Document:

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                                                               EXHIBIT NO. 10.1

                               STATEMENT OF WORK

THIS STATEMENT OF WORK ("SOW") is made and entered into as of February 9, 2007
("Effective Date") by and between Original Ink, LLC a Corporation of the
Commonwealth of Virginia, and Catuity Inc. ("CATUITY"), a Delaware C
Corporation. The professional services that are provided by Original Ink will be
performed by Victoria Platt and governed by the terms and conditions set forth
in this SOW.

SERVICE FEES AND PAYMENT TERMS

Included under this SOW are the activities described herein. Victoria Platt will
work with CATUITY to complete the activities listed below. The intent of this
contractor position is to act in a Marketing Consultant role and provide
Marketing advise and direction to the Marketing Manager, National Sales Director
and all members of the Sales team and other Catuity staff as needed. The role
will deal primarily with the Marketing and Sales teams, but is in no way limited
to those departments.

 Primary Job Duties

      -     Create a one-page branding document that outlines the purpose and
            positioning of Catuity, the competitive marketplace and Catuity's
            key selling propositions

      -     Build 4 to 5 case studies which highlight the success stories of
            Catuity clients.

      -     Create 1-2 page sell sheets for each product offered by Catuity that
            includes a brief description of the product, key product benefits,
            key selling propositions, competitive differences, major customer
            objections, Catuity customer success stories and proposed sales
            script(s)

      -     Execute a Needs Assessment for Phase II of the website; recommend
            next steps to achieve a goal of 40% of all sales leads coming from
            Catuity.com by Q3 2007.

      -     Develop a templated webinar for Gift Cards and for Loyalty Programs

      -     Assist in developing and executing promotional programs for the
            client and industry trade shows as specified by Catuity.

      -     Assist in developing and executing follow-on contact strategies
            after completion of the base 30 day call strategy, to include
            content, frequency, media, sequencing

      -     Provide marketing expertise and advice on other projects as needed.

All deliverables are subject to a monthly review with Catuity staff. This
position is for a part-time contractor.

For Ms. Platt's services, CATUITY shall pay Original Ink in the following
manner:

      a)    CATUITY shall pay a fee of up to $8,000 for up to 120 hours for
            contract services outlined above within 30 days of invoice date. Ms.
            Platt will be required to work between 12 to 20 hours per week
            during the 3 month timeframe and should be available for phone and
            conference calls as needed.

      b)    CATUITY will reimburse Original Ink for customary out-of-pocket
            expenses, including, but not limited to, travel costs, provided
            CATUITY has agreed to the same in writing prior to the expense being
            incurred.

      c)    Deliverables within the OUTLINE may be added to the SOW, upon mutual
            agreement of Catuity and Original Ink, and as such will be billed at
            the same rate agreed upon in the SOW unless otherwise agreed upon in
            writing. All

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projects outside the scope of this SOW will be considered beyond the scope of
the project.

      d)    All additional consulting services and related expenses will be
            invoiced to CATUITY at least every twenty (20) business days.

Original Ink is acting as a prime contractor and does not currently intend to
partner with other service providers. Original Ink may have the right to include
third parties, provided CATUITY agrees, as it sees necessary to complete the
scope of this project as outlined in this SOW. In the event that Original Ink
elects to utilize any third party, it will first seek the approval of CATUITY.

Scheduling for delivery of the services being proposed in this SOW will begin
upon the signing of this contract. The above consulting service rates are valid
only if this SOW is signed on or before February 16, 2007 after which date the
above-specified fee(s) shall be subject to change by CATUITY.

IN WITNESS WHEREOF, the parties hereto, by their duly authorized
representatives, have executed this SOW.

CATUITY INC.                            ORIGINAL INK, LLC

By: /s/ Debra Hoopes                    By: /s/ Victoria Platt
    ----------------------               -----------------------------

    Debra Hoopes                            Victoria Platt
    SVP and CFO                             Principal
    300 Preston Ave
    Suite 302
    Charlottesville, VA 22902

    Date:   February 16, 2007               Date: February 16, 2007exv10w1

 

Exhibit 10.1

COMPLETE PRODUCTION SERVICES, INC.

MANAGEMENT INCENTIVE PLAN GUIDELINES

SENIOR MANAGEMENT

PURPOSE

The Plan is intended to provide incentive compensation awards to participants based on their
contribution to the achievement of the total company performance goal in addition to their
performance against established operating unit goals and objectives.

COMPENSATION COMMITTEE OF THE BOARD

The Compensation Committee of the Board of Directors has overall authority to approve the design of
the Plan and establish the performance objectives of the Plan in conjunction with the Board’s
approval of the annual financial plan. The Committee can approve any extraordinary financial gains
or losses for inclusion or exclusion in calculating awards. The Committee also approves award
levels for the Chief Executive Officer and the other members of senior management and maintains the
authority to adjust performance goals and levels for this group in case of divestiture, merger,
acquisition, or other unforeseen and unusual events measurably impacting operating results. The
Compensation Committee of the Board may terminate and, from time to time, amend any provisions of
the Plan and has the authority to terminate the Plan at any time during the Plan Year for any
reason. Participants will receive a pro rata percentage of any incentive award based on financial
results as of the date of the Plan termination, as determined by the Compensation Committee. Final
awards for the CEO and other members of senior management are subject to approval of the
Compensation Committee.

LIMITATIONS OF RIGHTS 

Nothing contained in this Plan shall be construed to give any participant of the Company any right
to any allocations other than at the sole discretion of the Compensation Committee, or its
designee, or to limit in any way the right of the Company to terminate a participant’s employment
at any time, or be evidence of any agreement or understanding, expressed or implied, that any
person will be employed in any particular position or at any particular rate of remuneration. All
questions relating to the interpretation and administration of the Plan shall be resolved by the
Compensation Committee, or its designee, whose decision shall be binding upon all employees.

Nothing in this Plan shall supersede any rights granted to a participant under a separate
employment agreement or other similar arrangement with the Company.

 

 

COMPLETE PRODUCTION SERVICES, INC.

MANAGEMENT INCENTIVE PLAN GUIDELINES

SENIOR MANAGEMENT

PARTICIPANTS MUST BE EMPLOYED ON THE DATE THE AWARDS ARE PAID OUT IN ORDER TO BE ELIGIBLE TO RECEIVE AN AWARD.

No employee has an inherent right to be selected for participation in the Plan or to continue as a
participant except at the discretion of the Compensation Committee, or its designee.

If the employment of the participant is terminated by the employee or by the Company prior to the
completion of the performance period for any reason except disability, death, retirement,
reduction-in-force, or change of control, any rights to any incentive award will be forfeited. In
the event of termination due to disability, death, retirement, or reduction-in-force (which occurs
during the fourth quarter of the plan year), a participant may receive a pro-rated award. An
incentive award may not be paid or may be reduced if a participant is not actively at work for
extended period of time during the plan year at the discretion of the CEO.

OPERATION OF THE PLAN

The four levels of performance objectives – Entry (E), Expected Value (EV), Over Achievement (OA),
and Stretch (S) — are established using the annual financial plan. The Expected Value (EV)
performance objective is generally the “Plan”. The Entry level is the minimum level of performance
for which the Plan will make an award. Stretch (S) is the highest level of performance that will be
rewarded by the Plan.

PERFORMANCE MEASURES

The performance measures will be earnings before interest, taxes, depreciation and amortization
(EBITDA). Awards may be split and weighted based on the level of responsibility and degree of
impact that the individual has upon the goals. The failure to meet certain non-quantitative
performance measures, such as individual performance objectives, may reduce the amount of award as
determined by the CEO.

For the CEO and other corporate members of senior management, 100% of the award will be based on
the EBITDA results of Complete Production Services, Inc. For the Division Presidents, 25% of the
award opportunity will be based on the EBITDA results of Complete Production Services, Inc. and 75%
of the award opportunity will be based on Division EBITDA results.

Each participant will receive a letter, which states the specific criteria he/she will be measured
on during the performance period. The CEO, with the approval of the Compensation Committee,
establishes the performance criteria and final performance results used to determine award amounts.

 

 

COMPLETE PRODUCTION SERVICES, INC.

MANAGEMENT INCENTIVE PLAN GUIDELINES

SENIOR MANAGEMENT

INCENTIVE AWARD OPPORTUNITIES

Performance is divided into four award opportunity levels — Entry, Expected Value, Over Achievement
and Stretch. The target incentive amount is earned when the Expected Value (100%) of each component
is reached. Entry level payout of 10% of the EV for each component is triggered when the Entry
level for the performance measure is reached. For Over Achievement payout of 150% to occur, the
results must meet the over achievement goal of the financial measure. Stretch results or greater
will earn a payout of two times the payout opportunity at EV. Results falling between the stated
thresholds of E, EV, OA and S will result in interpolated payout.

PERFORMANCE PERIOD

The Plan’s performance period will be January 1st through December 31st.

INCENTIVE AWARD CALCULATION AND PAYMENTS

Incentive awards will be computed and paid out within 90 days after year-end. Incentive Award
percentages will be rounded to the nearest 0.5%. Payment for the full amount of the award earned
after required minimum tax withholding will be made by check by the end of March. For the purpose
of this Plan, base salary is defined as the participant’s base monthly salary as of December 3lst
of the plan year times 12 months.

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