Document:

<PAGE>

                                                                    EXHIBIT 10.1

                      FY 2003 Bonus Plan for CMGI Corporate

Plan Objective:
To attract, motivate and retain key talent based on CMGI consolidated business
performance in addition to individual performance.

Eligibility:
Select managers and senior individual contributors who are employees of CMGI and
who have been identified as having an impact on the overall business goals and
objectives of CMGI.

Measurements & Financial Objectives:
The following are the measurements for the bonus plan and the associated
financial objectives and budget that will be used to determine business
performance:

<TABLE>
<CAPTION>
      Measurement                                                          Weighting
      -----------                                                          ---------
      <S>                                                                  <C>
      1.  CMGI Consolidated Business Performance
          Financial Objectives:
          .  Revenue                                                       25%
          .  Pro-Forma Operating Income/Loss                               25%
          .  Cash Usage                                                    25%

      2.  Individual Performance
          .  Based on achievement against individual goals & objectives    25%
</TABLE>

Pro-Forma Operating Income/Loss is defined as Operating Income/Loss
excluding in-process research & development expenses, depreciation,
amortization, long-lived asset impairment and restructuring charges.

Actual business performance will be based on the annual achievement of
the defined financial objectives against the FY 2003 Plan, as approved
by the CMGI Board of Directors. CMGI reserves the right to modify the
budget and financial objectives as necessary based on business changes
associated with mergers, acquisitions, divestitures, shutdowns or other
business situations which require approval from the CMGI Board of
Directors. CMGI also reserves the right to adjust the budget based on
changes in corporate allocations.

Program Funding:
The bonus payout pool will be determined by CMGI consolidated business
performance. Exact funding for the bonus pool for CMGI Corporate will
be driven by the ability of CMGI to meet or exceed its budgeted
financial objectives as approved by CMGI's Board of Directors.

Overall business performance generally has a direct correlation to
individual performance. However, the bonus plan provides for discretion
in recognizing individual accomplishments against goals and objectives,
in addition to business performance. All employees enrolled in the FY
2003 Bonus Plan must have clearly documented goals and objectives in
order to be eligible for the Individual Performance measurement. Any
bonus payments for individual performance will be based on
accomplishments against documented individual goals & objectives,
management discretion and overall bonus pool funding.

<PAGE>

         Payout Table:
         The table below will be used to determine the bonus pool based on final
         CMGI consolidated business performance. A minimum performance threshold
         of 80% must be achieved for pool funding associated with each specific
         financial objective. The maximum pool funding based on business
         performance is 200%. Every 1% increase or decrease in performance
         equals 2.5% increase or decrease in funding.

--------------------------------------------------------------------------------
Business Performance   *80%    80%    90%   100%   110%   120%    130%  ****140%
--------------------------------------------------------------------------------
Pool Funding             0%    50%    75%   100%   125%   150%    175%      200%
--------------------------------------------------------------------------------

*    Denotes less than
**** Denotes greater than or equal to

         Timing of Payment:
         Any earned bonus payments will be measured on an annual basis and paid
         annually. Payments will be determined after all companies have
         submitted their actual performance against FY 2003 Plan.

         Employment Status:
         In order to be eligible to receive any bonus payment under this Plan,
         participants must be actively employed by CMGI at the time annual bonus
         payments are made, which will be as soon as administratively possible
         following the close of the fiscal year. If a participant is a new hire
         during the year or had a bonus change during the year, he or she will
         be eligible for a pro-rated bonus payment based on time worked during
         the plan year. If a participant voluntarily leaves CMGI prior to the
         time the bonus payments are made, he/she will be ineligible to receive
         any bonus payment. If an employee is involuntarily terminated by CMGI,
         for reasons other than cause, prior to the time the bonus payments are
         made, he/she may, in certain circumstances, be eligible for
         consideration for a pro-rated bonus payment based on management
         discretion and time worked during the plan year. If a participant
         transfers to any other CMGI controlled subsidiary, he/she will be
         eligible for a pro-rated bonus payment based on management discretion
         and for the time worked during the plan year.

         Administration:
         This plan shall be administered by the CMGI Board of Directors. The
         CMGI Board of Directors reserves the right to apply its discretion to
         bonus plan eligibility, overall bonus funding and payment of bonuses.
         The CMGI Board of Directors reserves the right to amend or terminate
         this plan at any time. The CMGI Board of Directors reserves the right
         to modify the financial objectives and FY 2003 Plan at any time based
         on business changes during the year. This plan shall be governed by and
         construed in accordance with the laws of the Commonwealth of
         Massachusetts.<PAGE>

                                                                    EXHIBIT 10.2

                                     Form of
                   FY 2003 Bonus Plan for (Operating Company)

Plan Objective:
To attract, motivate and retain key talent based on CMGI consolidated business
performance, (Operating Company) business performance and individual
performance.

Eligibility:
Select managers and senior individual contributors who are employees of
(Operating Company) and who have been identified as having an impact on the
overall business goals and objectives of (Operating Company) and CMGI.

Measurements & Financial Objectives:
The following are the measurements for the bonus plan and the associated
financial objectives and budget that will be used to determine business
performance:

<TABLE>
<CAPTION>
        Measurement                                                      Weighting
        -----------                                                      ---------
        <S>                                                              <C>
        1.  CMGI Consolidated Business Performance                       25%
               Financial Objectives:
               .   Revenue
               .   Pro-Forma Operating Income/Loss
               .   Cash Usage
               .

        2.  (Operating Company) Business Performance
               Financial Objectives:

               .   Pro-Forma Operating Income/Loss                       25%
               .   Cash Usage                                            25%

        3.  Individual Performance                                       25%
               .   Based on 1-2 accomplishments against documented Goals & Objectives
</TABLE>

Pro-Forma Operating Income/Loss is defined as Operating Income/Loss excluding
in-process research & development expenses, depreciation, amortization,
long-lived asset impairment and restructuring charges.

Actual business performance will be based on the annual achievement of the
defined financial objectives against the FY 2003 Plan, as approved by (Operating
Company) Board of Directors and CMGI's Board of Directors, respectively. The
(Operating Company) Board of Directors reserve the right to modify the budget
and financial objectives as necessary based on business changes associated with
mergers, acquisitions, divestitures, shutdowns or other business situations,
which also requires approval from the CMGI Board of Directors. (Operating
Company) Board of Directors also reserves the right to adjust the budget based
on changes in corporate allocations.

<PAGE>

     Program Funding
     The bonus payout pool will be determined by CMGI consolidated business
     performance and (Operating Company) business performance. Exact funding for
     the bonus pool for (Operating Company) will be driven by the ability of
     (Operating Company) and CMGI to meet or exceed its budgeted financial
     objectives as approved by (Operating Company)'s Board of Directors and
     CMGI's Board of Directors, respectively.

     Overall business performance generally has a direct correlation to
     individual performance. However, the bonus plan provides for discretion in
     recognizing individual accomplishments against goals and objectives, in
     addition to business performance. All employees enrolled in the FY 2003
     Bonus Plan must have clearly documented goals and objectives in order to be
     eligible for the Individual Performance measurement. Any bonus payments for
     individual performance will be based on accomplishments against documented
     individual goals and objectives, management discretion and overall bonus
     pool funding.

     Payout Table:
     The table below will be used to determine the bonus pool based on final
     CMGI consolidated business performance and (Operating Company) business
     performance. A minimum performance threshold of 80% must be achieved for
     pool funding associated with each specific financial objective. The maximum
     pool funding based on business performance is 200%. Every 1% increase or
     decrease in performance equals 2.5% increase or decrease in funding.

--------------------------------------------------------------------------------
Business Performance   *80%  80%  90%    100%   110%     120%    130%  ****140%
--------------------------------------------------------------------------------
Pool Funding             0%  50%  75%    100%   125%     150%    175%      200%
--------------------------------------------------------------------------------

*    Denotes less than
**** Denotes greater than or equal to

     Timing of Payment:
     Any earned bonus payments will be measured on an annual basis and paid
     annually. Payments will be determined after all companies have submitted
     their actual performance against FY 2003 Plan.

     Employment Status:
     In order to be eligible to receive any bonus payment under this Plan,
     participants must be actively employed by (Operating Company) at the time
     annual bonus payments are made, which will be as soon as administratively
     possible following the close of the fiscal year. If a participant is a new
     hire during the year or had a bonus change during the year, he or she will
     be eligible for a pro-rated bonus payment based on time worked during the
     plan year. If a participant voluntarily leaves (Operating Company) prior to
     the time the bonus payments are made, he/she will be ineligible to receive
     any bonus payment. If an employee is involuntarily terminated by (Operating
     Company), for reasons other than cause, prior to the time the bonus
     payments are made, he/she may, in certain circumstances, be eligible for
     consideration for a pro-rated bonus payment based on management discretion
     and time worked during the plan year. If a participant transfers to any
     other CMGI controlled subsidiary, he/she will be eligible for a pro-rated
     bonus payment based on (Operating Company) management discretion and for
     the time worked during the plan year.

<PAGE>

Administration:
This plan shall be administered by the (Operating Company) Board of Directors.
The (Operating Company) Board of Directors reserves the right to apply its
discretion to bonus plan eligibility, overall bonus funding and payment of
bonuses. The (Operating Company) Board of Directors reserves the right to amend
or terminate this plan at any time. The (Operating Company) also reserves the
right to modify the financial objectives and FY 2003 Budget at any time based on
business changes during the year. This plan shall be governed by and construed
in accordance with the laws of the Commonwealth of Massachusetts.

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