Unassociated Document


    EXHIBIT
      10.1

    


    SUMMARY
      OF 2007 ANNUAL BONUS PLAN FOR EXECUTIVE OFFICERS AND CERTAIN
KEY MANAGEMENT
      EMPLOYEES

    


    On
      September 21, 2007, upon the recommendation of the Compensation Committee (the
      “Committee”) of the Board of Directors of Metropolitan Health Networks, Inc.
      (the “Company”), the Board of Directors of the Company established the target
      bonus amounts and the performance criteria applicable to the Company's 2007
      bonus plan for executive officers and certain key management employees (the
      “Bonus Plan”).

    


    The
      Bonus
      Plan is a performance-based, cash incentive plan designed to promote the
      interests of the Company and its shareholders by providing employees with
      financial rewards upon achievement of specified individual and team business
      objectives, as well as helping the Company attract and retain key
      employees.

    


    All
      of
      the Company's executive officers, senior vice presidents and vice presidents,
      including all of the “named executive officers”, are eligible to participate in
      the Bonus Plan.

    


    For
      any
      bonus to be paid to any named executive officer under the Bonus Plan, the
      Company must first achieve at least 80% of its target year-end consolidated
      income after allocated overhead and before income taxes (the “Threshold Goal”).


    


    Provided
      the Threshold Goal is satisfied, bonuses will be payable to named executive
      officers under the Bonus Plan based on a formula that takes into account the
      Company's attainment of certain performance goals (the “Performance Goals”) and
      the achievement by vice presidents and senior vice presidents (the
“Non-Executive Participants”) of certain individual objectives (the “MBOs”),
      each of which objective is assigned a weighted value by the Compensation
      Committee. Subject to the Company’s satisfaction of the Threshold Goal and the
      attainment of at least some of the target results, the recipient can receive
      some level of bonus.

    


    The
      Company has established Performance Goals with respect to the following measures
      of operating performances (the "Performance Factors"):

    


    
      	
            	·	
              the
                provider service network segment's income before taxes and after
                allocated
                overhead for the fiscal year ending December 31,
                2007;

            


    

     

    
      	
            	·	
              the
                health maintenance organization segment’s income before taxes and after
                allocated overhead for the fiscal year ending December 31, 2007;
                and

            


    

     

    
      	
            	·	
              aggregate
                corporate expenses for the year ending December 31, 2007.
                

            


    

     

    A
      designated percentage of each executive officer’s bonus is attributable to the
      average weighted value of the MBOs actually attained by each Non-Executive
      Participant and the Company's relative success in meeting various established
      milestones with respect to each Performance Factor.

    


    In
      the
      event that the Company achieves the target threshold for each of the Performance
      Factors and the MBOs satisfied by the Non-Executive Participants, on average,
      exceed a target level, the named executive officers will be entitled to receive
      a bonus (the “Target Bonus”) equal to the percentage of their base salary set
      forth below. 

    


    
      
        
        

      

      
        
        

        
          

        

      

      
        
        

      

    

    
      	Title	 	
              Percentage
                of Base Salary at
                Target

            
	Chief Executive Officer	 	
              60%

            
	Chief Financial Officer	 	
              50%

            
	President of Provider Service
              Network	 	
              50%

            
	General Counsel	 	
              40%

            


    

    


    Actual
      bonuses payable may be as high as 200% of the Target Bonus or as low as zero
      depending on the Company's and employees’ level of success with respect to the
      Performance Factors and the MBOs.

    


    Bonuses
      pursuant to the Bonus Plan are anticipated to be paid once the Company completes
      the audit of its financial statements for the fiscal year ending December 31,
      2007.