Document:

Exhibit 10.2

 

Internap
Corporation 

2016
senior executive sales Incentive Plan

 

Establishment of Plan

 

Internap Corporation (the “Company”) has established
the 2016 Senior Executive Sales Incentive Plan (the “2016 ESIP”) to provide for the award of cash bonuses to eligible
participants based solely upon the achievement of specified sales goals in the fiscal year ending December 31, 2016. The 2016 ESIP
supersedes all prior versions of any applicable sales arrangement, program or other similar bonus plan but does not supersede the
Company’s Employment Security Plan or any Employment Security Agreement or any terms thereof.

 

Purpose of the 2016 ESIP

 

The purpose of the 2016 ESIP is to:

 

	 	●	Align participants’ actions with the accomplishment of key corporate and financial objectives;
	 	●	Singularly focus participants on the achievement of bookings and customer churn targets; and
	 	●	Provide incentive compensation opportunities based on success in meeting bookings and customer churn targets.

 

Effective Date

 

The 2016 ESIP is effective January 1, 2016 and will expire on
December 31, 2016 if not sooner terminated as provided herein.

 

Administration

 

The Compensation Committee (the “Committee”) of
the Board of Directors administers the 2016 ESIP. The Committee may delegate any functions to the Chief Executive Officer or other
designated individuals who may be employees of the Company. Except as limited herein, the Committee has full authority and discretion
to interpret the 2016 ESIP and to make all other determinations deemed necessary or advisable for the administration of it. All
disputes associated with interpretation of the 2016 ESIP or awards hereunder shall be submitted to the Senior Vice President and
General Counsel, whose determination shall be final and binding.

 

Participation

 

Eligibility to participate in the 2016 ESIP for Section 16 officers
(as defined in Rule 16a-1(f) under the Securities Exchange Act of 1934) is at the discretion of the Committee. Eligibility to participate
in the 2016 ESIP for any other employee is at the discretion and invitation of the Chief Executive Officer. Employees participating
in the 2016 Sales Incentive Plan for Commissionable Sales Professionals (“the 2016 SIP”), the 2016 Short-Term Incentive
Plan or any other corporate, operational or sales incentive plan or arrangement, are not eligible to participate in the 2016 ESIP,
with the sole exception of the 2016 Senior Vice President Retention Program. Initially, only the Senior Vice President, Global
Sales and the Senior Vice President, Marketing & Customer Services are expected to be participants in the 2016 ESIP.

 

Senior executive sales employees joining the Company after January
1, 2016 may be eligible to participate in the 2016 ESIP in the Committee’s discretion (in
the case of Section 16 officers) or the Chief Executive Officer’s discretion (in the case of other employees).

 

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Key Terms 

 

Awards are based on the achievement of specific Bookings (80%)
and Churn (20%) targets approved by the Committee. If either of the threshold monthly Bookings and Churn targets of 50% are not
achieved, no payments will be made for that month for that component under the ESIP to any participant.

 

The target incentive of participants is 50% of their annual
base salary; the maximum ESIP payout can equal up to 2 times the target incentive based on the achievement of stretch bookings
and churn targets.

 

Base Salary is defined as actual base salary earned during 2016,
which would exclude any bonuses, incentives or other allowances which may have been earned or received during 2016.

 

Determination and Payment of Awards

 

The Chief Executive Officer has sole discretion to determine
any payment under the ESIP. All payments of awards are subject to applicable laws and regulations and terms and conditions of contracts
to which the Company is a party and bound.

 

Manner and Timing of Awards

 

Payments will be made monthly and will be paid in accordance
with the commission payment schedule stated in the 2016 SIP. If any year-end true ups are due, the Company will make such payments
no later than March 15, 2017.

 

Recoupment of Awards

 

If the Committee determines that any 2016 ESIP participant has
engaged in fraud or intentional misconduct that has caused a restatement of the Company’s financial statements, the Committee
will review the award received or to be received by that participant on the basis of the Company’s performance during the
periods affected by the restatement. If the award would have been lower if it had been based on the restated results, the Committee
may direct the Company to seek recoupment of the award.

 

Termination of Employment

 

An award under the 2016 ESIP is earned on the date payment is
made to participants who have been continuously employed by the Company through the payment date. Notwithstanding the foregoing,
if a participant has been involuntarily terminated without cause by the Company before the payment date of an earlier completed
month, the Chief Executive Officer will determine whether it would be appropriate to pay an award to the participant and whether
any such award approved shall be paid earlier than the normal payment date contemplated by the 2016 SIP. If the Chief Executive
Officers determines to pay an award to a participant in accordance with the preceding sentence, the payment of an award will be
conditioned on the former employee/participant executing the Company’s then-standard form of general release.

 

If a participant has voluntarily resigned or has been terminated
for cause prior to the date an award related to an earlier completed month is paid from the 2016 ESIP, if any, the participant
shall not be deemed to have earned that award under the 2016 ESIP and shall not receive an award related to such month under the
2016 ESIP.

 

If a participant dies or becomes disabled before the date an
award from the 2016 ESIP is paid, the Committee may, at its discretion, determine whether the participant has earned the award
under the 2016 ESIP. If the Committee determines that such participant has earned an award and that the Company will pay an award,
the Company will pay any such award not later than March 15, 2017.

 

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Plan Termination and Amendment

 

The Committee may amend, modify, terminate or suspend operation
of the 2016 ESIP at any time. Notice of any such changes will be communicated to participants. In no event, however, will awards
under the 2016 ESIP be either postponed or accelerated in the event that the 2016 ESIP is terminated.

 

General Provisions

 

Benefits Not Guaranteed. Neither the establishment
of the 2016 ESIP nor participation in the 2016 ESIP shall provide any guarantee or other assurance that an award will be payable
under the 2016 ESIP. There is no obligation of uniformity of treatment of employees or participants under the 2016 ESIP.

 

No Employment Right. Participation in the 2016
ESIP does not constitute a commitment, guarantee or agreement that the Company will continue to employ any individual and this
2016 ESIP shall not be construed or applied as an employment contract or obligation.

 

Governing Law. The validity, construction and
effect of the 2016 ESIP shall be determined in accordance with the laws of the State of Georgia without giving effect to conflicts
of law principles.

 

Severability. The provisions of the 2016 ESIP
are severable. If any provision is determined to be unenforceable, in whole or in part, then such provision shall be modified so
as to be enforceable to the maximum extent permitted by law. If such provision cannot be modified to be enforceable, the provision
shall be severed from the 2016 ESIP to the extent unenforceable. The remaining provisions and any partially enforceable provisions
shall remain in full force and effect.

 

    	 	3Exhibit 10.3

Internap
Corporation

 

2016
Senior Vice President Retention Program

 

February
21, 2016

 

Establishment and Purpose of Program

 

Internap Corporation (the “Company”) has established
the 2016 Senior Vice President Retention Program (the “Retention Program”) to retain and motivate members of the senior
leadership team who are expected to (a) execute upon the changes and increased responsibility resulting from the management re-alignment
and (b) be the key drivers of accelerating the Company’s growth.

 

Participation

 

Eligibility to participate in the Retention Program is at
the discretion and invitation of the Chief Executive Officer and is limited to individuals at the Senior Vice President level who
are employed by the Company as of February 21, 2016. 

 

Effective Date

 

The Retention Program is effective as of February 21, 2016.

 

Key Features of the Retention Program

 

Special Retention Incentive

 

The Retention Program consists of separate awards of cash
and grants of restricted stock in the total amount of 1 times the participant’s 2016 incentive plan target (i.e., the 2016
Short-Term Incentive Plan target or the 2016 Senior Executive Sales Incentive Plan target, as applicable):

 

		1)	50% of the retention incentive will be made in cash: 50% will be paid on September 30, 2016 and 50% will be paid on March 31,
2017.

		2)	The remaining 50% of the retention incentive will be granted on February 21, 2016 in the form of restricted stock, which will
vest in three tranches: 30% will vest on August 30, 2016, 30% will vest on February 28, 2017 and 40% will vest on August 30, 2017.

 

The cash payments are in addition to any payments a participant
may receive from his/her ongoing participation in a 2016 incentive plan. The restricted stock grants are in addition to any other
grants made under the terms of the Company’s annual long-term incentive program.

 

Administration 

 

The Compensation Committee (the “Committee”) of
the Board of Directors administers the Retention Program. The Committee may delegate any functions to designated individuals who
may be employees of the Company. Except as limited herein, the Committee has full authority and discretion to interpret the Retention
Program and to make all other determinations deemed necessary or advisable for the administration of the Retention Program. All
disputes associated with interpretation of the Retention Program or awards hereunder shall be submitted to the SVP, General Counsel,
whose determination shall be final and binding. All payments of awards are subject to applicable laws and regulations and terms
and conditions of contracts to which the Company is a party and bound.

 

      

     

    

 

 

Termination of Employment

 

Voluntary Termination by Employee or Termination for Cause
by the Company: If a participant’s employment is terminated voluntarily by the employee or terminated for cause by the
Company, any unpaid cash award and unvested shares of restricted stock granted under this Retention Program would be forfeited.

 

Termination by the Company Without Cause: If a participant’s
employment is terminated by the Company without cause, any unpaid cash award and any unvested grant of restricted stock shall be
payable and accelerated, as applicable, as of the date of termination.

 

Change in Control

 

Upon a change in control (as defined in a participant’s
Employment Security Agreement), any unpaid cash award and any unvested grant of restricted stock shall be payable and accelerated,
as applicable, as of the date of the change in control.

 

Program Termination and Amendment

The Company reserves the right to modify, amend or terminate
the Retention Program at any time; provided, however, that upon termination, any unpaid cash award and any unvested grant of restricted
stock shall be payable and accelerated, as applicable, as of the date of termination.

 

General Provisions

 

Benefits Not Guaranteed. There is no obligation of
uniformity of treatment of employees or participants under the Retention Program.

 

No Employment Right. Participation in the Retention
Program does not constitute a commitment, guarantee or agreement that the Company will continue to employ any individual and this
Retention Program shall not be construed or applied as an employment contract or obligation.

 

Governing Law. The validity, construction and effect
of the Retention Program shall be determined in accordance with the laws of the State of Georgia without giving effect to conflicts
of law principles.

 

Severability. The provisions of the Retention Program
are severable. If any provision is determined to be unenforceable, in whole or in part, then such provision shall be modified so
as to be enforceable to the maximum extent permitted by law. If such provision cannot be modified to be enforceable, the provision
shall be severed from the Retention Program to the extent unenforceable. The remaining provisions and any partially enforceable
provisions shall remain in full force and effect.

 

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