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                                                                   EXHIBIT 10.17

                COMPENSATORY ARRANGEMENTS WITH EXECUTIVE OFFICERS

Base Salary

      As of March 16, 2005, the base salaries of each of the executive officers
of Open Solutions Inc. (the "Company") are as follows:

<TABLE>
<S>                                                                             <C>
Louis Hernandez, Jr., Chairman of the Board and Chief Executive Officer         $  321,000

Andrew S. Bennett, Senior Vice President and Chief Operating Officer            $  220,000

Carl D. Blandino, Senior Vice President, Chief Financial Officer and Treasurer  $  190,000

Gary E. Daniel, Senior Vice President and General Manager, Credit Union Group   $  200,000

James R. Kern, Senior Vice President and General Manager, Banking Group         $  190,000

David G. Krystowiak, Senior Vice President and General Manager, Strategic       $  200,000
Solutions Group

Michael D. Nicastro, Senior Vice President, Marketing & Product Management      $  190,000
</TABLE>

      The Company's Compensation Committee has approved increases to the base
salaries of Messrs. Bennett, Blandino, Daniel, Kern, Krystowiak and Nicastro.
Effective April 1, 2005, the salaries of these executive officers will increase
to $250,000, $225,000, $210,000, $210,000, $210,000, and $210,000, respectively.

Cash Bonus Compensation

      For 2005, Messrs. Hernandez, Bennett, Blandino and Nicastro will receive a
bonus based on the Company's revenue and earnings before interest, taxes,
depreciation and amortization ("EBITDA") for the fiscal year ending December 31,
2005. The target bonus payment is 50% of the recipient's base salary (75% for
Mr. Hernandez) and may be adjusted upwards or downwards if revenue and EBITDA
exceed or do not meet the targets. Each of revenue and EBITDA is weighted
equally in calculating the bonus. The revenue portion of the bonus will not be
paid unless a threshold of 85% of the revenue target is achieved, and the EBITDA
portion will not be paid unless a threshold of 50% of the EBITDA target is
achieved. In addition, if (i) EBITDA exceeds the target and (ii) the average of
each of revenue and EBITDA in relation to the targets (on a percentage basis)
exceeds 100%, the payouts under both the revenue and EBITDA portions of the
bonus (on a percentage basis) will increase at four times the rate that each of
revenue and EBITDA exceed the targets (on a percentage basis). The maximum bonus
payment is 100% of the recipient's base salary (150% for Mr. Hernandez), which
would be achieved if the Company exceeds 125% of its revenue and EBITDA targets.

      In addition, Messrs. Daniel, Kern and Krystowiak will receive a bonus
based on the Company's revenue and EBITDA for the fiscal year ending December
31, 2005 and the value of customer contracts executed within such recipient's
business segment ("Contract Value") during the fiscal year ending December 31,
2005. The target bonus payment is $150,000 and may be adjusted upward if
Contract Value exceeds the target or downward if revenue, EBITDA or Contract
Value do not meet the targets. Each of revenue and EBITDA account for 30% of the
bonus calculation, and Contract Value accounts for 40%. The revenue portion of
the bonus will not be paid unless a threshold of 85% of the revenue target is
achieved, the EBITDA portion will not be paid unless a threshold of 50% of the
EBITDA target is achieved, and the Contract Value portion will not be paid
unless a threshold of 80% of the Contract Value target is achieved. In addition,
if EBITDA exceeds the target, the payout under the Contract Value portion of the
bonus (on a percentage basis) will increase at four times the rate that the
Contract Value exceeds the target (on a percentage basis). The maximum bonus
payment for each recipient is $210,000, which would occur if the Company exceeds
100% of its revenue and EBITDA targets and the recipient exceeds 125% of his
Contract Value target.

Other Compensation

      The Company's Compensation Committee may also, from time to time, award
each of the executive officers compensation in the form of stock options granted
under the Company's 2000 or 2003 Stock Incentive Plans.

      Mr. Hernandez receives certain other compensation pursuant to his
Employment Agreement, which is filed as an exhibit to the Company's Annual
Report on Form 10-K. The Company also pays an annual life insurance premium of
$4,150 and a monthly car allowance of $1,148 for Mr. Hernandez.<PAGE>

                                                                   EXHIBIT 10.18

              COMPENSATORY ARRANGEMENTS WITH NON-EMPLOYEE DIRECTORS

      Each non-employee director of Open Solutions Inc. (the "Company") is paid
an annual retainer consisting of (i) $12,000 in cash and (ii) restricted stock
units granted pursuant to the Company's 2003 Stock Incentive Plan with an
initial value of $12,000. The number of restricted stock units granted is
determined by dividing $12,000 by the last sale price of the Company's common
stock on the Nasdaq National Market on the date of grant. The restricted stock
units vest on the earlier of (i) the date on which the non-employee director
leaves the Board and (ii) the ninth anniversary of the January 1 immediately
following the date of grant. Each non-employee director may elect to receive all
or part of the cash portion of the annual retainer in the form of restricted
stock units as described above.

      Each non-employee director also receives an amount equal to $1,000 for
each Board meeting that the non-employee director personally attends, or $750
for each Board meeting that the non-employee director participates in by
telephone. In addition, each non-employee director who serves on the Audit
Committee receives an annual retainer of $6,000 and each non-employee director
who serves on the Compensation and Nominations Committees receives an annual
retainer of $4,000. The chairman of the Audit Committee receives an additional
$5,000 per year, and the chairmen of the Compensation and Nominations Committees
each receive an additional $2,500 per year.

      Each non-employee director will also receive (i) upon initial election to
the Board, an option to purchase 15,000 shares of the Company's common stock,
(ii) on the date of the 2005 Annual Meeting of Stockholders, an option to
purchase 15,000 shares of the Company's common stock (except for Howard Carver,
who will receive 5,000 shares because he received a grant of 15,000 shares upon
initial election to the Board in 2004, which the other non-employee directors
did not receive), and (iii) on the date of each Annual Meeting of Stockholders
after the 2005 Annual Meeting of Stockholders, an option to purchase 5,000
shares of the Company's common stock. Such options will have an exercise price
equal to the last sale price of the Company's common stock on the Nasdaq
National Market on the date of grant. One-third of the shares of common stock
underlying each option will be exercisable one year after the date of grant, and
the remaining shares will vest monthly thereafter over a two-year period.

      The Company reimburses its non-employee directors for reasonable
out-of-pocket expenses incurred in attending Board or committee meetings. No
director who is an employee of the Company receives separate compensation for
services rendered as a director.<PAGE>

Exhibit 10.6

                                VICOR CORPORATION
                              SALES INCENTIVE PLAN

REGIONAL SALES MANAGEMENT

I.    OBJECTIVES:

      A.    To encourage participants to meet or exceed Vicor's sales goals
            within established expense standards.

      B.    To compensate participants in proportion to their sales
            accomplishments and margin contribution.

II.   PRINCIPAL PROVISIONS:

      A.    Term

            The term of this plan is usually from January 1 through December 31,
            of each year.

      B.    Modification

            This plan may be modified by the Senior Vice President of Sales as
            business situations, events and, circumstances warrant.

      C.    Eligibility

            All Sales management personnel who are directly responsible for the
            management of Bookings from and Billings to customers of Vicor,
            unless otherwise excluded.

            a.)   New or transferred members of this plan will participate on a
                  pro-rata basis starting the first full calendar quarter of
                  participation in the plan. Calendar quarters are defined in
                  the annual Vicor Fiscal Calendar.

            b.)   Participants who resign or are terminated for cause from Vicor
                  within a quarterly incentive period will terminate all
                  participation in the plan, retroactive to the beginning of
                  that period.

            c.)   Participants terminated by Vicor without cause, transferred or
                  retired, will be considered for incentive on a pro-rata basis
                  within an incentive period at the time determination of sales
                  incentive is made.

III.  INCENTIVE:

      A.    Sales incentive will be granted at the rate of 2% of "Net Billings
            Delta" times the Gross Margin as calculated, by sales territory at
            the end of each incentive period.

            a.)   Each participant will be given a Quarterly Billings Plan
                  approved by the Senior Vice President of Sales. This will be
                  based on the previous year's net sales billed, less
                  exclusions.

                 1.)   Assume 1995 Net Billings of $7,000K

                 2.)   1996 Quarterly Billings goal is $1,750K

                 3.)   Q1 1996 Net Billings are $2,250K, Gross Margin is 45%
                       $2,250 - $1,750K = $500K x (.02 x .45) = $4,500 incentive
                       Q2 Billings are $1,500K
                       No commission would be paid, ($250K) would be carried
                       forward and added to Q3
                       Q3 1996 Billings, $3,000K, net, Gross Margin is 47%
                       $3,000K - $1,750K - $250K = $1,000K
                       $1,000K x (.02 x .47) = $9,400

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IV.   DEFINITIONS:

      A.    Billings Plan - the amount of Net Billings in a territory during the
            plan year, normally similar to the previous year's Billings, divided
            by four, will establish the base quarterly quota for the incentive
            year.

      B.    Net Billings Delta - the difference between the year's actual net
            Quarterly Billings and the Billings Plan.

      C.    Territory - a geographical area or major account(s) and designated
            locations established by Vicor. Territories may only be revised by
            the Senior Vice President of Sales.

      D.    Contingencies:

            a.)   Sales resulting from very little or no effort on the part of
                  the participant may be classified as a "windfall" and may be
                  excluded in whole, in part, or not at all, at the discretion
                  of the Senior Vice President of Sales.

            b.)   Consideration may be given to a participant whose goal is
                  unattainable due to unforeseen circumstances outside of the
                  participant's control. Requests for adjustments must be made
                  in writing to the Senior Vice President of Sales within five
                  days after the end of each incentive period.

            c.)   In general, no Billings Plan will be less than $1,000,000
                  annually.

V.    MAXIMUM INCENTIVE:

      A.    In no case will a Quarterly incentive exceed 100% of a participant's
            base quarterly salary.

VI.   EXCLUSIONS:

      A.    Shipments to Vicor licensees and other customers as may be
            designated, are excluded from this plan.

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                                VICOR CORPORATION
                              SALES INCENTIVE PLAN

SALES AND MARKETING MANAGEMENT

I.    OBJECTIVES:

      A.    To encourage participants who significantly contribute to Vicor's
            sales growth to support Vicor's sales goals within established
            expense standards.

II.   PRINCIPAL PROVISION:

      A.    Term

            The term of this plan is usually from January 1 through December 31,
            of each year.

      B.    Modification

            This plan may be modified by the President, as business situations,
            events and circumstances warrant.

      C.    Eligibility

            At the discretion of the President. Generally, managers who have
            participants in the Sales Incentive Plan reporting to them.

III.  INCENTIVE:

  Incentive will be based on the formula outlined below:

   Mgr./VP (incentive) = Mgr./VP (salary)                   x SIGMA RM incentive
                         ------------------------------------
                         SIGMA RM (salary) + Mgr./VP (salary)

      The incentive for the manager will be his/her salary divided by the sum of
the salaries of those sales persons reporting to said manager plus his/her
salary times the sum of all the aforesaid sales managers' incentive
compensation.

            An example based on the foregoing could be:

            Incentive =   $80,000                x $60,000
                          -----------------------
                          (5 x $60,000) + $80,000

            Incentive = $12,632

      This assumes an $80K salary, five sales persons making $60K and an
      incentive of $60K paid to the five sales managers.

IV.   MAXIMUM PAYMENT:

   A.    In no case will a Quarterly payment exceed 100% of a participant's
         base quarterly salary.

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