Document:

<PAGE>

                                                                    Exhibit 10.1

                       EMPIRE BLUE CROSS AND BLUE SHIELD
                  ANNUAL EXECUTIVE INCENTIVE COMPENSATION PLAN
                             2000 PLAN DESCRIPTION

PURPOSE

The purpose of the Empire Blue Cross and Blue Shield Annual Executive Incentive
Compensation Plan (the "Plan") is to improve Company performance by relating
executive and management compensation to Corporate and Division annual
objectives and to motivate eligible employees of Empire Blue Cross and Blue
Shield (the "Company") to achieve operational excellence.

ELIGIBILITY

Participation in the Plan is generally restricted to full-time positions that:

1.   Are executive, middle management, and other key contributors, and

2.   Are grades 25 or above.

However, additional positions below grade 25 that significantly and directly
influence business performance may be selectively included at the discretion of
the President and Chief Executive Officer (the "CEO"). Positions otherwise
eligible may be deleted at the CEO's discretion. The Target Award Pool will not
be increased to accommodate the target awards for any such positions which are
added.

Positions participating in the Sales Incentive Plan or other short-term
incentive plans offered by the Company are not eligible to participate in this
Plan for that portion of the year during which they participated in another
plan.

Participants hired after September 30/th/ of the current Plan year are not
eligible to participate in the Plan.

ADMINISTRATION SUMMARY

At the beginning of each year, the CEO will develop performance measures for
the Corporation based on Empire's annual plan. The CEO will recommend the
corporate objectives to the Board of Directors for approval.

At the beginning of each year (See Exhibit A), the Nominating and Compensation
Committee of the Board (the "Committee") will evaluate the performance of the
CEO and the Corporation for the most recent Plan year. The Committee will then
establish the Performance Adjusted Award Pool and recommend the actual
incentive payments to be awarded to the CEO and direct reports to the CEO, and
present them to the full Board for ratification.*

The Committee has overall responsibility for, and has the maximum discretion
permitted under the law over, the administration of the Plan and the
interpretation of all of the Plan's terms. The Board of Directors reserves the
right to amend, suspend, or terminate the Plan at any time without recourse on
the part of any employee.

     * The Committee may, at its discretion establish separate pool and separate
     Multipliers for the CEO and for the group of all other eligible executives.

                                       1

<PAGE>

PLAN FEATURES

Individual Awards - On March 29, 2000, the Board approved the revised Annual
Executive Incentive Compensation Plan for 2000. On June 28, 2000, the Board
approved certain amendments to the Plan including changes related to the
determination of Individual Awards as follows: (1) new participants entering the
Plan on or after June 28, 2000 will have Individual Awards based on their base
salary in effect at the time they enter the Plan times the target award
percentage associated with their grade level as shown in Exhibit B, and (2)
participants who were in the Plan prior to June 28, 2000 will have their
Individual Target Awards based on their April 15, 2000 base salary times the
target award percentage associated with their grade level as shown in Exhibit B,
or, if greater, the incentive opportunity that was available to them under the
Plan approved by the Board on March 29, 2000. this "grandfathering" feature will
cease when the incentive opportunity provided in methodology (1) exceeds the
incentive opportunity provided in methodology (2). Pro-rations will be made for
salary and grade changes that occur after April 15, 2000 as appropriate.

Adjust Individual Awards are determined by the CEO and management based on the
individual's contribution to corporate, division and individual business
objectives. Adjusted Individual Awards for the direct reports to the CEO, or any
other position with the title Senior Vice President, will be individually
reviewed by the Nominating and Compensation Committee. An Adjusted Individual
Award may be more or less than the Individual Target Award depending on actual
results achieved, but will not exceed 1.5 times the Individual Target Award. All
awards are granted as lump sum payments.

Target Award Pool - The sum of the Individual Target Awards of eligible Plan
participants in grade 25 and above at 100% performance on all objectives is the
Target Award Pool. At target, if all Plan participants as of December 1999
remain in the Plan for the full year, the Target Award Pool would be $9.5
million (not including the target award for the CEO, for whom the Board may
establish a separate pool). The actual pool will be based on participants as of
December 31, 2000, prorated based on months of participation in the Plan and any
changes in grade level during the Plan year as well as changes to base salary
that occur after April 15, 2000.

Performance Objectives - Specific objectives are established at the beginning of
the performance period (See Exhibit C) for the corporation, each division and
each eligible individual. Objectives may be weighted based on relative
importance.

Corporate objectives will be expressed as measurable results, (e.g., achievement
of targeted return on average GAAP equity, increase in membership, etc.), and/or
relative performance, (e.g., Empire's targeted return on average GAAP equity
compared to a selected group of comparable companies, customer satisfaction
relative to prior customer surveys, etc.).

Performance Measures - Objectives will have numerical measures by which to
assess performance. Each objective will generally have a threshold level of
performance, below which no credit will be earned. In some cases, the target
performance level may also be the threshold. Each objective will also have a
maximum level of performance above which no additional credit will be earned.
Achieving the objective, i.e., the target performance level, earns 1.0 credit
for that goal.

Measures selected for the Corporation may vary form one year to another. Chosen
measures will, in each instance, reflect important strategic and/or tactical
objectives crucial to the applicable entity's success.

Corporate Multiplier - The Corporate Multiplier will be based on the aggregate
level of corporate objective achievement and will range from 0 to 1.5. Each
weighted corporate objective will be evaluated

                                       2

<PAGE>

and scored separately.  The weighted scores will be summed to become the
Corporate Multiplier (See Exhibit D) to be utilized in determining the
Performance Adjusted Award Pool.  The Committee has discretion to modify the
results of the calculation if, in their opinion, it does not appropriately
reflect overall performance.

Performance Adjusted Award Pool - Calculation of a Performance Adjusted Award
Pool will be made at the end of each performance year.  The Pool is equal to the
product of the Target Award Pool adjusted by the Corporate multiplier.  Payments
to all eligible participants may not exceed the Performance Adjusted Award Pool.

SPECIAL CONSIDERATIONS

If a participant's employment is terminated due to death, long-term disability,
or retirement prior to the date of payment, the participant or the participant's
beneficiary will normally receive a pro-rata portion of the award that would
have been received had the participant been active for the full year.

If a participant's employment is terminated for reasons other than those
described above, including resignation, job elimination or discharge, prior to
the date of payment, any rights to an award will be forfeited.  Exceptions may
be granted on the CEO's recommendation, subject to approval by the Committee and
ratification by the Board.

LIMITATIONS

Participation in the Plan neither implies nor guarantees continuance of
employment.  No part of the Plan shall be construed as a compensation contract,
either explicit or implied.

                                       3<PAGE>

                                                                    Exhibit 10.2

                            EMPIRE HEALTHCHOICE, INC.
                  ANNUAL EXECUTIVE INCENTIVE COMPENSATION PLAN
                              2001 PLAN DESCRIPTION

PURPOSE

The purpose of the Empire HealthChoice, Inc. (the "Company") Annual Executive
Incentive Compensation Plan (the "Plan") is to improve Company performance by
relating executive and management compensation to corporate and division annual
objectives and to motivate eligible employees to achieve operational excellence.

ELIGIBILITY

Participation in the Plan is generally restricted to full-time positions that
are:

1.      Executive, middle management, or other key contributors, and

2.      Grades 25 or above.

However, additional positions below grade 25 that significantly and directly
influence business performance may be selectively included at the discretion of
the President and Chief Executive Officer (the "CEO"). Positions otherwise
eligible may be deleted at the CEO's discretion. The Target Award Pool will not
be increased to accommodate the target awards for any such positions that are
added.

Positions participating in the Sales Incentive Plan or other short-term
incentive plans offered by the Company are not eligible to participate in this
Plan for that portion of the year during which they participated in another
plan.

ADMINISTRATION SUMMARY

At the beginning of each year, the CEO will develop performance measures for the
Company based on Empire's annual plan. The CEO will recommend the corporate
objectives to the Board of Directors for approval.

At the beginning of each year (See Exhibit A), the Nominating and Compensation
Committee of the Board (the "Committee") will evaluate the performance of the
CEO and the Company for the most recent Plan year. The Committee will then
establish the Performance Adjusted Award Pool and recommend the actual incentive
payments to be awarded to the CEO and direct reports to the CEO, and present
them to the full Board for ratification. The Committee may, at its discretion,
establish separate pools and separate multipliers for the CEO and for the group
of all other eligible executives.

The Committee has overall responsibility for, and has the maximum discretion
permitted under the law over, the administration of the Plan and the
interpretation of all of the Plan's terms. The Board of Directors reserves the
right to amend, suspend, or terminate the Plan at any time without recourse on
the part of any employee.

                                        1

<PAGE>

PLAN FEATURES

Individual Awards - For 2001, the determination of Individual Awards will be as
follows: (1) new participants who entered the Plan on or after June 28, 2000
will have Individual Awards based on their base salary in effect as of April 15,
2001 times the target award percentage associated with their grade level as
shown in Exhibit B, and (2) participants who were in the Plan prior to June 28,
2000 will have their Individual Target Awards based on their April 15, 2001 base
salary times the target award percentage associated with their grade level as
shown in Exhibit B, or, if greater, the incentive opportunity that was available
to them under the Plan approved by the Board on March 29, 2000. This
"grandfathering" feature will cease when the incentive opportunity provided in
methodology (1) exceeds the incentive opportunity provided in methodology (2).
Pro-rations will be made for salary and grade changes that occur after April 15,
2001 as appropriate.

Adjusted Individual Awards are determined by the CEO and management based on the
individual's contribution to corporate, division and individual business
objectives. Adjusted Individual Awards for the direct reports to the CEO, or any
other position with the title Senior Vice President, will be individually
reviewed by the Nominating and Compensation Committee. An Adjusted Individual
Award may be more or less than the Individual Target Award depending on actual
results achieved, but will not exceed 1.5 times the Individual Target Award. All
awards are granted as lump sum payments.

Target Award Pool - The sum of the Individual Target Awards of eligible Plan
participants in grade 25 and above at 100% performance on all objectives is the
Target Award Pool. At target, if all Plan participants as of December 2000
remain in the Plan for the full year, the Target Award Pool would be $11.4
million (not including the target award for the CEO, for whom the Board may
establish a separate pool). The actual pool will be based on participants as of
December 31, 2001, prorated based on months of participation in the Plan and any
changes in grade level during the Plan year as well as changes to base salary
that occur during the Plan year.

Performance Objectives - Specific objectives are established at the beginning of
the performance period (See Exhibit C) for the corporation, each division and
each eligible individual. Objectives may be weighted based on relative
importance.

Corporate objectives will be expressed as measurable results, (e.g., achievement
of targeted before-tax return on average GAAP equity, increase in membership,
etc.), and/or relative performance, (e.g., Empire's targeted before-tax return
on average GAAP equity compared to a selected group of comparable companies,
customer satisfaction relative to prior customer surveys, etc.).

Performance Measures - Objectives will have numerical measures by which to
assess performance. Each objective will generally have a threshold level of
performance, below which no credit will be earned. In some cases, the target
performance level may also be the threshold. Each objective will also have a
maximum level of performance above which no additional credit will be earned.
Achieving the objective, i.e., the target performance level, earns 1.0 credit
for that goal.

Measures selected for the Corporation may vary from one year to another. Chosen
measures will, in each instance, reflect important strategic and/or tactical
objectives crucial to the applicable entity's success.

                                        2

<PAGE>

Corporate Multiplier - The Corporate Multiplier will be based on the aggregate
level of corporate objective achievement and will range from 0 to 1.5. Each
weighted corporate objective will be evaluated and scored separately. The
weighted scores will be summed to become the Corporate Multiplier (See Exhibit
D) to be utilized in determining the Performance Adjusted Award Pool. The
Committee has discretion to modify the results of the calculation if, in their
opinion, it does not appropriately reflect overall performance.

Performance Adjusted Award Pool - Calculation of a Performance Adjusted Award
Pool will be made at the end of each performance year. The Pool is equal to the
product of the Target Award Pool adjusted by the Corporate Multiplier. Payments
to all eligible participants may not exceed the Performance Adjusted Award Pool.

SPECIAL CONSIDERATIONS

If a participant's employment is terminated due to death or long-term
disability, or if a termination of employment occurs due to retirement (defined
herein as eligibility for as eligibility for retiree medical coverage based on
meeting the following criteria: (1) at least 65 years of age plus 10 or more
years of service, (2) at least 55 years of age plus 20 or more years of service,
or (3) at least 30 years of service at any age), prior to the date of payment,
the participant or the participant's beneficiary will eligible to receive,
subject to recommendation by the participant's manager and the CEO along with
approval by the Committee and ratification by the Board, a pro-rata portion of
the award that would have been received had the participant been active for the
full year. Notwithstanding anything to the contrary in this paragraph, if a
participant's employment is terminated prior to the date of payment due to job
elimination or discharge, any rights to an award will be forfeited.

If a participant terminates employment prior to the date of payment for any
reason other than death, long-term disability or retirement (as defined above),
any rights to an award will be forfeited. Such terminations shall include but
not be limited to resignation, job elimination or discharge.

LIMITATIONS

(a)      No part of the Plan shall be construed as an employment or compensation
         contract, either explicit or implied. The establishment of the Plan
         shall not be construed as conferring any legal rights upon any
         participant for a continuation of employment, nor shall it interfere
         with the rights of the Company to discharge a participant and to treat
         him or her without regard to the effect which such treatment might have
         upon him or her as a participant in the Plan.

(b)      The Company shall have the right to deduct from any amounts otherwise
         payable to a participant, whether pursuant to the Plan or otherwise, or
         otherwise to collect from the participant, any required withholding
         taxes with respect to benefits under the Plan.

(c)      Subject to any applicable law, no benefit under the Plan shall be
         subject in any manner to, nor shall the Company be obligated to
         recognize, any purported anticipation, alienation, sale, transfer
         (otherwise than by will or the laws of descent and distribution),
         assignment, pledge encumbrance, or charge, and any attempt to do so
         shall be void. No such benefit shall in any manner be liable for or
         subject to garnishment, attachment, execution, or as a levy, or liable
         for or subject to the debts, contracts, liabilities, engagements, or
         torts of the participant.

(d)      The Plan shall not be construed conferring on a participant any right,
         title, interest, or claim in or to any specific asset, reserve,
         account, or property of any kind possessed by the Company. To the
         extent that as a participant or any other person acquired a right to
         receive payments from the Company, such right shall be no greater than
         the rights of an unsecured general creditor.

                                        3

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00043-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00043-of-00352.parquet"}]]