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                                                                    EXHIBIT 10.3

SCHEDULE IDENTIFYING AGREEMENTS SUBSTANTIALLY IDENTICAL TO THE FORM OF
INDEMNIFICATION AGREEMENT CONSTITUTING EXHIBIT 10.2 HERETO ENTERED INTO BY
MINDSPEED TECHNOLOGIES, INC. AND EACH OF THE FOLLOWING PERSONS:

Name

Donald R. Beall
Dwight W. Decker
Donald L. Gips
Raouf Y. Halim
Ming Louie
Thomas A. Madden
Jerre L. Stead
Simon Biddiscombe<PAGE>

                                                                   EXHIBIT 10.45

May 4, 2005

Martin H. Singer
c/o PCTEL, Inc.
Suite 400
8725 West Higgins Road
Chicago, IL   60631

                      Re: Amendment to Employment Agreement

Dear Marty:

      As you know, the Compensation Committee of the Company's Board of
Directors recently restructured the Stretch Bonus component of your Employment
Agreement by eliminating the rolling two-year Stretch Bonus currently in place
for 2004/2005 and replacing it with an ongoing yearly "stretch" bonus beginning
in fiscal 2005. This yearly "stretch" bonus will be based on performance goals
established by the Compensation Committee to recognize substantial
overachievement by the Company of planned revenue and planned EBTA (earnings
before taxes, amortization of intangible charges for goodwill and depreciation
of assets and amortization of stock-based compensation charges). The specific
terms and conditions of this yearly "stretch" bonus plan will be determined
annually by the Compensation Committee and the Board of Directors. This yearly
"stretch" bonus will replace the defined concept of the "Stretch Bonus" wherever
it appears in your Employment Agreement.

      By acknowledging and accepting this letter below, you agree that this
letter will constitute an amendment to your Employment Agreement.

                                          Very truly yours,

                                          PCTEL, INC.

                                          /S/ Richard C. Alberding
                                          ----------------------------
                                          Richard C. Alberding,
                                          Chairman of the Compensation
                                          Committee of the Board of Directors

ACKNOWLEDGED AND AGREED:

/S/ Martin H. Singer
----------------------------
Martin H. Singer, Chairman and
Chief Executive Officer<PAGE>

                                                                   EXHIBIT 10.46

                                   PCTEL, INC.
                             2005 CEO "STRETCH" PLAN
                          (ADOPTED AS OF MARCH 8, 2005)

INTRODUCTION

      The PCTEL, Inc. 2005 CEO "Stretch" Plan (the "Plan"), as recommended by
the Compensation Committee of the Board of Directors and approved by the Board
of Directors of the Company, is designed to provide an incentive to the Chief
Executive Officer for substantial overachievement of the Company's planned
revenue and planned EBTA (earnings before taxes, amortization of intangible
charges for goodwill and depreciation of assets and amortization of stock-based
compensation charges) on a consolidated basis for 2005, up to a maximum payment
of $200,000. The Plan is intended to work essentially as an extension of the
2005 Short-Term Bonus Incentive Plan for the Chief Executive Officer by
rewarding performance representing substantial overachievement of the Company's
planned growth goals.

ADMINISTRATION OF THE PLAN

The Board of Directors will approve or disapprove final disposition of all
matters pertaining to the administration of the Plan, acting upon the
recommendation of the Compensation Committee.

PLAN PARTICIPANTS

      The Chief Executive Officer of the Company is the sole employee eligible
to participate in the Plan.

PLAN PERFORMANCE MEASURES

   General Plan Parameters

      The annual performance measures under the Plan are based on the Company's
planned revenue and planned EBTA for 2005 as established by the senior
management of the Company and approved by the Board of Directors at the end of
2004. These performance goals are weighted to recognize substantial
overachievement of planned revenue and planned EBTA resulting from growth of the
Company's currently existing operations (i.e., "organic growth") in 2005 as
distinguished from growth in revenue resulting from acquisitions of businesses
or companies (i.e., "acquired growth") completed in such fiscal year. Under the
Plan, 40% of the Plan is weighted in favor of "organic" revenue, 40% in favor of
"organic" EBTA, 10% in favor of "acquired" revenue, and 10% in favor of
"acquired" EBTA. If the Company substantially exceeds both its planned "organic"
growth and planned acquired growth level objectives as determined by the
Compensation Committee, then the Chief Executive Officer will be entitled to
receive the bonus incentives described under "Target Awards" below.

   Target Awards

      The incentive to be paid to the Chief Executive Officer under the Plan is
intended to be paid in shares of the Company's restricted stock under the 1997
Stock Plan. The number of restricted shares to be paid to the Chief Executive
Officer will be determined by dividing the total incentive amount awarded to
such employee by the closing price of the Company's common stock on Nasdaq on
the trading day prior to the date the Compensation Committee of the Board of
Directors determines the amount of the incentive to be paid. Such shares when
issued will be fully vested. Attainment of the Plan performance goals may result
in incentive payments of up to a maximum of $200,000.

AMENDMENT OR TERMINATION OF THE PLAN

The Committee may terminate, amend or modify the Plan at any time, subject to
the approval of the Chief Executive Officer to the extent that such termination,
amendment or modification may affect terms contained the employment agreement of
the Chief Executive Officer.

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OTHER CONSIDERATIONS

No right or interest of the Chief Executive Officer in the Plan is assignable or
transferable, or subject to any lien, directly or by operation of law, or
otherwise.

The eligibility of or participation by the Chief Executive Officer under the
Plan does not guarantee any right to continued employment, and the Company
reserves the right to terminate the employment of any Plan participant at any
time and for any reason.

The Company has the right to deduct from all awards under this Plan any taxes
required by law to be withheld with respect to such awards.<PAGE>

                                                                   EXHIBIT 10.47

                                   PCTEL, INC.
                      2005 SHORT-TERM BONUS INCENTIVE PLAN
                          (ADOPTED AS OF MARCH 8, 2005)

INTRODUCTION

      The purpose of the PCTEL, Inc. 2005 Short-Term Bonus Incentive Plan (the
"Plan") is to (i) establish short-term compensation incentives that are
market-based and promote the hiring and retention of key personnel; (ii) ensure
that executive compensation awards align the interests of the Company's Plan
participants with stockholders; and (iii) develop a comprehensive compensation
structure that maintains management's flexibility to recognize and reward
individual goal accomplishments.

ADMINISTRATION OF THE PLAN

      The Compensation Committee will approve or disapprove final disposition of
all matters pertaining to the administration of the Plan.

      The Compensation Committee has the responsibility to administer the Plan,
except in respect of compensation matters pertaining to the Chief Executive
Officer, which shall be administered by the Board of Directors.

PLAN PARTICIPANTS

The officers of the Company (Vice President and higher) are eligible to
participate in this Plan, as well as any other key managers of the Company as
may be identified by the Chief Executive Officer or the Compensation Committee.

Participants must be full time employees of the Company to be eligible for bonus
payments. Any employee who voluntarily resigns or is terminated for cause during
2005 will not be eligible for any bonus payment under the Plan. Termination of
employment as a result of death or disability, or other circumstances as
determined by the Compensation Committee, will result in a pro rata award for
the affected Plan participant based on the period of employment during 2005.

PLAN PERFORMANCE MEASURES

General Plan Parameters

      The annual performance measures under the Plan for 2005 are comprised of
both corporate goals and goals corresponding to the business unit of the Plan
participant (if applicable).

      Achievement in full of a particular planned corporate goal or targeted
business unit goal results in a score of 75% for purposes of the incentive
awards described in "Target Awards" below. Overachievement of a planned or
targeted goal can result in a score of up to 100%, and underachievement can
result in scores down to 0%. Scores for corporate and business unit goals are
aggregated and averaged on a weighted basis in determining the amount of a
specific award.

      Corporate goals are defined in terms of planned revenue and planned EBTA
(earnings before taxes, amortization of intangible charges for goodwill and
depreciation of assets and amortization of stock-based compensation charges) of
the Company on a consolidated basis for each fiscal year, as established by the
Company's senior management and approved by the Board of Directors at the end of
the previous fiscal year. The bonus payment percentage amount will be awarded
50% for attainment of a revenue target and 50% for attainment of an EBTA target.

      Business unit goals are generally defined in terms of targeted operational
objectives for the Plan participant based on business unit activities that can
be impacted by the participant's contribution. These objectives include targeted
revenue and targeted EBTA for each particular unit. The bonus payment percentage
amount for these participants will be awarded 35% for attainment of a business
unit revenue target, 35% for attainment of a business unit EBTA target, 15% for
attainment of a Company revenue target and 15% for attainment of a Company EBTA
target.

<PAGE>

      For officers, including the Chief Executive Officer, whose
responsibilities are not confined to a particular business unit, the goals are
weighted 100% in favor of corporate goals. For all other Plan participants with
business unit responsibilities, the goals are weighted 30% in favor of corporate
goals and 70% in favor of the goals of the particular business unit.

      At the discretion of the Board of Directors, business unit objectives may
be segmented into two or more distinct sub-business unit categories. The bonus
payment percentage amounts for these Plan participants will be awarded based on
an allocation determined by the Compensation Committee of the Board of
Directors.

Target Awards

      Each participant in the Plan is eligible to be awarded a maximum incentive
expressed as a percentage of that participant's annual salary. Maximum potential
bonuses for each participant are established as a percentage of base salary in
2005, and range from 20% for key managers to 100% for the Chief Executive
Officer, depending upon the responsibility and title of the participant's
position.

Incentives under the Plan for performance during 2005 are intended to be paid in
shares of the Company's restricted stock under the 1997 Stock Plan. The number
of restricted shares to be paid to a particular Plan participant will be
determined by dividing the total incentive amount awarded to such participant by
the closing price of the Company's common stock on Nasdaq on the trading day
prior to the date the Compensation Committee of the Board of Directors
determines the amount of the incentive to be paid. Such shares when issued will
be fully vested.

AMENDMENT OR TERMINATION OF THE PLAN

      The Committee may terminate, amend or modify the Plan at any time.

OTHER CONSIDERATIONS

      No right or interest of any participant in the Plan is assignable or
transferable, or subject to any lien, directly or by operation of law, or
otherwise.

      The eligibility of or participation by an employee of the Company under
this Plan does not guarantee any right to continued employment, and the Company
reserves the right to terminate the employment of any Plan participant at any
time and for any reason.

      The Company has the right to deduct from all awards under this Plan any
taxes required by law to be withheld with respect to such awards.

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