Document:

<PAGE>   1

                                                                 EXHIBIT 10.23.2

           AMENDMENT NO. 1 TO TELECT, INC. 2000 EQUITY INCENTIVE PLAN

The Telect, Inc. 2000 Equity Incentive Plan (the "Plan") is hereby amended as
follows.

1. Section 10.1(a) of the Plan is hereby amended and restated in its entirety to
read as follows:

                     (a) ANNUAL OPTION GRANTS. Effective upon the completion of
       each annual meeting of the shareholders of the Company which occurs on or
       after the Effective Date (an "ANNUAL MEETING"), each person who is
       serving as an Outside Director shall be granted an Option to purchase
       Five Thousand (5,000) shares of Stock, subject to adjustment as provided
       in Section 4.2; provided, however, that the first time a person is
       elected to serve as an Outside Director, they shall be granted, instead
       of the foregoing Option grant, an Option to purchase Ten Thousand
       (10,000) shares of Stock, subject to adjustment as provided in Section
       4.2. Notwithstanding the foregoing, the first grants of Ten Thousand
       (10,000) share Options made pursuant to this section shall be made to all
       Outside Directors effective upon the effective date of Board approval of
       Amendment No. 1 to the Plan, not upon the completion of the first annual
       meeting of shareholders of the Company occurring after the Effective
       Date.

2. The Plan is hereby amended to include Appendix A for California Residents
attached hereto.

       IN WITNESS WHEREOF, the undersigned Secretary of the Company certifies
that the foregoing sets forth Amendment No. 1 to the Telect, Inc. 2000 Equity
Incentive Plan as duly adopted by the Board effective as of August 30, 2000.

                                        ----------------------------------------

                                        JUDITH A. WILLIAMS, Secretary

<PAGE>   2

                       APPENDIX A FOR CALIFORNIA RESIDENTS
                                 TO TELECT, INC.
                           2000 EQUITY INCENTIVE PLAN

       This Appendix to the Telect, Inc. 2000 Equity Incentive Plan (the "Plan")
shall have application only to Participants who are residents of the State of
California. Capitalized terms contained herein shall have the same meanings
given to them in the Plan, unless otherwise provided in this Appendix.
NOTWITHSTANDING ANY PROVISION CONTAINED IN THE PLAN TO THE CONTRARY AND TO THE
EXTENT REQUIRED BY APPLICABLE LAW, THE FOLLOWING TERMS AND CONDITIONS SHALL
APPLY TO ALL AWARDS GRANTED TO RESIDENTS OF THE STATE OF CALIFORNIA, UNTIL SUCH
TIME AS THE STOCK BECOMES A "LISTED SECURITY" UNDER THE SECURITIES ACT:

       1. Nonqualified Stock Options shall have an exercise price not less than
85% of the Fair Market Value of a share of Stock on the effective date of grant
of the Option, except that any Option granted to a Ten Percent Owner shall have
an exercise price not less than 110% of the Fair Market Value of a share of
Stock on the effective date of grant of the Option.

       2. The purchase price for any Stock Awards that may be purchased under
the Plan ("Stock Purchase Rights") shall be at least 85% of the Fair Market
Value of a share of Stock on the effective date of grant of the Stock Purchase
Right or at the time the purchase is consummated. Notwithstanding the foregoing,
the purchase price shall be at least 100% of the Fair Market Value of a share of
Stock at the effective date of grant of the Stock Purchase Right or at the time
the purchase is consummated in the case of any Ten Percent Owner.

       3. Options shall have a term of not more than ten years from the
effective date of grant of the Option.

       4. Awards shall be nontransferable other than by will or the laws of
descent and distribution. Notwithstanding the foregoing, and to the extent
permitted by Section 422 of the Code, the Committee, in its discretion, may
permit distribution of an Option to an inter vivos or testamentary trust in
which the Option is to be passed to beneficiaries upon the death of the trustor
(settlor), or by gift to "immediate family" as that term is defined in Rule
16a-1(e) of the Exchange Act.

       5. Options shall become exercisable at the rate of at least 20% per year
over five years from the effective date of grant of the Option, subject to
reasonable conditions such as continued employment. However, in the case of an
Option granted to Officers, Directors or Consultants, the Option may become
fully exercisable, subject to reasonable conditions such as continued
employment, at any time or during any period established by a Participating
Company.

       6. Unless employment is terminated for cause, the right to exercise an
Option in the event of termination of employment, to the extent that the
Participant is otherwise entitled to exercise an Option on the date employment
terminates, shall be

<PAGE>   3

              a. at least six months from the date of termination of employment
if termination was caused by death or Disability; and

              b. at least 30 days from the date of termination if termination of
employment was caused by other than death or Disability;

              c. but in no event later than the remaining term of the Option.

       7. No Award may be granted to a resident of California more than ten
years after the earlier of the date of adoption of the Plan and the date the
Plan is approved by the shareholders.

       8. Any Award exercised before shareholder approval of the Plan is
obtained shall be rescinded if shareholder approval is not obtained within 12
months before or after the Plan is adopted. Such shares shall not be counted in
determining whether such approval is obtained.

       9. The Company shall provide annual financial statements of the Company
to each California resident holding an outstanding Award under the Plan. Such
financial statements need not be audited and need not be issued to key employees
whose duties at the Company assure them access to equivalent information.

       10. Any right of repurchase on behalf of the Company in the event of a
Participant's termination of employment shall be at a purchase price that is (a)
not less than the Fair Market Value of the securities upon termination of
employment, and the right to repurchase shall be exercised for cash or
cancellation of purchase money indebtedness for the shares within 90 days of
termination of employment (or in the case of securities issued upon exercise of
Options after the date of termination, within 90 days after the date of the
exercise), and the right shall terminate when the Company's securities become
publicly traded; or (b) at the original purchase price, provided that the right
to repurchase at the original purchase price lapses at the rate of at least 20%
of the shares per year over five years from the date the Option or Stock
Purchase Right is granted (without respect to the date the Option or Stock
Purchase Right was exercised or became exercisable) and the right to repurchase
shall be exercised for cash or cancellation of purchase money indebtedness for
the shares within 90 days of termination of employment (or in the case of
securities issued upon exercise of Options after the date of termination, within
90 days after the date of the exercise). In addition to the restrictions set
forth in clauses (a) and (b), the securities held by an Officer, Director or
Consultant may be subject to additional or greater restrictions.<PAGE>   1

                                                                 EXHIBIT 10.24.1

                         AMENDMENT NO. 1 TO TELECT, INC.
                        2000 EMPLOYEE STOCK PURCHASE PLAN

The Telect, Inc. 2000 Employee Stock Purchase Plan (the "Plan") is hereby
amended as follows.

1. The first sentence of Section 6 of the Plan is hereby amended by changing
January 1, 2001" to "January 31, 2001."

2. The first sentence of Section 8.1 of the Plan is hereby amended by changing
"Thirteen Thousand Dollars ($13,000)" to "Twelve Thousand Five Hundred Dollars
($12,500)".

       IN WITNESS WHEREOF, the undersigned Secretary of the Company certifies
that the foregoing sets forth Amendment No. 1 to the Telect, Inc. 2000 Employee
Stock Purchase Plan as duly adopted by the Board effective as of September 14,
2000.

                                        ----------------------------------------

                                        JUDITH A. WILLIAMS, Secretary<PAGE>   1
                                                                   EXHIBIT 10.26

                                  TELECT, INC.
                           PERFORMANCE INCENTIVE PLAN
                                   AUGUST 2000

PHILOSOPHY

The purpose of the Performance Incentive Plan (PIP) is to provide incentive
compensation to those employees who have a direct impact on corporate and
strategic success and to drive performance to higher standards. The PIP supports
Telect's strategy and culture by focusing people on business priorities for
individuals at higher levels. Individual objectives are established to link with
corporate objectives.

The PIP also supports Telect's compensation philosophy of attracting and
retaining the best and brightest employees. Incentive opportunities are compared
to market to ensure competitiveness.

The Performance Incentive Plan is a discretionary program and may be terminated
at any time at the discretion of the Officer Team and/or the Board of Directors.

ELIGIBILITY

The President/CEO, vice presidents and directors are eligible to participate in
the PIP. Employees who are classified as Managers and have two or more direct
reports are also eligible, as well as individual contributors in salary grade 23
and above. Additional participants may be approved at the discretion of the
President/CEO. .

Employees who are on a sales commission are not eligible to participate in the
PIP even if they hold a position as a director, manager or individual
contributor in salary grade 23 and above. All other employees who do not fall
into the categories of positions as stated in the previous paragraph are not
eligible to participate in the PIP. This includes temporary employees, interns
and contractors/consultants.

DESIGN

The PIP links company performance with individual performance and pays out an
incentive on a quarterly basis based on each participant's quarterly base
salary. The PIP is designed to offer an upside opportunity with payouts ranging
from 100 to 150% of targets. The PIP minimizes subjectivity by directly tying
metrics to participant's performance.

OBJECTIVES

Objective setting is an integral part of the PIP and occurs once per year.
Participants receive guidance and approval from their managers and individual
objectives may be modified as needed on a quarterly basis. The Officer Team sets
financial and corporate objectives for the new fiscal year that are approved by
the Board of Directors. Each participant is held accountable to these objectives
and sets individual objectives that tie to financial and corporate objectives.

                                       1
<PAGE>   2

Objectives are established for three categories: 1) Financial, 2) Corporate and
3) Individual.

Financial objectives are based on overall financial measurements such as revenue
and net income. Financial objectives are established by the Officer Team and
approved by the Board of Directors.

Corporate Objectives are based on yearly goals that require a focused effort to
accomplish, such as gross margins, lead times, inventory turns, and customer
service. Corporate Objectives are established by the Officer Team and approved
by the Board of Directors.

Individual Objectives are established based on their contribution to Financial
and Corporate Objectives. Each participant's objectives are to be approved by
his or her immediate supervisor and department and/or organizational vice
president and reviewed by the Officer Team to ensure fairness and consistency.
Participants may be asked to change their objectives based on a comparison of
their objectives to other participants. Each participant fills out the PIP
Objectives Worksheet that identifies required criteria and approval.

Financial and Corporate Objectives will be paid on the following three tiers: 1)
threshold, 2) target and 3) stretch.

<TABLE>
<CAPTION>
        TIER          DEFINITION                                  PAYOUT
<S>                   <C>                                         <C>
        Threshold     Minimum acceptable attainment                100%
        Target        Target of acceptable attainment              125%
        Stretch       Extraordinary achievement                    150%
</TABLE>

Quarterly Individual Objectives will be based on a target completion date
(usually by the end of the quarter).

Potential percentage payouts of base salary, at threshold as defined above, are
as follows:

<TABLE>
<S>                                                <C>
        Officers                                   35%
        Directors                                  25%
        Managers/Individual Contributors           15%
</TABLE>

For payout purposes, each category is weighted depending upon level of
responsibility as follows:

<TABLE>
<CAPTION>
                                            FINANCIAL*    CORPORATE*      INDIVIDUAL
<S>                                         <C>           <C>             <C>
        Officers                               50%           25%             25%
        Directors                              40%           30%             30%
        Managers/Individual Contributors       25%           25%             50%
</TABLE>

The Officer Team will approve the formula for payout each quarter.

*In the event of an error in calculation, the Officer Team will review the
circumstances and take appropriate action at their discretion.

                                       2
<PAGE>   3

Employees are eligible to participate in the PIP immediately upon hire. Managers
will submit their employees' PIP objectives to HR as of their eligibility date.
Payouts will be on a pro-rated basis from their eligibility date. An employee
must be a continuous regular full-time employee through the end of the quarter
in order to receive a payout for that quarter. A terminated employee does not
receive a payout for the quarter in which they terminate unless their
termination date is on the last day of the quarter.

SCHEDULE

The PIP schedule will be based on an annual/fiscal year basis.

        Nov/Dec              The Officer Team develops Financial Performance and
                             Corporate Objectives for the new year for Board of
                             Directors approval.

        Dec                  Financial Performance and Corporate Objectives are
                             communicated and individual objectives are
                             established.

        Jan                  The Officer Team approves all objectives.

        Apr/Jul/Oct/Jan      Participants submit their accomplishments against
                             approved objectives.

        May/Aug/Nov/Feb      Results of Financial Performance and Corporate
                             Objectives are communicated and payouts are
                             distributed.

        Dec/Mar/Jun/Sep      Participants submit modifications quarterly to HR
                             with approval from respective VP.

                                       3

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00016-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00016-of-00352.parquet"}], [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00016-of-00352.parquet"}]]