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                                                                   EXHIBIT 10.20

                  SUMMARY OF KEY TERMS OF DIRECTOR COMPENSATION

      Directors who are also employees of Corillian receive no additional
compensation for their services as directors. Directors who are not employees of
Corillian generally receive cash compensation and equity compensation as
described below.

      The following table sets forth current rates of cash compensation for
non-employee directors. The annual retainer rate for Directors was adjusted
effective May 9, 2005 and the additional annual retainer rate for the Chairman
of the Board was adjusted effective July 26, 2005. Prior to May 9, 2005,
Directors were not paid an annual retainer.

<TABLE>
<S>                                             <C>
Annual Retainer                                 $  15,000

Additional Annual Retainer for Chairman         $  15,000

Board Meeting Attendance Fees                   $  1,000 per meeting

Committee Meeting Attendance Fees               $  500 per meeting
</TABLE>

Corillian generally grants stock options to each non-employee director upon the
director's initial election to the Board and grants additional stock options to
non-employee directors from time to time. In addition, Corillian generally
grants options to the Chairman of the Board for twice the number of shares
granted to the other non-employee directors. These stock options are approved by
the Board and have a term of ten years.

Corillian also reimburses each non-employee director for out-of-pocket expenses
incurred in connection with the director's service as a director.<PAGE>
                                                                   EXHIBIT 10.17

(TECHTEAM(R) LOGO)

                         TECHTEAM GLOBAL, INC. EXECUTIVE
                              ANNUAL INCENTIVE PLAN
                        Amended Effective January 1, 2006

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. 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 Eligible 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 Eligible 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 Eligible Employee will be calculated based on the
Company's achievement of its Target Operating Income, Target Revenue and the
Eligible Employee's achievement of his/her Individual Target Objectives.

Corporate Objectives

The Target Operating Income and Target Revenue will be established by the Board
of Directors prior to the Measurement Period.

Individual Objectives

The Eligible Employee and his/her manager shall establish individual objectives
appropriate for the Eligible Employee's job function in light of the Company's
business plan. A minimum of three (3) individual objectives should be
established. Objectives should be agreed upon by January 1 [or prior to the
Measurement Period].

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

                                       -1-

<PAGE>

BONUS TARGETS

Each Eligible 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 objective has in determining the size of the Eligible Employee's
bonus.

TABLE 1. BONUS TARGETS PERCENTAGE AND WEIGHTING OF OBJECTIVES

<TABLE>
<CAPTION>
                       Bonus Target                       Revenue    Individual
                      Percentage of   Operating Income   Objective   Objectives
Participation Level    Base Salary    Objective Weight     Weight      Weight
-------------------   -------------   ----------------   ---------   ----------
<S>                   <C>             <C>                <C>         <C>
Level 1                    50%               60%            20%          20%
Level 2                    45%               60%            20%          20%
Level 3                    40%               60%            20%          20%
Level 4                    30%               60%            20%          20%
Level 5                    15%               60%            20%          20%
</TABLE>

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

TABLE 2. TARGET OPERATING INCOME FACTOR

<TABLE>
<CAPTION>
RATING FOR MEETING TARGET OPERATING INCOME   BONUS LEVEL FOR TARGET OPERATING INCOME
------------------------------------------   ---------------------------------------
<S>                                          <C>
150% or more of Target achieved                                200%
125% of Target achieved                                        150%
100% of target achieved                                        100%
75% of target achieved                                          50%
</TABLE>

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

TABLE 3. TARGET REVENUE FACTOR

<TABLE>
<CAPTION>
RATING FOR TARGET REVENUE                 BONUS LEVEL FOR TARGET REVENUE
-------------------------                 ------------------------------
<S>                                       <C>
150% or more of Target Revenue achieved                200%
125% of Target Revenue achieved                        150%
100% of Target Revenue achieved                        100%
75% of Target Revenue achieved                          50%
</TABLE>

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

-    IF THE COMPANY DOES NOT REACH AT LEAST 75% OF THE TARGET OPERATING INCOME,
     NO BONUS WILL BE PAID FOR MEETING ANY LEVEL OF TARGET REVENUE.

TABLE 4. INDIVIDUAL OBJECTIVES FACTOR

<TABLE>
<CAPTION>
RATING FOR MEETING INDIVIDUAL KEY
        TARGET OBJECTIVES                 BONUS LEVEL FOR INDIVIDUAL TARGETS
---------------------------------         ----------------------------------
<S>                                       <C>
Exceeds All Key Target Objectives                        125%
Meets All Key Target Objectives                          100%
Meets Majority of Key Target Objectives                   75%
Unacceptable Performance on Objectives                     0%
</TABLE>

-    IF THE COMPANY DOES NOT REACH AT LEAST 75% OF THE TARGET OPERATING INCOME,
     NO BONUS WILL BE PAID FOR MEETING ANY LEVEL OF INDIVIDUAL OBJECTIVES.

                                       -2-

<PAGE>

BONUS CALCULATION FORMULA

The actual bonus to be paid an Eligible Employee shall be determined based upon
the following formula: Bonus = (Base Salary * Bonus Target Percentage* Operating
Income Weighting * Target Operating Income Factor) + (Base Salary * Bonus Target
Percentage* Revenue Weighting * Target Revenue Factor) + (Base Salary * Target
Bonus * Individual Objectives Weighting * Individual Objectives Factor)

EXAMPLE FOR -LEVEL 4

Employee earns $100,000
Target bonus is 30% of base salary: $30,000
Weighting for Target Operating Income is $15,000 (60%)
Weighting for Target Corporate Revenue is $5,000 (20%)
Weighting for meeting Individual Objectives is $5,000 (20%)

If the Company meets 100% of the Target Operating Income and 125% of the Target
Revenue and the Eligible Employee meets all key Individual Objectives, the bonus
would be calculated as follows in this example:

($100,000 * 0.30 * 0.60 * 1.00) + ($100,000 * 0.30 * 0.20 * 1.5) + ($100,000 *
0.30 * 0.20 * 1.0) = $18,000 + $9,000 + $6,000 = $33,000

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 objectives.

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.

                                       -3-

<PAGE>

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

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.

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.

                                       -4-

<PAGE>

"Eligible Employees" are 1) key senior management personnel (Director-level or
above) 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.

"Operating Income" means Operating Income as reported in the Company's Annual
Report on Form 10-K.

"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).

"Target Operating Income" means the Operating Income projection for the
Measurement Period agreed to by the Company's Board of Directors.

                                       -5-

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