Document:

<PAGE>

                                                                       Form 10-K
                                                             Year Ended 12/31/00
                                                                     Exhibit 10f
                        R. R. DONNELLEY & SONS COMPANY
                                 AMENDMENT TO
                       SENIOR MANAGEMENT INCENTIVE PLAN

This Amendment to the Senior Management Incentive Plan adopted by the Committee
as of January 1, 1998 (the "Banking Plan"), is made effective as of the 1st day
of January, 2001 (the "Effective Date").  All capitalized terms used herein
shall have the meanings specified in the Banking Plan unless otherwise specified
herein.

1.  Termination of Banking Plan.  The Banking Plan shall be terminated as of
December 31, 2000.  Performance Awards for fiscal year 2000 shall be calculated
and credited to each participant's Bank Balance as soon as practicable after the
first Committee meeting held in 2001.

2.  Final Payments.  Following the first Committee meeting held in 2001, each
participant who the Committee determines is eligible to receive a Performance
Award shall be paid such Performance Award as determined by the Committee.
Following the first Committee meeting held in 2002, each participant shall be
paid one-half (50%) of the participant's then-remaining Bank Balance in excess
of such participant's Administrative Credit.  Following the first Committee
meeting held in 2003, each participant shall be paid the remainder of such
participant's Bank Balance in excess of such participant's Administrative
Credit.  Notwithstanding the foregoing, should following calculation of the
amount to be paid a participant in either 2001 or 2002, the Bank Balance
thereafter remaining in excess of such participant's Administrative Credit be
less than $20,000, then such excess shall be paid to participant in conjunction
with the payment otherwise to be paid such participant for the year and no other
payments shall be thereafter made to such participant hereunder.  Each and every
payment specified herein shall be subject to forfeiture in the event of
termination of the participant's employment other than as specified in
paragraphs 7(a), (b), (c) or (d) of the Banking Plan unless the Committee
specifically authorizes otherwise.  In the event of termination due to
circumstances described in paragraphs 7(a), (b), (c) or (d) of the Banking Plan,
the provisions of those subparagraphs shall govern payment of the participant's
Bank Balance, notwithstanding the provisions of this paragraph 2.

3.  Miscellaneous.  Except as specifically set forth in this Amendment, all
provisions of the Banking Plan shall remain in full force and effect as
originally written.<PAGE>

                                                                       Form 10-K
                                                             Year Ended 12/31/00
                                                                     Exhibit 10g

                         R.R. DONNELLEY & SONS COMPANY
                  SENIOR MANAGEMENT ANNUAL INCENTIVE PLAN-2001

     1.  Purpose.  To promote the growth and profitability of R.R. Donnelley &
Sons Company and its subsidiaries (the "Company"), and to provide senior
officers and other key executives of the Company and its subsidiaries with
incentives to achieve corporate objectives, and to attract and retain officers
and other key management employees of outstanding competence, all with a view
towards enhancing shareholder value, the Committee hereinafter designated may
grant Incentive Awards in addition to annual salaries to eligible officers and
other key management employees on the terms and subject to the conditions stated
in this Plan.  Definitions of terms used in the Plan are set forth in Exhibit A.

     2.  Eligibility.  Senior officers and other key management employees of the
Company and its subsidiaries, under selection guidelines to be established by
the Committee, shall be eligible, upon selection by the Committee, to receive
Incentive Awards as the Committee, in its discretion, shall determine.

     3.  Administration of the Plan.  The Plan shall be administered by the
Human Resources Committee of the Board of Directors (the "Committee").  The
Committee shall, subject to the terms of the Plan, establish selection
guidelines; select eligible officers and key management employees for
participation; and determine the terms and conditions of the Incentive Awards.
The Committee may establish rules and regulations for the administration of the
Plan, interpret the Plan, and impose, incidental to the grant of a Incentive
Award, conditions with respect to competitive employment or other activities not
inconsistent with or conflicting with the Plan.  All such rules, regulations and
interpretations relating to the Plan adopted by the Committee shall be
conclusive and binding on all parties.  All Incentive Awards under this Plan
shall be evidenced by written instruments issued by the Company to the
participants, and no such award shall be valid unless so evidenced.

     4.  Effective Date and Term of Plan.  The Plan shall become effective as of
January 1, 2001 upon approval of the Committee and shall continue in effect
until terminated by the Committee.

     5.  Amendments.  The Plan may be amended or terminated by the Committee in
any respect except that no amendment may be made which would adversely affect
the rights of a participant under an Incentive Award granted and outstanding
prior to the date such amendment is adopted.

     6.  Form of Award.  Incentive Awards shall be made in terms of a stated
potential performance target determined by reference to the level of achievement
of corporate, group, division, individual or other specific Performance Factors
over a period of one calendar year
<PAGE>

of the Company, or a portion of a calendar year for participants selected for a
period beginning after January 1 of any year, as determined by the Committee in
its sole discretion. When multiple Performance Goals are used, the determined
percentage achievement of each Goal=s target level will be multiplied by the
percentage weighting assigned to that Goal and the resulting percentages then
added together. Performance of all Performance Goals at the target level shall
result in payment of the Target Award amount. Any Incentive Award may be
increased or decreased, in the discretion of the Committee, to reflect any
special circumstances that the Committee deems significant, and each Award
hereunder shall so state. The maximum amount payable each fiscal year under the
Plan for performance beyond target shall be twice the Target Award amount, and
depending on performance, payments may be less than the Target Award amount to
as low as zero. Except as set forth in paragraph 8 of this Plan, no rights or
interests of any kind shall be vested in an individual receiving an Incentive
Award until the conclusion of the period and the determination of the level of
achievement specified in the Award.

     7.  Calculation and Payment of Incentive Awards.  Following the end of each
calendar year, the Chief Executive Officer shall submit to the Committee a
statement of the proposed Incentive Award to be paid to each participant.  The
Committee shall determine and certify the degree of achievement of the relevant
Performance Goals and shall make the final Incentive Award for each such
participant, which determination shall be binding and conclusive on the
participant.  Incentive Awards shall be paid as soon as practicable following
determination and certification by the Committee.

     8.  Treatment upon Separation or Termination.  (a)  Death.  If a
participant shall cease to be employed by the Company at any time while a
participant in this Plan by reason of death, the Company shall pay to the
participant's executor, administrator, personal representative or beneficiary
such participant's Incentive Award which would have been earned during the
fiscal year in which death occurred pro rated through the date of death, as
estimated by the Committee.  The foregoing payment shall be made at the first
Committee meeting held following the date of death.

(b) Disability. If a participant shall cease to be employed by the Company at
any time while a participant in this Plan by reason of total and permanent
disability, the Company shall pay to the participant an amount equal to the
Incentive Award which would have been earned during the fiscal year in which the
disability occurred, pro rated through the date of disability. The foregoing
payment shall be made at the time specified in paragraph 7 above.
<PAGE>

(c) Retirement. If a participant shall cease to be employed by the Company at
any time while a participant in this Plan by reason of retirement on or after
age 65 or retirement on or after age 55 with the consent of the Company, the
Company shall pay the participant the Incentive Award which would have been
earned during the fiscal year in which retirement occurred pro rated through the
date of retirement; provided, however, that such Incentive Award shall be
forfeited if the participant directly or indirectly accepts employment by or
serves as a consultant, agent, stockholder, corporate officer or director of, or
in any other representative capacity for, any entity which is engaged in a line
of business in a geographic area in which the Company (either directly or
through a subsidiary or affiliate) is engaged on the date of such participant's
retirement and which is a competitor of the Company or any of its subsidiaries.
The foregoing payment shall be made at the time specified in paragraph 7 above.

(d) Change in Control. If a "Change in Control" as defined in the R.R. Donnelley
& Sons Company 2000 Stock Incentive Plan and successor plans thereto shall occur
while a participant is employed by the Company and while this Plan is in effect,
the participant=s Incentive Award shall be paid pursuant to the terms of such
participant=s change in control agreement.

(e) Other Separations. If a participant shall cease to be employed by the
Company at any time prior to a change in control while a participant in this
Plan for any reason other than death, total and permanent disability, retirement
on or after age 65 or retirement on or after age 55 with the consent of the
Company, any Incentive Award for a completed calendar year earned but not yet
paid and any Incentive Award for the calendar year in which such cessation of
employment occurs shall be forfeited unless the Committee specifically
authorizes otherwise.

     9.  Miscellaneous.  (a) Award Confers No Right to Employment. Nothing in
this Plan or any Incentive Award granted hereunder shall be construed as an
employment contract or as otherwise conferring upon a participant any right to
remain in the employ of the Company or any of its subsidiaries.

(b) Withholding Taxes. The Company may, in its discretion, deduct any required
withholding taxes from the amount to be paid under any Incentive Award granted
hereunder or from any other amount then or thereafter payable by the Company to
a participant.

(c) Successors. Awards granted hereunder shall be binding upon and inure to the
benefit of any successor or successors to the Company.

(d) Governing Law. This Plan and the Incentive Awards granted hereunder shall be
governed in accordance with the laws of the State of Illinois.
<PAGE>

                                   EXHIBIT A
                                   ---------

                   AWARD UNDER R.R. DONNELLEY & SONS COMPANY
                   -----------------------------------------
                    SENIOR MANAGEMENT ANNUAL INCENTIVE PLAN
                    ---------------------------------------

As used in an award issued under the above-captioned plan (an "Incentive
Award"), the following terms when capitalized shall have the following
respective meanings:

Base Annual Salary.  The base salary established by the Committee for a
participant for the calendar year covered by an Incentive Award, provided that
in the case that an Award is granted as of a date subsequent to the first day of
a calendar year, there shall be included as Base Annual Salary only that pro
rata portion of such base salary applicable to the period included in the
calendar year subsequent to the effective date of the Award.

Target Award.  A percentage of the participant=s Base Annual Salary to be paid
to the participant to the extent that all Performance Goals established for the
participant in an Incentive Award are fully satisfied but not exceeded.

Performance Period.  The calendar year for which an Incentive Award is granted
as set forth in the Award.

Performance Factor.  Free Cash Flow (CF), Economic Value Added (EVA), Earnings
Per Share (EPS), MBOs and Strategic Inclusion Plan (SIPs), Value Added Revenue
(VAR), each as defined below, or such other factor as shall be determined by the
Committee.

Performance Goal.  The performance goals set forth in the Incentive Award in
respect of a Performance Factor.

Free Cash Flow.  CF is defined to be Net Operating Profit After Tax (see EVA
definition) plus depreciation and goodwill less investments in assets and
working capital.

Economic Value Added.  EVA is defined as Earnings after the Cost of Capital
calculated as follows:
           Revenues
          - Operating Costs
          - Depreciation
          - Taxes
            -----
          = Net Operating Profit After Tax
          - *c% x Net Capital
            -----------------
          = EVA

          *c = Weighted Average Cost of Capital

The Committee has the authority to exclude from the EVA calculation such
extraordinary, unusual or non-recurring charges as the Committee in its
discretion deems appropriate.

Earnings Per Share.  EPS is defined as the income per basic share of common
stock of the Company for the Performance Period as determined for purposes of
reporting in the Company=s annual report to shareholders for the Performance
Period.  The Committee has authority to exclude from the EPS calculation such
extraordinary, unusual or non-recurring charges as the Committee in its
discretion deems appropriate.

MBOs.  MBOs are defined as personal objectives approved by the Chairman of the
Company.

Strategic Inclusion Plan.  SIPs are defined as objectives related to the
Company's Diversity Initiative.

Value Added Revenue.  VAR is sales minus the cost of materials (primarily paper
and ink and costs of transportation) over the Performance Period.

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00022-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00022-of-00352.parquet"}]]