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                                                                   Exhibit 10.14

                               UNICA CORPORATION
                           EXECUTIVE STAFF BONUS PLAN
                     FISCAL YEAR ENDING SEPTEMBER 30, 2005

I.   BONUS PLAN OVERVIEW

     This Plan is designed to reinforce several concepts of performance for
     certain executive staff (each an "executive"). Specifically, this Plan
     rewards:

     -    Achievement of bookings targets

     -    Increased operating profitability as a measure of Company success

     -    Achievement of individual objectives

     For purposes of this Plan, references to the "Board" mean the Board of
     Directors of the Company or its Compensation Committee.

II.  BONUS PLAN ELIGIBILITY

     An executive is eligible to participate in this Plan if the executive's
     employment commences on or before June 30, 2005. Any executive whose
     employment commences between October 1, 2004 and June 30, 2005 will receive
     a pro-rated bonus target based on the date on which the executive's
     employment commences.

III. PLAN DESIGN

     -    BONUS TARGET: Each executive has a bonus target based on the
          individual's role and contribution within the Company. Individual
          executive bonus targets are determined at the time of the employment
          offer and may be revised annually.

     -    BONUS PLAN DESIGN: The core Executive Staff Bonus Plan design contains
          two categories of targeted measurement.

               CATEGORY I. COMPANY PERFORMANCE (75%). This category contains two
               achievement components:

               -    Company bookings

               -    Operating income

               CATEGORY II. INDIVIDUAL MBO GOALS (25%). This category consists
               of individual management-by-objective (MBO) goals for fiscal 2005
               that are to be recommended by the chief executive officer and
               approved by the Board.

IV.  BONUS PAYMENTS AND FUNDING

     Company performance bonus payments will be made as approved by the Board if
     the achievement levels of Company bookings and operating income approved by
     the Board are satisfied.

     -    Company performance achievement will be assessed quarterly. Bonus
          payments will be awarded based upon the attainment of cumulative
          Company bookings and operating achievement levels.

     -    Bonus payments for both Company and regional bookings achievement will
          be capped at 100% for the first three quarters. Overachievement (that
          is, bookings greater than 100% of goal) will be credited towards the
          next quarter.
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     -    The 75% of bonus payments attributable to Company performance shall be
          allocated as follows: 5% for each of the first quarter of fiscal 2005,
          10% for the second and third quarters of fiscal 2005, and 50% for the
          fourth quarter of fiscal 2005 (cumulative).

     Funding for the MBO component is contingent upon the Company meeting its
     threshold financial metrics, as approved by the Board. The MBO component is
     assessed at the end of the fiscal year and is paid out based on actual
     achievement of MBO goals, which are to be recommended by the chief
     executive officer and approved by the Board.

     In its discretion, the Board may determine to make certain bonus payments
     even if Company or individual objectives are not achieved.<PAGE>
                                                                   Exhibit 10.15

                               UNICA CORPORATION
                           EXECUTIVE FIELD BONUS PLAN
                      FISCAL YEAR ENDING SEPTEMBER 30, 2005

I.   BONUS PLAN OVERVIEW

     This Plan is designed to reinforce several concepts of performance for one
     or more field executives (each an "executive"). This Plan is one element of
     the total compensation package for executives.

     For purposes of this Plan, references to the "Board" mean the Board of
     Directors of the Company or its Compensation Committee.

II.  BONUS PLAN ELIGIBILITY

     An executive is eligible to participate in this Plan if the executive's
     employment commences on or before June 30, 2005. Any executive whose
     employment commences between October 1, 2004 and June 30, 2005 will receive
     a pro-rated bonus target based on the date on which the executive's
     employment commences.

III. PLAN DESIGN

     Each executive has a variable compensation plan based on two categories of
     targeted measurement:

          CATEGORY I. BOOKINGS ACHIEVEMENT (75%). This category contains two
          achievement components:

               -    Company bookings

               -    Regional bookings

          CATEGORY II. INDIVIDUAL MBO GOALS (25%). This category consists of
          individual management-by-objective (MBO) goals for fiscal 2005 that
          are to be recommended by the chief executive officer and approved by
          the Board.

IV.  PLAN ADMINISTRATION

     Bonus payments for bookings achievements will be made as approved by the
     Board if achievement levels approved by the Board are satisfied.

     -    Bookings achievement will be assessed quarterly. Bonus payments will
          be awarded based upon the attainment of cumulative Company and
          regional bookings.

     -    Bonus payments for bookings achievements for the first three quarters
          will be made in the first available payroll cycle following the
          financial review of the quarter. Bonus payments will be calculated on
          a linear basis (0%-99%) for the first three quarters.

     -    Bonus payments for both Company and regional bookings achievement will
          be capped at 100% for the first three quarters. Overachievement (that
          is, bookings greater than 100% of goal) will be credited towards the
          next quarter.

     -    Fourth quarter payments will be made after the completion of the
          year-end financial audit. Overachievement for the fiscal year will be
          paid with the fourth quarter payment.

     Funding for the MBO component is contingent upon the Company meeting its
     threshold financial metrics, as approved by the Board. The MBO component is
     assessed at the end of the fiscal year and is paid out based on actual
     achievement of MBO goals, which are to be recommended by the chief
     executive officer and approved by the Board.

     In its discretion, the Board may determine to make certain bonus payments
     even if Company or individual objectives are not achieved.<PAGE>
                                                                   Exhibit 10.16

                                UNICA CORPORATION
          SUMMARY OF COMPENSATORY ARRANGEMENTS WITH EXECUTIVE OFFICERS
                      FISCAL YEAR ENDING SEPTEMBER 30, 2005

     The Compensation Committee of the Board of Directors of Unica Corporation
has approved the following fiscal year 2005 base salaries and target bonuses for
the executive officers named below.

<TABLE>
<CAPTION>
       Name and Principal Position                                      Base Salary      Target Bonus
       ---------------------------                                      -----------      ------------
<S>                                                                     <C>              <C>
       Yuchun Lee ..............................................        $265,000         $225,000
              Chief Executive Officer and President
       Richard M. Darer.........................................        $194,000         $100,000
              Vice President and Chief Financial Officer
       Richard Hale.............................................        $170,000         $ 48,500
              Vice President of Consulting
       Carol Meyers.............................................        $185,000         $ 62,000
              Vice President of Marketing
       Chanchal Samanta.........................................        $190,000         $ 40,000
              Vice President of Development
       Eric Schnadig............................................        $180,000         $180,000
              Vice President of Worldwide Sales
</TABLE><PAGE>
                                                                   Exhibit 10.17

                                UNICA CORPORATION
        SUMMARY OF COMPENSATORY ARRANGEMENTS WITH NON-EMPLOYEE DIRECTORS

     The Board of Directors (the "Board") of Unica Corporation (the "Company")
has approved compensation arrangements for directors who are not also employees
of the Company or any of its subsidiaries ("Outside Directors") effective as of
the closing of the Company's initial public offering of common stock (the "IPO
Date"). Pursuant to these arrangements, each of the Outside Directors is
entitled to the following:

     (a)  a monthly retainer fee of $1,250;

     (b)  an additional monthly retainer fee of $250 with respect to each
          membership of such Outside Director on the Audit Committee,
          Compensation Committee, or Nominating and Corporate Governance
          Committee of the Board (or any successor committee to any of such
          committees); and

     (c)  the grant, as of each annual stockholder meeting (commencing with the
          annual stockholder meeting in 2006), of an option that (i) is
          exercisable to purchase 15,000 shares of common stock, (ii) has an
          exercise price equal to the fair market value on the grant date, (iii)
          vests in full as of the immediately succeeding annual stockholder
          meeting and (iv) terminates upon the earlier of three months after the
          final date on which the Outside Director is a member of the Board and
          ten years after the grant date, provided that an option shall be
          granted to each of Bruce R. Evans and Bradford D. Woloson on the IPO
          Date, which option (i) shall be exercisable to purchase a number of
          shares of common stock equal to 1,250 multiplied by the number of
          months (rounded to the nearest month) in the period from the grant
          date until February 1, 2006, (ii) shall have an exercise price equal
          to the initial price to the public in the Company's initial public
          offering, (iii) shall vest in full as of the 2006 annual stockholder
          meeting, and (iv) shall terminate upon the earlier of three months
          after the final date on which the Outside Director is a member of the
          Board and ten years after the grant date and provided further that in
          the case of any Outside Director who first joins the Board after the
          IPO Date, an option shall be granted to such Outside Director on the
          date on which such Outside Director first joins the Board, which
          option (i) shall be exercisable to purchase a number of shares of
          common stock equal to 1,250 multiplied by the number of months
          (rounded to the nearest month) in the period from the grant date until
          the next scheduled annual stockholder meeting (or, if the next annual
          stockholder meeting has not been scheduled as of the grant date, the
          anniversary of the last annual stockholder meeting), (ii) shall have
          an exercise price equal to the fair market value on the grant date,
          (iii) shall vest in full as of the immediately succeeding annual
          stockholder meeting, and (iv) shall terminate upon the earlier of
          three months after the final date on which the Outside Director is a
          member of the Board and ten years after the grant date.

     In addition, the Chair of the Audit Committee of the Board is entitled to
receive:

     (1)  a monthly retainer fee of $166.67, in addition to the $250 monthly
          retainer fee payable for the Chair's membership on the Audit Committee
          pursuant to clause (b) above;

     (2)  the grant, as of each annual stockholder meeting (commencing with the
          annual stockholder meeting in 2006), of an option that (i) is
          exercisable to purchase 5,000 shares of common stock, (ii) has an
          exercise price equal to the fair market value on the grant date, (iii)
          vests in full as of the immediately succeeding annual stockholder
          meeting and (iv) terminates upon the earlier of three months after the
          final date on which such individual is a member of the Board and the
          tenth anniversary of the grant date; and

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     (3)  in the case of any Outside Director who first becomes Chair of the
          Audit Committee after the IPO Date, the grant, on the date on which
          such Outside Director first becomes such Chair, of an additional
          option that (i) is exercisable to purchase a number of shares of
          common stock equal to 416 multiplied by the number of months (rounded
          to the nearest month) in the period from the grant date until the next
          scheduled annual stockholder meeting (or, if the next annual
          stockholder meeting has not been scheduled as of the grant date, the
          anniversary of the last annual stockholder meeting), (ii) has an
          exercise price equal to the fair market value on the grant date, (iii)
          vests in full as of the immediately succeeding annual stockholder
          meeting, and (iv) terminates upon the earlier of three months after
          the final date on which such individual is a member of the Board and
          the tenth anniversary of the grant date.

     All retainer fees will be paid quarterly in arrears, with fees earned
during a fiscal quarter being paid during the first month of the immediately
succeeding quarter.

     All references above to numbers of shares of common stock give effect to
the reverse split of the common stock effected on May 18, 2005, but are subject
to equitable adjustment in the event of any subsequent stock split, stock
dividend or similar event.

     Any director who is an employee of the Company or any of its subsidiaries
shall not receive any additional compensation for serving as a member of the
Board or any of its committees.

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