Document:

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                                                                   Exhibit 10.13

[TECH TEAM(R) LOGO]

                              TECHTEAM GLOBAL, INC.
                              ANNUAL INCENTIVE PLAN
                        Amended Effective January 1, 2007

PURPOSE

The Annual Incentive Plan (AIP) has been established to provide opportunities
for Eligible Employees to receive incentive compensation as a reward for high
levels of corporate performance as well as individual performance that exceeds
the ordinary standards compensated through base salary. The AIP is designed to
provide competitive rewards to recognize Eligible Employees who achieve or
exceed performance objectives.

ELIGIBLE EMPLOYEES

Participation in the AIP is limited to Eligible Employees (Employees). The
Company's CEO shall designate the Eligible Employee's participation level prior
to the commencement of the Measurement Period. The Compensation Committee shall
approve the CEO's designation of Employees and their Participation Level for the
Measurement Period prior to the commencement of the Measurement Period. The
Compensation Committee can deem an employee hired during the Measurement Period
an Employee for the length of time the person is employed with the Company.

BONUS POOL

The AIP is funded by the Bonus Pool. The Bonus Pool is up to 25% of the Adjusted
Net Income of the Company for the Measurement Period. If the Bonus Pool required
should exceed more than 25% of Adjusted Net Income, a statistical percentage
will be calculated. Each level will be pro-rated accordingly.

DETERMINATION OF BONUS PAYMENT

The AIP bonus payable to an Employee will be calculated based on an Individual's
Personal Business Commitments as they relate to Financials and Individual
Objectives.

THE COMPANY MUST ACHIEVE AT LEAST 80% OF ITS ADJUSTED NET INCOME TARGET FOR ANY
BONUSES TO BE PAID.

FOR BUSINESS UNIT BONUSES AT LEVELS 3 AND BELOW, THE BUSINESS UNIT MUST ACHIEVE
AT LEAST 80% OF ITS TARGET ADJUSTED NET INCOME AND THE COMPANY MUST ACHIEVE A
MINIMUM OF 70% OF ITS ADJUSTED NET INCOME TARGET FOR ANY BONUSES TO BE PAID.

Personal Business Commitments

The Employee and his/her manager shall establish Personal Business Commitments
appropriate for the Employee's job function in light of the Company's business
plan. The Employee should have commitments for each category. In the category of
Financials, the employee must have a commitment to the target financials for
operating income and revenue. Personal Business Commitments should be agreed
upon by January 1 [or prior to the Measurement Period]. The weighting of
"Financials" for Business Unit owners should be weighted as 80% business unit
financial achievement and 20% corporate financial achievement.

An Employee's individual performance will be evaluated by the individual's
direct supervisor, subject to approval by the Chief Executive Officer.

                                       -1-

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BONUS TARGETS

Each Employee has a Bonus Target Percentage based upon his/her Participation
Level. The table below sets forth the Target Bonus Percentage and the weight
each commitment has in determining the size of the Employee's bonus.

TABLE 1.  BONUS TARGETS PERCENTAGE AND WEIGHTING OF COMMITMENTS

<TABLE>
<CAPTION>
                   Bonus
                  Target
                Percentage    Financials
Participation     of Base     (Revenue &   Individual
Level             Salary     Net Income)   Objectives
-------------   ----------   -----------   ----------
<S>             <C>          <C>           <C>
Level 1         50%              100%           0%
Level 2         45%               75%          25%
Level 3         40%               50%          50%
Level 4(1)      25% or 30%        50%          50%
Level 5(1)      10% or 15%        50%          50%
</TABLE>

(1)  The target for Subsidiary employees at Level 4 and 5 will be at 25% and 10%
     respectively.

A Bonus Target Percentage may be increased or decreased based upon the
Employee's performance. The following tables set forth the factors for levels of
performance for each Personal Business Commitment upon which the Bonus Target
Percentage will be increased or decreased.

TABLE 2.  FACTOR

<TABLE>
<CAPTION>
                                  FACTOR FOR ACHIEVING
                                   ADJUSTED NET INCOME   FACTOR FOR ACHIEVING    FACTOR FOR ACHIEVING
RATING FOR MEETING COMMITMENT          COMMITMENT         REVENUE COMMITMENT    INDIVIDUAL OBJECTIVES
-----------------------------     --------------------   --------------------   ---------------------
<S>                               <C>                    <C>                    <C>
150% or more of Target achieved           200%                   120%                    200%
125% of Target achieved                   150%                   110%                    150%
100% of target achieved                   100%                   100%                    100%
75% of target achieved                     50%                    90%                     50%
</TABLE>

-    Performance that falls between the ranges specified will be interpolated
     and calculated according to actual achievement.

BONUS CALCULATION FORMULA

EXAMPLE FOR -LEVEL 4

Employee earns $100,000

Target bonus is 25% of base salary: $25,000

<TABLE>
<CAPTION>
Category                     Weighting     Eligible Amount   Percent Achievement   Earned Amount
--------                  --------------   ---------------   -------------------   -------------
<S>                       <C>              <C>               <C>                   <C>
Financials - Revenue      25%                  $ 6,250       100%                     $ 6,250
Financials - Net Income   25%                  $ 6,250       125%                     $ 9,375
Individual Objectives     50%                  $12,500        75%                     $ 6,250
                                               -------                                -------
                          TOTAL ELIGIBLE       $25,000       TOTAL EARNED             $21,875
                                               =======                                =======
</TABLE>

                                       -2-

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PAYMENT TERMS

Bonus payments will be made no later than March 15, subject to change due to IRS
regulations. Bonuses will be paid in cash subject to all required tax
withholdings as required by the IRS or other local regulations.

PROCESS FOR DETERMINATION OF BONUS

The Company's Chief Financial Officer ("CFO") shall be responsible for
determining whether the financial objectives have been met for the purpose of
the calculation of the bonus. The CFO shall report to the Compensation Committee
on the findings. The Vice President of Human Resources shall be responsible for
obtaining the ratings from the direct supervisor associated with the achievement
of the individual commitments.

The Chief Executive Officer, in conjunction with the Chief Financial Officer and
Vice President of Human Resources, shall prepare for the Compensation Committee
a recommendation for the bonuses for all Company officers. As soon as
practicable after the close of the Measurement Period, the Compensation
Committee shall meet to review and certify in writing, whether, and to what
extent, the objectives for the Measurement Period have been achieved. If
achieved, the Compensation Committee shall certify in writing the amount of the
bonus earned by the executive. Prior to the Compensation Committee's
certification, publication of bonus amounts is not permitted.

The Compensation Committee reserves the right to make bonus payments, outside of
the guidelines of this plan, if, during any Measurement Period, there exist
extraordinary circumstances beyond management control that have a negative
effect on the Company's operating income and revenue growth. The CEO can request
the Compensation Committee authorize bonus payments in such a circumstance by
providing the rationale for said bonuses and the amount of the bonuses to the
Compensation Committee. The Compensation Committee may approve, approve with
modification, or reject the proposal.

REVIEW OF LIABILITIES

The Chief Financial Officer and Vice President of Human Resources shall meet
quarterly to review the status of the plan and record any required liabilities
and reserves associated with the plan.

ADMINISTRATION AND MAINTENANCE OF THE PLAN

The Vice President of Human Resources shall be responsible for the
administration and maintenance of the plan.

TERMINATION OF EMPLOYMENT (IMPLICATIONS ON RESTRICTED STOCK OR OPTIONS IS BEING
INVESTIGATED.)

No bonus will be paid to any individual who is not an employee of the Company on
the day of payment. In the event of death during the Measurement Period, the
bonus shall be paid to the individual's beneficiary and shall be pro-rated based
on the individual's active status and paid at the time of all other bonus
payments. In the event of total disability or retirement during the Measurement
Period, the bonus shall be based on the individual's pro-rated active status
during the Measurement Period.

                                       -3-

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ENTITLEMENT AND FUNDING

No individual has an earned or vested entitlement to any bonus. No bonus is
earned until approved by the Committee and paid. Nothing in this Plan will
require the Company to purchase assets or place assets in trust or other entity
to which contributions are made or otherwise segregate assets for the purpose of
satisfying obligations under the Plan. Individuals will have no rights under the
Plan other than as unsecured general creditors.

RIGHT OF EMPLOYMENT

Nothing in this Plan will be construed as creating any contract of employment,
conferring upon any individual any right to continue in the employ or service of
the Company, limit in any way the right of the Company to change the
individual's compensation or other benefits, or to terminate employment or other
service of such person with or without cause.

RIGHT TO AMEND OR TERMINATE

The Company reserves the right to amend or terminate the Plan at any time and in
any respect.

DEFINITIONS

"Adjusted Net Income" is the net income of the Company for the Measurement
Period as reported in the Company's Annual Report on Form 10-K, before the
recognition of the expense and the associated tax benefit of the Bonus Pool, and
excluding net interest income or expense and the associated tax liability or
benefit resulting from that net interest income or expense.

"Base Salary" is the salary of the Eligible Employee paid during the Measurement
Period. Should the base salary change mid-year, the bonus shall be pro-rated
accordingly.

"Bonus Pool" shall be defined as the available funding mechanism for the Plan.

"Bonus Target" shall be defined as a percentage of the Eligible Employee's
salary and is the baseline by which the bonus will be calculated.

"Company" shall be defined TechTeam Global, Inc., a Delaware corporation, and
any successor thereto.

"Eligible Employees" are 1) key management personnel that have the potential to
significantly and positively influence the performance of the Company or
business unit for which they are responsible, and 2) are designated to be
eligible for participation in the AIP by the CEO prior to the start of the
Measurement Period. An employee who is eligible to participate in any other
incentive plan, commission or bonus plan is not eligible for the AIP.

"Individual Objectives" is defined as specific, quantifiable, measurable,
financial or non-financial objectives.

"Measurement Period" shall be defined as the Company's fiscal year.

"Participation Level" is defined as the level of participation designated by the
CEO for the Eligible Employee which, in conjunction with Table 1, determines the
Eligible Employee's Bonus Target.

"Revenue" means the Company's base and organic revenue.

"Retirement" shall be defined as termination from employment with the Company
after reaching the age of sixty-five (65).

                                       -4-<PAGE>

                                                                   Exhibit 10.14

           TECHTEAM GLOBAL, INC. EXECUTIVE LONG TERM INCENTIVE PROGRAM

                      ARTICLE I. PURPOSE AND EFFECTIVE DATE

          The purpose of the Long Term Incentive Program (LTIP) is to (1) align
the interests of management with the Company's Shareholders and (2) attract and
retain key executives who strive for excellence, by providing equity-based
incentives to such key executives. The LTIP encourages key executives to choose
strategies and investments that maximize shareholder value. The LTIP provides
incentive for individuals to perform beyond standard expectations and provides
competitive compensation for those who contribute most to the success of the
Company.

          The LTIP will consist of the three following types of stock incentive
programs, each to be subject to and administered in conjunction with, and
contingent upon the Shareholders' approval of, the Company's Incentive Stock
Plan:

          1.   A restricted stock program that focuses on retaining high
               performing executives over a longer period of time. This stock is
               issued upon achievement of specified performance goals, but the
               stock is subject to a risk of forfeiture and cannot be
               transferred by the Participant unless the Participant continues
               in employment with the Company for five years after the
               restricted stock is issued.

          2.   A performance stock program that focuses on rewarding
               extraordinary performing executives. This stock is issued upon
               the determination by the Compensation Committee that the
               executive has shown extraordinary performance, but the stock is
               subject to a risk of forfeiture and cannot be transferred by the
               Participant unless the Participant continues in employment with
               the Company for one year after the performance stock is issued.

          3.   A non-qualified stock option program that focuses on the long
               term retention of key executives and a continued emphasis on the
               appreciation of the Company's stock price.

          The effective date of the Plan is January 1, 2007.

                           ARTICLE II. PARTICIPATION

          SECTION 2.01 ELIGIBLE EMPLOYEES. Eligible employees are those who are
designated as eligible by the Chief Executive Officer and approved by the
Compensation Committee prior to the start of the Program Year. An individual who
becomes employed in an eligible position after the first day of a Program Year
shall not become a Participant under the Program until the first day of the next
Program Year.

<PAGE>

          SECTION 2.02 PARTICIPATION AGREEMENT. As a condition of Program
participation, each Participant shall execute a written participation agreement
in the form attached hereto as Exhibit A or in such form as may be subsequently
approved by the Compensation Committee. Such agreement shall evidence the date
that the Participant's participation in the Program commences.

          SECTION 2.03 CESSATION OF PARTICIPATION. Notwithstanding anything
herein to the contrary, an individual will cease to be considered a Participant
for purposes of this Program on the date that he ceases to be employed in an
eligible position, regardless of whether he is still employed by the Company. No
awards will be issued to any employee who is not actively employed by the
Company on the date of issuance. In addition, Participants must be actively
employed by the Company at the time a stock award vests in order to receive the
benefit of the award. For purposes hereof, "actively employed" means
actively-at-work on the date in question (or if the date in question falls on a
weekend, actively-at-work on the immediately preceding business day), on a
Company-approved leave of absence, such as vacation, paid holiday, short-term
disability leave, military leave, or FMLA leave, or retired from employment with
the Company after the age of sixty-two (62) years.

               ARTICLE III. LONG-TERM INCENTIVE - RESTRICTED STOCK

          SECTION 3.01 ESTABLISHMENT OF ANNUAL PERFORMANCE GOAL.

No later than thirty (30) days after the beginning of each Program Year, the
Compensation Committee shall establish the Annual Performance Goal for such
Program Year. The Board shall approve the Annual Performance Goal. The Annual
Performance Goal will be based on the Company's Operating Income for the
calendar year.

          SECTION 3.02 AWARD OF RESTRICTED STOCK.

     (a) The number of shares of Restricted Stock that may be issued to a
Participant is based upon the Company's attainment of the Aggregate Performance
Goal for the Program Year. The Aggregate Performance Goal will change on a
rolling three-year basis. In other words, the LTIP will begin in the first year
of inception and an award of Restricted Stock will be made based on the Annual
Performance Goal for the first year; the award of Restricted Stock in Program
Year two will be based on Annual Performance Goals for years one and two; the
award of Restricted Stock in Program Year three will be based on Annual
Performance Goals for years one, two and three; the award of Restricted Stock in
Program Year four will be based on Annual Performance Goals for years two, three
and four; and so on. See Table A below which provides an example for
illustration purposes only:

                                        2

<PAGE>

TABLE A

<TABLE>
<CAPTION>
                          Annual Performance         Aggregate            Actual          Cumulative
Program   Measurement            Goal            Performance Goal       Achievement      Achievement
 Year        Period     (Operating Income, $M)         ($M)                ($M)              ($M)      % Achievement
-------   -----------   ----------------------   ----------------   ------------------   -----------   -------------
<S>       <C>           <C>                      <C>                <C>                  <C>           <C>
   1           1                 4.9                    4.9                 5.2               5.2           106%
   2         1 + 2            4.9 + 10.6               15.5             5.2 + 11.0           16.2           104%
   3       1 + 2 + 3       4.9 + 10.6 + 16.3           31.8          5.2 + 11.0 + 23.6       39.8           125%
   4       2 + 3 + 4      10.6 + 16.3 + 18.9           45.8         11.0 + 23.6 + 18.1       52.7           115%
   5       3 + 4 + 5      16.3 + 18.9 + 22.3           57.5         23.6 + 18.1 + 19.3       61.0           106%
   6       4 + 5 + 6      18.9 + 22.3 + 24.0           65.2         18.1 + 19.3 + 20.8       58.2            89%
</TABLE>

          SECTION 3.02 AWARD OF RESTRICTED STOCK, CONT.

     (b) Each eligible Participant on the Valuation Date for a given Performance
Period shall be awarded an incentive equal to the Percentage of Base Salary
("Stock Target Amount") specified in Table B for the Participant's position
multiplied by the Calculation Factor specified in Table C. The Calculation
Factor shall be determined by the extent to which the Aggregate Performance Goal
has been achieved for such Performance Period. If a Participant changes
positions within a Program Year, the Participant's Stock Target Amount for such
Program Year will be based the lesser of the applicable percentages specified in
Table B that apply to such Participant during such Program Year.

TABLE B

STOCK TARGET AMOUNT AS A PERCENTAGE OF BASE SALARY

<TABLE>
<CAPTION>
 TITLE    STOCK TARGET AMOUNT
 -----    -------------------
<S>       <C>
Level 1           30%
Level 2           25%
Level 3           20%
Level 4           15%
          * as a percentage
            of Base Salary
</TABLE>

                                        3

<PAGE>

TABLE C

FACTOR BASED ON ACHIEVEMENT OF THE AGGREGATE PERFORMANCE GOAL

<TABLE>
<CAPTION>
                                   CALCULATION FACTOR FOR
     CORPORATE MEASUREMENT                 TARGET
     ---------------------        ------------------------
<S>                               <C>
100% or more of target achieved   The factor is the actual
                                  percentage of the target
                                  achieved
90-99% of target achieved         75%
80-89% of target achieved         50%
</TABLE>

All percentages will be calculated to two decimal places and then rounded to the
nearest whole percentage, e.g. a percentage of 89.50% will be rounded up to 90%,
while a percentage of 89.49% will be rounded down to 89%.

EXAMPLE 1

EXAMPLE FOR LEVEL 3 (BASE SALARY $150,000), YEAR THREE

Company Aggregate Performance Goal for Year Three: $31.8 M

Company Achieves: $39.8M

Percentage of achievement versus goal: 125%

Vice President Stock Target: 20% of $150,000 (base salary) = $30,000

Calculation Factor for Achieving 125% of Target Goal: 125%

Restricted Stock Award: 125% * $30,000 = $37,500

EXAMPLE 2

EXAMPLE FOR LEVEL 3 (BASE SALARY $150,000), YEAR SIX

Company Aggregate Performance Goal for Year Six: $65.2M

Company Achieves: $58.2M

Percentage of achievement versus goal: 89%

Vice President Stock Target: 20% of $150,000 (base salary) = $30,000

Calculation Factor for Achieving 89% of Target Goal: 50%

Restricted Stock Award: 50% * $30,000 = $15,000

          (a) The Chief Financial Officer shall be responsible for reporting to
the Compensation Committee the Operating Income amounts for each Program Year in
the Performance Period and each eligible Participant's Base Salary for such
Program Year. The Compensation Committee will review the report of the Chief
Financial Officer and determine the

                                        4

<PAGE>

incentive amount for each Participant as specified in Section 8.01.

          SECTION 3.03 PAYMENT OF AWARDS.

          (a) The amount determined under Section 3.02(c) shall be paid to the
Participant in Shares of Restricted Stock. The number of Shares to be issued to
a Participant shall be determined by dividing the incentive amount awarded to
such Participant by the Fair Market Value of a Share determined on the date
immediately preceding the payment date (as described in subsection (b)).

          (b) Shares of Restricted Stock shall be issued to Participants on the
March 15 following the Program Year for which an incentive amount was
determined.

          (c) Shares of Restricted Stock shall not be transferable and shall
vest ratably over four (4) years; provided that if the Participant terminates
employment from the Company as a result of death or disability prior to the
vesting date, the Shares of Restricted Stock will become immediately and fully
vested on the date of such termination.

                         ARTICLE IV. PERFORMANCE STOCK

          SECTION 4.01 ISSUANCE OF PERFORMANCE STOCK FOR INDIVIDUAL ACHIEVEMENT
The Company may issue Shares of Performance Stock to a Participant based on a
Participant's individual extraordinary achievement above standard objectives for
the year, regardless of the Company's Annual Performance Goals.

          SECTION 4.02 DETERMINATION OF PERFORMANCE STOCK AWARDS The Chief
Executive Officer shall make a recommendation to the Compensation Committee of
the number of Shares of Performance Stock the Participant should receive and
detailing the extraordinary achievements of any Participant. The Compensation
Committee shall review the recommendation and approve, reject or modify the
recommendation of the Chief Executive Officer in its sole discretion. No
communication should occur with Participants prior to the written certification
of the Compensation Committee as set forth in Section 8.01.

          SECTION 4.03 PAYMENT OF PERFORMANCE STOCK AWARDS

          (a) Shares of Performance Stock shall be issued to Participants on
March 15 following the calendar year for which such award is made.

          (b) Shares of Performance Stock shall not be transferable and shall be
subject to forfeiture unless the Participant remains employed with the Company
for one (1) year after the date of issuance; provided that if the Participant
terminates employment from the Company as a result of death, disability or
retirement prior to the vesting date, the Shares of Performance Stock will
become immediately and fully vested on the date of such termination.

                            ARTICLE V. STOCK OPTIONS

          SECTION 5.01 STOCK OPTION. At any time, the Compensation Committee may
issue non-qualified stock options to Participants for extraordinary achievements
or as an employment incentive. Stock options shall vest in equal installments
over a four (4) year period, although the Compensation Committee may provide
that vesting is accelerated in the event of the

                                        5

<PAGE>

Participant's termination of employment as a result of death or disability. The
award of Stock options is subject to approval of the Board.

                ARTICLE VI. RIGHTS OF THE COMPENSATION COMMITTEE

          SECTION 6.01 RIGHTS OF THE COMPENSATION COMMITTEE. The Compensation
Committee reserves the right to distribute Restricted Stock, Performance Stock
or nonqualified stock options as it deems appropriate in extraordinary
circumstances. In addition, the Compensation Committee reserves the right to
approve, modify or reject any stock awards in the event that extraordinary
circumstances warrant such action.

                     ARTICLE VII. AMENDMENT AND TERMINATION

          SECTION 7.01 AMENDMENT AND TERMINATION. The Company shall have the
right by action of the Board to amend or terminate (in whole or in part) this
Program at any time and in any manner; provided, however, that no amendment or
termination may affect the amount of incentives accrued prior to the date of
such Board action or the effective date thereof, whichever is later, nor may any
amendment or termination affect the rights and responsibilities of any
Participant or of the Company with respect to Stock issued to Participants prior
to such operative date. For purposes of this Section 7.01, an incentive will be
deemed to be "accrued" on the Valuation Date of the Program Year or Performance
Period with respect to which it is payable under the Program.

                        ARTICLE VIII. GENERAL PROVISIONS

          SECTION 8.01 PREPARATION OF REPORTS FOR COMPENSATION COMMITTEE The
Chief Executive Officer, Chief Financial Officer and Vice President of Human
Resources shall prepare a report for the Compensation Committee detailing the
Operating Income of the Company for the Performance Period and each
Participant's Base Salary, Restricted Stock earned by each Participant, and a
recommendation for the award of any Performance Stock and/or non-qualified stock
options for any Participant. As soon as practicable after the close of the
Performance Period, the Compensation Committee shall meet to review and certify
in writing, whether, and to what extent, the objectives for the Performance
Period have been achieved, and determine whether to award any Performance Stock
or non-qualified stock options to any Participants. The Compensation Committee
shall certify in writing the awards to each Participant. No communication should
occur with Participants prior to this written certification.

          SECTION 8.02 LIMITATION OF RIGHTS AGAINST THE COMPANY. Neither
participation in this Program, as in effect at any time, nor the incentive and
entitlements accorded hereunder, shall be construed as giving to any Participant
any right to be retained in the service of the Company, limiting in any way the
right of the Company to terminate such Participant's employment at any time,
evidencing any agreement or understanding, expressed or implied, that the
Company will employ such Participant in any particular position or at any
particular rate of compensation and/or guaranteeing such Participant any right
to receive any other form or amount of remuneration from the Company.

          SECTION 8.03 SPENDTHRIFT CLAUSE. No Participant shall have the right
to transfer, assign, alienate, anticipate, pledge or encumber any incentive
hereunder, whether currently or thereafter payable, nor shall such payments, or
any part of the Company assets from which such benefits may be paid, be subject
to seizure by legal process by any creditor of such Participant or

                                        6

<PAGE>

Beneficiary. Any attempt to effect such a diversion or seizure as aforedescribed
shall be deemed null and void for all purposes hereunder.

          SECTION 8.04 WITHHOLDING. The Company shall be entitled to withhold
any Shares issued hereunder (or require the Participant to deliver to the
Company such number of Shares that would otherwise vest) having a Fair Market
Value on the date the Shares are withheld (or delivered) equal to the amount
necessary to satisfy the Company's minimum federal, state, or local tax
withholding obligations with respect to such issuance of Shares or the vesting
thereof. The Company shall be entitled to withhold from any other amount payable
to a Participant the amount necessary to satisfy the Company's federal, state,
or local tax withholding obligations with respect to the issuance of Shares
hereunder or the vesting of such Shares.

          SECTION 8.05 LIABILITY. Neither the Company nor any shareholder,
director, officer or other employee of the Company, nor the Compensation
Committee or any person serving as a delegate of the Compensation Committee, or
any other person shall be jointly or severally liable for any act or failure to
act hereunder, except for gross negligence or fraud.

          SECTION 8.06 SUCCESSORS AND ASSIGNS. The terms and conditions of the
Program, as amended and in effect from time to time, shall be binding upon the
successors and assigns of the Company, including without limitation any entity
into which the Company may be merged or with which the Company may be
consolidated or to which substantially all of the assets of the Company are sold
or transferred.

                            ARTICLE IX. DEFINITIONS

          SECTION 9.01 DEFINITIONS. Whenever used herein, the following words
and phrases shall have the meaning indicated below, unless the context clearly
indicates otherwise:

          (a) "Aggregate Performance Goal" means up to three consecutive years
of Annual Performance Goals (i.e., the current year's Annual Performance Goal
and the past two years' Annual Performance Goals) or for as long as the Program
has been in place, whichever is shorter.

          (b) "Annual Performance Goal" means the Operating Income for a Program
Year.

          (c) "Base Salary" for a given Program Year means the Participant's
rate of annual base salary as of the first day of such Program Year.

          (d) "Board" means the Board of Directors of TechTeam Global, Inc.

          (e) "Company" means TechTeam Global, Inc. and its subsidiaries.

          (f) "Fair Market Value" of a Share means, for purposes of Section
3.03, the average closing price of a Share as quoted on The National Association
of Securities Dealers' Automated Quotation System (including The Nasdaq Stock
Market's National Market) for the thirty (30) trading days immediately preceding
the date of the award. If the Shares are not traded on a registered securities
exchange or quoted in such a quotation system, the Committee shall determine the
Fair Market Value of a Share. In any other context, "Fair Market Value" has the
meaning ascribed to such term in the Company's Incentive Stock Plan.

                                        7

<PAGE>

          (g) "Operating Income" means the Company's income before taxes,
foreign currency conversion and interest income, determined in a consolidated
basis.

          (h) "Participant" means any Company employee who satisfies the
provisions of Section 2.01 hereof.

          (i) "Performance Period" means the period for which the performance
goals are measured.

          (j) "Performance Stock" means a grant of Stock that vests one year
after the date of grant.

          (k) "Program Year" means the twelve (12) month period commencing on
January 1 of each calendar year.

          (l) "Restricted Stock" means a grant of Stock that vests ratably over
four (4) years.

          (m) "Stock" or "Share" means a share of the Company's Common Stock.

          (n) "Valuation Date" means the last day of a Program Year or the last
day of a Performance Period, as applicable.

          SECTION 9.02 CONSTRUCTION. Whenever any words are used herein in the
masculine, they shall be construed as though they were used in the feminine in
all cases where they would so apply; and whenever any words are used in the
singular or the plural, they shall be construed as though they were used in the
plural or the singular, as the case may be, in all cases where they would so
apply. The words "hereof", "herein", "hereunder" and other similar compounds of
the word "here" shall mean and refer to this entire Program and not to any
particular article or section. Titles of articles and sections hereof are for
general information only, and the Program is not to be construed by reference
thereto. The Program shall be construed and its validity determined according to
the laws of the State of Delaware to the extent such laws are not preempted by
federal law. In case any provision of this Program shall be held illegal or
invalid for any reason, said illegality or invalidity shall not affect the
remaining parts of this Program; but rather this Program shall be construed and
enforced as if said illegal and invalid provisions had never been inserted
therein.

                                        8

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00119-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00119-of-00352.parquet"}]]