in
lieu of notice in accordance with your Employment Agreement, or for any other
reason.

X. LEAVES OF ABSENCE

If you take an approved leave of absence during the Plan Period for fewer than
30 calendar days, no adjustment will be made to your Target CCP. If your leave
of absence extends for 30 calendar days or more during the Plan Period, you may
be eligible for a Target CCP adjustment, subject to the other terms of this
Plan. Any payments will be made on the same date that all other participants
receive payment. For purposes of determining whether you are eligible for a
Target CCP adjustment, a leave of absence begins on the date that the leave of
absence begins as noted in Sapient's records.

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XI. SHORT TERM DISABILITY, LONG TERM DISABILITY AND DEATH

In the event of a medical leave under Sapient's Short-Term Disability policy, no
adjustment will be made to your Target CCP.

In the event of a medical leave under Sapient's Long-Term Disability policy or
death, you may be eligible for an adjustment of your Target CCP. For determining
eligibility for a Target CCP adjustment, active service ends when you are no
longer paid regular wages through payroll for work performed. Any payments will
be made on the same date that all other participants receive payment or, in
Sapient's sole discretion, on an earlier date.

XII. LOANS, ADVANCES OR DRAWS

Loans or advances against potential payments will not be made under this Plan.
If you have an outstanding advance or loan from us or have an outstanding
obligation to repay us money related to an expatriate assignment or tax
equalization, all or a portion of any payout under this Plan will be first
applied to the outstanding balance of such advance, loan or obligation related
to an expatriate assignment or tax equalization, as permitted by law. Upon
Sapient's request, you agree to sign and deliver a written instrument to Sapient
authorizing the application of your payout to any outstanding loan, advance or
other obligation.

XIII. FORMS OF PAYMENT

As permitted by law, Sapient may, with your agreement, pay a bonus in whole or
in part, in cash, stock options, stock, warrants or other equity instruments (or
any combination thereof), in such amounts and under such terms and conditions to
which you and Sapient may agree.

XIV. PLAN ADMINISTRATION AND MANAGEMENT

A Plan Committee will administer this Plan. The Plan Committee will be composed
of the Chief Executive Officer, Chief Financial Officer, Chief Operating Officer
People Success Lead and selected executive leaders of the BUs. The Plan
Committee will have full and absolute discretion with respect to administration
of all aspects of this Plan, including, without limitation, determining Plan
payouts, interpreting this Plan and ruling on special situations. Further, the
Plan Committee, in its sole discretion and with or without notice or cause, may,
to the extent authorized by the Compensation Committee of the Board of Directors
of the Company, modify, amend or terminate this Plan or take other actions
affecting Plan Participants without advance notice to you of such actions,
unless such changes are not permitted by applicable local laws.

The Company's books and records are the exclusive source of data for
administration of this Plan. The Plan Committee's interpretation of the books
and records is final.

If you wish to dispute a WPS payout, calculation or decision which affects you,
you must request reconsideration in writing. The request must be given to the
People Success Lead within 60 days from the date that you receive notice of the
disputed decision.

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By participating in this Plan, you agree that a failure to properly request
reconsideration of any payout or calculation decision or other decision within
this 60-day period constitutes agreement with Sapient's decision. If the
reconsideration request is properly submitted, the People Success Lead will make
a recommendation concerning the disputed decision upon review of the
circumstances and of the available documentation and submit his or her
recommendation to the Plan Committee for review. The decision of the Plan
Committee will be final.

XV. MISCELLANEOUS

Unless required by law or court order, you may not assign this Plan or any bonus
payment or right to payment.

If any provision of this Plan is found invalid, illegal or unenforceable, the
other provisions of this Plan will remain in full force and effect, and such
invalid, illegal or unenforceable provision will be reformed as necessary to
make it valid, legal and enforceable to the maximum extent possible under law
(or, if such reformation is impossible, such provision will be severed from this
Plan). All payouts under this Plan are subject to applicable withholdings and
deductions as required by law.

If you are employed by Sapient Corporation, Sapient Government Services, Inc.,
or Sapient Private Limited, you continue to be an "at will" employee, and
Sapient has the right to terminate your employment and/or participation in the
Plan at any time, with or without cause or prior notice.

If you are employed by Sapient Canada Inc., Sapient GmbH, Sapient Limited or
Sapient Netherlands B.V., you continue to be employed in accordance with the
terms of your employment agreement (the "Employment Agreement"). Sapient has the
right to terminate your employment and/or participation in this Plan at any
time, with or without cause or prior notice, subject to the terms of your
Employment Agreement and as permitted by local applicable law.

Nothing in this Plan shall be construed to create or imply the guarantee or the
creation of a contract of employment or a right to continued employment for any
specified period of time between you and us.

This Plan supersedes all prior understandings, negotiations and agreements,
whether written or oral, between you and Sapient as to the subject matter
covered by this Plan. In the event of any conflict between this Plan and any
presentations, documents, statements or other communications concerning the
subject matter of this Plan, this Plan will control. This Plan describes the
sole and exclusive bonuses or incentives we are offering to you during the Plan
Period; provided, however, that nothing in this Plan will prevent Sapient from
paying any individual a discretionary bonus or incentive payment at any time or
from time to time if authorized in advance by the Compensation Committee.
Sapient has no obligation to pay anyone a discretionary bonus or incentive at
any time.

A person who is not a participant in this Plan will not have any right under the
Contracts (Rights of Third Parties) Act 1999 to enforce any term or provision of
this Plan.

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                         APPENDIX 1: SAMPLE CALCULATIONS

WPS  =    SCS    x    VCS
      (*%, *% or *%)
                      VFactor    X     CCP
             (*% + each applicable *%)   *

The following are sample calculations of Winning Performance Scores.

Scenario 1:

      1.    Joe C.E. has a Target CCP of $* and fully achieves his target.

      2.    Joe does not achieve any of the VFactor components so receives a *%
            VFactor.

      3.    VCS = *% x $*

      4.    Joe receives a SCS of *%

      5.    WPS = *% x (*% x $*)
            Therefore, Joe's WPS = $*

      6.    Joe's payout at this WPS (which is *% of his Target CCP) is $*. See
            Payout Card in Appendix 2.

Scenario 2:

      1.    Deepak B.L. has a Target CCP of $* but only achieves an actual CCP
            of $*.

      2.    Deepak also achieves 4 of the VFactor components so he receives a
            VFactor of *% (*% for each component).

      3.    VCS = *% x $*

      4.    Deepak receives a SCS of *%

      5.    WPS = *% x (*% x $*)
            Therefore, Deepak's WPS = $*

      6.    Deepak's payout at this WPS (which is *% of his Target CCP) is $*.
            See Payout Card in Appendix 2.

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Scenario 3:

      1.    Jack C.E. has a Target CCP of $* but only achieves an actual CCP of
            $*.

      2.    Jack does not achieve any of the VFactor components so receives a *%
            VFactor.

      3.    VCS = *% x $*

      4.    Jack receives a SCS of *%
            SCS = *%

      5.    WPS = *% x (*% x $*)
            Therefore, Jack's WPS = $*

      6.    Jack's payout at this WPS (which is *% of his Target CCP) is $*. See
            Payout Card in Appendix 2.

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                            APPENDIX 2 - PAYOUT CARD

                                        *

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                               APPENDIX 3: REVENUE

      RECOGNIZED REVENUE DEFINED.

(a)   For Winning Performance Plan Participants Revenue will be
      "Recognized Revenue" under this Plan if it meets all of the following
      requirements:

      (1) Sapient has received a binding written contract, commitment letter or
      Purchase Order for the revenue for the project, and the revenue for
      services rendered qualifies to be recorded and has been recorded on
      Sapient's books as recognized revenue for services for the applicable Plan
      Period; provided however, that appropriate reserves, as determined by
      Sapient in its sole discretion, and all amounts to be paid by Sapient as
      reimbursable expenses and project materials (including but not limited to
      travel, entertainment and living expenses, amounts to be paid for third
      party hardware, software, servers and equipment and amounts to be paid to
      subcontractors or other third parties, and any other materials and
      equipment mutually agreed by Sapient and the client to be purchased or
      licensed for the engagement) will be excluded from "Recognized Revenue"
      for purposes of this Plan;
      (NOTE: In the event that a project is sold with a mark-up by Sapient on
      third-party hardware, software or materials, the Plan Committee will
      determine on a case-by-case basis, based upon the margin of the project,
      in his sole discretion, the amount, if any, of such mark-up to be included
      in "Recognized Revenue" for such project under this Plan);

      (2) Project work corresponding to the revenue must be completed and
      delivered to the client;

      (3) The revenue is accurately assigned to the Participant in Pyramid and
      approved by the BU Lead; and

      (4) If any revenue is from a discounted project, the discount must have
      been approved by the BU Lead prior to communication of the discount to the
      client. No revenue will qualify as Recognized Revenue if the discount for
      it was not approved by the BU Lead prior to communication of the discount
      to the client.

(b)   All revenue from qualified sales and/or services, whether from a
      Fusion workshop, design, development or implementation, support or
      maintenance, license fees or other services, is includable and will be
      given equal weight if it meets the other terms and conditions of this
      Plan.

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