Document:

4.1 2005 Stock Incentive Plan

                    SECURITY INTELLIGENCE TECHNOLOGIES, INC.

                            2005 Stock Incentive Plan

1. Purpose; Definitions.

     The purpose of the Security Intelligence Technologies, Inc. 2005 Stock
Incentive Plan (the "Plan") is to enable Security Intelligence Technologies,
Inc. (the "Company") to attract, retain and reward the key employees, director
and consultants as hereinafter set forth.

     For purposes of the Plan, the following terms shall be defined as set forth
below:

     (a) "Affiliate" means any corporation, partnership, limited liability
company, joint venture or other entity, other than the Company and its
Subsidiaries, that is designated by the Board as a participating employer under
the Plan, provided that the Company directly or indirectly owns at least 20% of
the combined voting power of all classes of stock of such entity or at least 20%
of the ownership interests in such entity.

     (b) "Board" means the Board of Directors of the Company.

     (c) "Code" means the Internal Revenue Code of 1986, as amended from time to
time, and any successor thereto.

     (d) "Commission" means the Securities and Exchange Commission or any
successor thereto.

     (e) "Common Stock" means the Common Stock, par value $.0001 per share, of
the Company or any class of common stock into which such common stock may
hereafter be converted or for which such common stock may be exchanged pursuant
to the Company's certificate of incorporation or as part of a recapitalization,
reorganization or similar transaction.

     (f) "Company" means Security Intelligence Technologies, Inc., a Florida
corporation, or any successor corporation.

     (g) "Eligible Persons" means persons who are natural persons and whose
services to the Company are not in connection with the offer or sale of
securities in a capital-raising transactions and do not directly or indirectly
promote or maintain a market for the Company's securities.

     (h) "Exchange Act" means the Securities Exchange Act of 1934, as amended
from time to time, and any successor thereto.

     (i) "Non-Qualified Stock Option" means any Stock Option that is not an
incentive stock option as defined in Section 422 of the Code.

     (j) "Plan" means this Security Intelligence Technologies, Inc. 2005 Stock
Incentive Plan, as hereinafter amended from time to time.
<PAGE>

     (k) "Stock Grant" means an award of shares of Stock that is subject to
restrictions under Section 6 of the Plan.

     (l) "Stock Option" or "Option" means any option to purchase shares of
Common Stock as set forth in Section 5 of the Plan.

     (m) "Subsidiary" means any corporation or other business association,
including a partnership or limited liability company (other than the Company),
in an unbroken chain of corporations or other business associations beginning
with the Company if each of the corporations or other business associations
(other than the last corporation in the unbroken chain) owns equity interests
(including stock, partnership interests or membership interests in limited
liability companies) possessing 50% or more of the total combined voting power
of all classes of equity in one of the other corporations or other business
associations in the chain.

2. Administration.

     The Plan shall be administered by a Committee of not less than two
directors of the Company who shall be appointed by the Board and who shall serve
at the pleasure of the Board. If, and to the extent that, no Committee exists
which has the authority to so administer the Plan, the functions of the
Committee specified in the Plan shall be exercised by the Board.

3. Common Stock Subject to Plan.

     (a) The total number of shares of Common Stock reserved and available for
issuance under the Plan shall be one million five hundred thousand (1,500,000)
shares of Common Stock. In the event that Options granted pursuant to said
Section 4 shall for any reason terminate or expire unexercised or Stock Grants
granted pursuant to Section 6 shall be forfeited, such number of shares of
Common Stock shall be available for the registrant pursuant to Stock Options or
Stock Grants pursuant to the Plan.

     (b) In the event of any merger, reorganization, consolidation,
recapitalization, stock dividend, stock split, stock distribution, reverse
split, combination of shares or other change in corporate structure affecting
the Common Stock, such substitution or adjustment shall be made in the aggregate
number of shares reserved for issuance under the Plan and the Options, in the
number and option price of shares of Common Stock subject to outstanding
Options, as may be determined to be appropriate by the Committee, in its
reasonable discretion and consistent with generally accepted accounting
principles consistently applied, provided that the number of shares subject to
any Option shall always be a whole number.

4. Grant of Options. The Committee may grant Non-Qualified Stock Options
under the Plan to Eligible Persons. Options granted under the Plan shall be at
such exercise price, not less than the par value per share, and shall have such
term and shall be exercisable in such installments as the Committee shall, in
its sole discretion, determine.

5. Exercise of Options.

     (a) The Options are cashless and may be exercised by payment of cash or by
the surrender of options to buy shares of Common Stock having a value equal to
the exercise price. The value of the options to buy Common Stock shall mean the
closing price of the Common Stock on the date the Option is exercised.
<PAGE>

     (b) The Committee may at any time offer to buy out for a payment in cash or
Common Stock, any Option in whole or in part and without regard to whether the
Option is then exercisable on such terms and conditions as the Committee shall
establish and communicate to the Option Holder at the time that such offer is
made. Nothing in this Paragraph 5(b) shall require any Option Holder to accept
such offer.

6. Stock Grants.

     (a) Administration. Shares of Stock Grant may be issued to Eligible Persons
either alone, in addition to or in tandem with other awards granted under the
Plan and/or cash awards made outside of the Plan. The Committee shall determine
the Eligible Persons to whom, and the time or times at which, Stock Grants will
be made, the number of shares to be awarded, the price (if any) to be paid by
the recipient of a Stock Grant, subject to Paragraph 6(b) of the Plan, the time
or times within which such awards may be subject to forfeiture, and all other
terms and conditions of the awards. The Committee may condition the grant of
Stock Grant upon the attainment of specified performance goals or such other
factors as the Committee may, in its sole discretion, determine. The provisions
of Stock Grant awards need not be the same with respect to each recipient.

     (b) Awards and Certificates.

     (i) The prospective recipient of a Stock Grant shall have such rights with
respect to such award as are determined by the Committee, and, if requested by
the Committee, unless and until such recipient has executed an agreement
evidencing the award and has delivered a fully executed copy thereof to the
Company, and has otherwise complied with the applicable terms and conditions of
such award.

     (ii) The purchase price for shares of Stock Grant may be equal to or less
than their par value and may be zero. Stock Grants may be issued to Eligible
Persons in consideration for services rendered.

     (iii) Awards of Stock Grant must be accepted within a period of 60 days (or
such shorter period as the Committee may specify at grant) after the award date,
by executing a Stock Grant Award Agreement (if required by the Committee) and
paying the price, if any, required under Paragraph 6(b)(ii).

     (iv) Each participant receiving a Stock Grant shall be issued a stock
certificate in respect of such shares of Stock Grant. Such certificate shall be
registered in the name of such participant, and shall bear an appropriate legend
referring to the terms, conditions, and restrictions applicable to such award;
provided, however, that if such Stock Grant is not subject to restrictions, the
certificate shall only have such legends, if any, as may be required by
applicable federal securities laws.

     (v) If the Stock Grant is subject to restrictions, the Committee shall
require that (A) the stock certificates evidencing shares of Stock Grant be held
in the custody of the Company until the restrictions thereon shall have lapsed,
and (B) as a condition of any Stock Grant award, the participant shall have
delivered a stock power, endorsed in blank, relating to the Stock Grant covered
by such award.
<PAGE>

     (c) Restrictions and Conditions. The shares of Stock Grant awarded pursuant
to this Section 6 may, in the discretion of the Committee, be subject to any one
or more of the following restrictions and conditions:

     (i) Subject to the provisions of the Plan and the award agreement, during a
period set by the Committee commencing with the date of such award (the
"Restriction Period"), the participant shall not be permitted to sell, transfer,
pledge or assign shares of Stock Grant awarded under the Plan. Within these
limits, the Committee, in its sole discretion, may provide for the lapse of such
restrictions in installments and may accelerate or waive such restrictions in
whole or in part, based on service, performance and/or such other factors or
criteria as the Committee may determine, in its sole discretion.

     (ii) Except as provided in this Paragraph 6(c)(ii) and Paragraph 6(c)(i) of
the Plan, the participant shall have, with respect to the shares of Stock Grant,
all of the rights of a stockholder of the Company, including the right to vote
the shares and the right to receive any regular cash dividends paid out of
current earnings. The Committee, in its sole discretion, as determined at the
time of award, may permit or require the payment of cash dividends to be
deferred and, if the Committee so determines, reinvested, subject to Paragraph
6(c)(v) of the Plan, in additional Stock Grant to the extent shares are
available under Section 3 of the Plan, or otherwise reinvested. Stock dividends,
splits and distributions issued with respect to Stock Grant shall be treated as
additional shares of Stock Grant that are subject to the same restrictions and
other terms and conditions that apply to the shares with respect to which such
dividends are issued, and the Committee may require the participant to deliver
an additional stock power covering the shares issuable pursuant to such stock
dividend, split or distribution. Any other dividends or property distributed
with regard to Stock Grant, other than regular dividends payable and paid out of
current earnings, shall be held by the Company subject to the same restrictions
as the Stock Grant.

     (iii) Subject to the applicable provisions of the award agreement and this
Section 6, upon termination of a participant's employment with the Company and
any Subsidiary or Affiliate for any reason during the Restriction Period, all
shares still subject to restriction will vest, or be forfeited, in accordance
with the terms and conditions established by the Committee at or after grant.

     (iv) If and when the Restriction Period expires without a prior forfeiture
of the Stock Grant subject to such Restriction Period, certificates for an
appropriate number of unrestricted shares, and other property held by the
Company with respect to such Restricted Shares, shall be delivered to the
participant promptly.

     (v) The actual or deemed reinvestment of dividends or dividend equivalents
in additional Stock Grant at the time of any dividend payment shall only be
permissible if sufficient shares of Stock are available under the Plan for such
reinvestment (taking into account then outstanding Stock Options, Stock Purchase
Rights and other Plan awards).

7. Amendments. Neither this Plan nor the Options or Stock Grants granted
pursuant to this Plan may be amended, altered or discontinued as to any Option
Holder without the approval of the Option Holder or the holder of the Stock
Grant.
<PAGE>

8. General Provisions.

     (a) The Committee may require each person purchasing shares pursuant to an
Option to represent to and agree with the Company in writing that the optionee
or participant is acquiring the shares without a view to distribution thereof.
The certificates for such shares may include any legend which the Committee
deems appropriate to reflect any restrictions on transfer. All certificates or
shares of Common Stock or other securities delivered under the Plan shall be
subject to such stock-transfer orders and other restrictions as the Committee
may deem advisable under the rules, regulations, and other requirements of the
Commission, any stock exchange upon which the Common Stock is then listed, and
any applicable Federal or state securities law, and the Committee may cause a
legend or legends to be put on any such certificates to make appropriate
reference to such restrictions.

     (b) Nothing contained in this Plan shall prevent the Board from adopting
other or additional compensation arrangements, subject to stockholder approval
if such approval is required; and such arrangements may be either generally
applicable or applicable only in specific cases.

     (c) Neither the adoption of the Plan nor the grant of any award pursuant to
the Plan shall confer upon any employee of the Company or any Subsidiary or
Affiliate any right to continued employment with the Company or a Subsidiary or
Affiliate, as the case may be, nor shall it interfere in any way with the right
of the Company or a Subsidiary or Affiliate to terminate the employment of any
of its employees at any time.

     (d) No later than the date as of which an amount first becomes includible
in the gross income of an Option Holder for Federal income tax purposes with
respect to any Option, the Option Holder shall pay to the Company, or make
arrangements satisfactory to the Committee regarding the payment of, any
Federal, state, or local taxes of any kind required by law to be withheld with
respect to such amount. Unless otherwise determined by the Committee,
withholding obligations may be settled with Common Stock, including Common Stock
that is part of the award that gives rise to the withholding requirement. The
obligations of the Company under the Plan shall be conditional on such payment
or arrangements and the Company and its Subsidiaries or Affiliates shall, to the
extent permitted by law, have the right to deduct any such taxes from any
payment of any kind otherwise due to the participant.

9. Effective Date of Plan. The Plan shall be effective as of February 7,
2005 the date the Plan was approved by the Board.<PAGE>

                                                                    Exhibit 10.1

                              [LOGO] ma(c)rovision

                       2005 EXECUTIVE INCENTIVE PLAN (EIP)

                               FOR EXECUTIVE STAFF

                                February 1, 2005

<PAGE>

OVERVIEW

The Macrovision Corporation Executive Incentive Plan ("EIP") has been
established to provide financial incentives for those key executives who, by
virtue of their position, have a significant impact on the financial performance
of the Company. It has been created with the belief that those executives who
are directly responsible for managing a major profit & loss or cost center, or a
strategic function, and who materially contribute to growth in earnings and
shareholder value should be eligible to participate in a plan which provides for
material cash incentive awards based upon the Company's and their performance.
The purpose of this document is to outline the scope and methodology of the EIP
Plan.

At the beginning of each Plan year, eligible participants will work with the CEO
to establish performance goals and objectives. The individual executives'
performance goals are ultimately reviewed and approved by the CEO and Chairman
prior to March 1st of each Plan year. These goals include specific objectives
for individual/departmental financial performance and certain strategic/tactical
assignments. Each executive's individual financial and strategic/tactical goals
should map closely to the priorities outlined in the Company's Annual Business
Plan. The CEO will review his/her proposed goals with the Chairman. The
Compensation Committee approves the CEO and CFO's goals, and reviews the goals
of all other participants to ensure they are supportive of the goals of the top
executives. The Compensation Committee will determine whether the Chairman is
included in the EIP Plan.

The fundamental philosophy behind the EIP is to reward participants relative to
their individual contribution/performance toward the overall Macrovision team
effort in achieving annual corporate operating and individual performance goals
- as defined in the annual Business Plan with respect to Revenue and EBIT
(earnings before interest and taxes), or Corporate Operating Income. There are
two components to the EIP Award - a `corporate' or team-oriented component, and
an individual or department-based component. The corporate component comprises
50% of the total EIP bonus pool, and the individual component comprises 50% of
the pool.

After the Company has completed its year-end audit, the CEO will review the
accomplishments of the executive staff, and make appropriate award
recommendations to the Chairman based upon the Company's overall performance,
each individual executive's attainment of his/her goals, and each individual's
accomplishments on both an absolute basis and a relative basis compared with
their peer executives. The Chairman and CEO will review and approve the
recommendations, and will present them to the Compensation Committee. The
Compensation Committee will have the full authority to determine whether those
recommended performance awards will be approved and the full latitude to
establish the final performance award value, which may be zero in any and all
cases. The Compensation Committee will review the Chairman and CEO's performance
as applicable, and award the appropriate bonuses.

It should be noted that the Company has a variety of other Incentive Award
programs that are designed to motivate all non-EIP employees throughout the
year. These other programs include Employee Profit Sharing, Performance Bonus,
Special Recognition Awards, Inventions Reward Plan and Time-To-Market Award.
None of the participants in the EIP are eligible for any of these other bonus
and award programs, except the Inventions Reward Plan.

Executive VP EIP participants are recommended by the CEO to the Board
Compensation Committee based on their high level of performance in the prior
year, their cumulative contributions to the Company, and their expected future
contributions. The Compensation Committee approves the EIP participants on or
before March 1st of each fiscal year.

EFFECT ON THE EIP OF THE ACQUISITION OF ANOTHER BUSINESS

In the event that the Company acquires another business that had not been
factored into the Plan, the revenues and profits attributable to that newly
acquired business will only be factored into the calculation of EIP awards under
this Plan to the extent that formal pro forma budgets (budgets which included
the newly acquired business) were prepared and added to the Company's Annual
Plan, the Company's revenue and EBIT targets were officially changed, and
results vs. the revised Annual Plan/targets were tracked for longer than 3
months.

                                        2
                                  CONFIDENTIAL
<PAGE>
                               DEFINITION OF TERMS

A.      ANNUAL PLAN

For 2005, the Annual Plan includes a Revenue target of $[____] and an EBIT
target of $[____] EBIT (Earnings Before Interest and Taxes) is also known as
Operating Income. The EBIT number includes allocated overheads but excludes any
goodwill or acquisition-related charges (stock-based compensation expense,
incremental legal, accounting or transaction fees) and any interest income.

B.      CORPORATE FINANCIAL PERFORMANCE RATING

The Corporate Financial Performance Rating is a measure of the Company's fiscal
year actual performance relative to the Annual Plan. It is defined as a
percentage of [__ times (Actual Revenue divided by Plan Revenue) plus __ times
(Actual EBIT divided by Plan EBIT)] %.

C.      CORPORATE FINANCIAL PERFORMANCE AWARD

The `corporate' or team accomplishment component of the EIP Incentive Award is
the percentage of the employee's earned annual salary that would be awarded to a
participant based on various levels of financial performance achieved by the
Company. See Performance Rating Chart on page 5 for the various Award
Percentages correlating to different Corporate Financial Performance Ratings.
The percentage of the total EIP payout pool allocated to the Company's
performance is 50%.

D.      STATEMENT OF GOALS

A written set of objectives (see pps 7,8,9 for goal sheets) unique to each
participant that establishes quantifiable objectives and measurements of
performance. The goals are all tied directly to the Corporate Business Plan.
They include a combination of the critical Financial, Strategic and Tactical
goals. Each set of goals carries a weighting factor which allows for
quantification of the Individual Performance Rating by the various reviewers. It
is the responsibility of the participant to insure that appropriate
documentation is maintained to support the measurement and accomplishments of
each particular goal. Additional or substitute goals and accomplishments may be
recognized in the measurement of actual Individual Performance Ratings.

E.      INDIVIDUAL PERFORMANCE RATING

Individual Performance Rating is a quantitative measure of each employee's
performance vs. his/her pre-established goals. The ratings are assigned at the
end of the year, following a review by the CEO and Chairman as outlined in these
EIP Plan guidelines.

F.      INDIVIDUAL PERFORMANCE AWARD

The `individual' accomplishment component of the EIP Incentive Award is the
percentage of the employee's earned annual salary that would be awarded to a
participant based on various levels of individual achievement vs. the
pre-established goals. See Performance Rating Chart on page 5 for the various
Award Percentages correlating to different levels of achievement for the
employee. The percentage of the total EIP payout pool allocated for Individual
performance is 50%.

                                        3
                                  CONFIDENTIAL
<PAGE>

                             DETERMINATION OF AWARDS

(See next page for 2005 Performance Rating Chart)

1.      DETERMINE THE CORPORATE FINANCIAL PERFORMANCE RATING

[__ times (Actual Revenue divided by Plan Revenue) plus __ times (Actual EBIT
divided by Plan EBIT] % EBIT is the final year-end Operating Income, including
reserves for EIP Awards.

2.      DETERMINE THE CORPORATE FINANCIAL PERFORMANCE AWARD PERCENTAGE

Example:        Assume Corporate Financial Performance Rating is 120%.
                From the Performance Rating Chart, the Corporate Financial
                Performance Award percentage would be 37.5%.

3.      DETERMINE THE INDIVIDUAL PERFORMANCE RATING

Based on each individual's performance relative to his/her goals, and relative
to the contributions of other executives, the CEO and Chairman will determine
the final Individual Performance Rating, based upon the percentage attainment of
the individual's specified Financial and Strategic/Tactical Goals.

[----]...

4.      DETERMINE THE INDIVIDUAL PERFORMANCE AWARD PERCENTAGE

Example:        Assume employee achieved 100% Performance Rating as above in #3.
                From the Performance Rating Chart, the Individual Performance
                Award Percentage would be 20%.

5.      DETERMINE THE FINAL EIP BONUS AWARD.

Add the Individual Performance Award percentage and the Corporate Financial
Performance Award percentage and multiply this combined percentage by the
employee's actual earned salary to determine the Final EIP Bonus Award for that
employee.

Example: Adding the 37.5% for the Corporate Financial Performance Award and the
20% for the Individual Performance Rating Award yields a Final EIP Bonus of
57.5% of the employee's earned salary.

                                        4
                                  CONFIDENTIAL
<PAGE>
<TABLE>
<CAPTION>

                                                PERFORMANCE RATING CHART TO DETERMINE
                                                      EIP INCENTIVE AWARDS (1)

------------------------------------- -------------------------------- ------------------------------ ------------------------------
   Corporate Financial Performance          Corporate Financial                 Individual               Individual Performance
                Rating                   Performance Award as % of          Performance Rating             Award as % of salary
                                                  salary
------------------------------------- -------------------------------- ------------------------------ ------------------------------
<S>                                             <C>                             <C>                     <C>
------------------------------------- -------------------------------- ------------------------------ ------------------------------
                  140%                              65%                            140%                            65%
------------------------------------- -------------------------------- ------------------------------ ------------------------------
                  130%                              50%                            130%                            50%
------------------------------------- -------------------------------- ------------------------------ ------------------------------
                  120%                             37.5%                           120%                           37.5%
------------------------------------- -------------------------------- ------------------------------ ------------------------------
                  110%                              30%                            110%                            30%
------------------------------------- -------------------------------- ------------------------------ ------------------------------
                  105%                              25%                            105%                            25%
------------------------------------- -------------------------------- ------------------------------ ------------------------------
                  100%                              20%                            100%                            20%
             (Annual Plan)
------------------------------------- -------------------------------- ------------------------------ ------------------------------
                   90%                              0%                             100%                            15% (2)
------------------------------------- -------------------------------- ------------------------------ ------------------------------
                   80%                              0%                             100%                            10% (2)
------------------------------------- -------------------------------- ------------------------------ ------------------------------
             Below 80%                             N.A.                             N.A.                 Discretionary Awards(3)
------------------------------------- -------------------------------- ------------------------------ ------------------------------
</TABLE>

Notes:

(1)     This chart is designed to reflect a 50/50 split in the EIP Bonus pool
        with respect to Company-based performance incentives vs. individual or
        department-based performance incentives. INDIVIDUAL AND CORPORATE
        PERFORMANCE AWARD PERCENTAGES ARE ADDITIVE.

(2)     These two below-the-Annual-Plan Individual Performance Awards will be
        prorated based on performance. In other words, a 90% performance rating
        vs. individual goals would pay out at [0.9 X 15%] = 13.5%. A 125%
        overachievement of individual goals would pay out at [1.25 X 15%] =
        18.75%.

(3)     Refers to situations where the CEO and Chairman may recommend to the
        Board Compensation Committee that special discretionary bonus awards be
        granted to individuals who have made major contributions to the Company
        and/or exceeded their individual EIP goals - even though the Company may
        have achieved less than 80% of its Annual Plan. These discretionary
        awards may be comprised of cash and/or stock options.

                                        5
                                  CONFIDENTIAL
<PAGE>

                        IMPLEMENTATION GUIDELINE SUMMARY

                                 ADMINISTRATION

The Executive VP EIP Plan will be administered by the Compensation Committee
which will have the right to interpret the Plan, confirm award decisions, and
establish guidelines for determining individual awards and rules for the
operation of the Plan.

This Plan sets forth management's intent and it is the exclusive domain of the
Compensation Committee to interpret the Plan. All Compensation Committee
decisions regarding the Plan and award determinations are final.

The CEO, CFO and Chairman's incentive awards will be determined solely by the
Compensation Committee, taking into account the overall Company performance
relative to the established Business Plan, individual accomplishments versus
their goals, and the degree of difficulty of the goals themselves.

                                   ELIGIBILITY

The CEO and selected key business line executives who are in a position to
deliver material profit & loss results, strategic contributions, or cost center
containment are eligible to participate in the Plan. Final approval of eligible
executives is made by the Board Compensation Committee upon recommendation by
the CEO. The Compensation Committee determines whether the Chairman will
participate in any given year's Plan. EIP participants are NOT eligible to
participate in the Employee Profit Sharing Plan, Special Recognition Awards
program, or Employee Performance Bonus Plan. Participation in the Executive
Incentive Plan does not imply employment for any specified period of time, nor
does it constitute a contract of employment, nor does it guarantee any amount of
award.

                                 PRORATE AWARDS

Participants with less than 4 months service in an Executive Manager position
are ineligible for an EIP Award. Awards to participants in Executive Manager
positions for more than 4 months, but less than 1 year, will automatically be
pro-rated since the executive's earned salary will represent less than a full
year's salary.

                                    DURATION

The Compensation Committee shall review this Plan annually and make any
amendments or revisions thereto which it deems appropriate or desirable under
the circumstances, and the Plan shall remain in effect until amended or
terminated by the Compensation Committee.

                                     PAYMENT

To receive an EIP award if one is granted, the participant must remain an
employee of the Company through the payment date. Failure to do so will result
in forfeiture of the award.

Awards will be calculated using the participant's earned salary compensation
during the Plan Year (net of any commissions, travel incentives, bonuses or
other awards).

Incentive Award payments will generally be made no later than March 31st of the
following year, but in no event earlier than the formal signoff of the Company's
year-end financial statements by its Independent Auditors, thus allowing the
Company adequate time to formally analyze its financial results according to the
SEC and GAAP accounting regulations and procedures of a public company.

                                        6
                                  CONFIDENTIAL
<PAGE>

                            EXECUTIVE INCENTIVE PLAN

                               STATEMENT OF GOALS

                                  FOR YEAR 2005

NAME:__________________________________         SUPERVISOR:__________________

TITLE:_________________________________         SIGNED:______________________

SIGNED:________________________________         DATE:_______________

DATE:_______________

The following is a statement of financial, strategic and tactical objectives for
year 2005 that will serve as a basis for overall performance evaluation and
determination of year-end executive incentive award. Actual awards will be based
on individual executive's accomplishments as judged by Chairman and CEO based on
performance vs. goals; absolute value of contributions; relative contribution
vs. other executives; and risk assessment.

NOTE: Late performance reviews by Macrovision executives or their direct reports
(greater than 45 days after the employee anniversary date) are unacceptable and
will result in deducting at least two full departmental goal achievements during
the evaluation and rating of EIP performance.

        A.      CORPORATE GOAL (WEIGHTED AT __%): Achieve Revenue of $[____]
                (weighted at __%). Achieve Earnings Before Interest and Taxes of
                $[____] (weighted at __%).

                Actual Revenue:_________________  Actual EBIT: _________________

        B.      DEPARTMENT/BUSINESS LINE GOALS - FINANCIAL (WEIGHTED AT __%)

                1.      ________________________________________________________

                Actual: ________________________________________________________

                2.      ________________________________________________________

                Actual: ________________________________________________________

                                        7
                                  CONFIDENTIAL

<PAGE>

        C.      DEPARTMENT/BUSINESS LINE GOALS - STRATEGIC/TACTICAL (WEIGHTED AT
                __%)

                1.      ________________________________________________________

                Result: ________________________________________________________

                2.      ________________________________________________________

                Result: ________________________________________________________

                3.      ________________________________________________________

                Result: ________________________________________________________

                4.      ________________________________________________________

                Result: ________________________________________________________

                5.      ________________________________________________________

                Result: ________________________________________________________

                6.      ________________________________________________________

                Result: ________________________________________________________

                7.      ________________________________________________________

                Result: ________________________________________________________

ADDITIONAL/SUBSTITUTE GOALS ACCOMPLISHED DURING YEAR (ONLY LIST THOSE ACTUAL
ACCOMPLISHMENTS WHICH ARE EQUIVALENT IN DEGREE OF DIFFICULTY AND CONTRIBUTION TO
THE COMPANY OF EACH OF THE ASSIGNED 10 GOALS):

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

________________________________________________________________________________

                                        8
                                  CONFIDENTIAL

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