Document:

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                                                                   Exhibit 10.13

                           MANAGING DIRECTOR AGREEMENT
                     ("Geschaftsfuhrer-Anstellungsvertrag")

                                     between

      Sapient GmbH, Speditionsstra(beta)e 5, 40221 Dusseldorf represented
     by Mr. Jerry A. Greenberg, as the representative of the shareholder's
    meeting, c/o  Sapient Corporation, 25 First Street, Cambridge, MA 02141

                  - hereinafter referred to as "the Company" -

                                       and

                             Dr. Christian Oversohl
                                c/o Sapient GmbH
                    Speditionsstra(beta)e 5, 40221 Dusseldorf
                      - hereafter the "Managing Director" -

SECTION 1 DUTIES, AUTHORITY

(1)   Dr. Christian Oversohl was appointed as Managing Director
      ("Geschaftsfuhrer") of Sapient GmbH in late 2000. Since October 2003 he
      has represented the Company, having the responsibility (along with Mr.
      Milind Godbole) to run the Company from day to day. The shareholder(s) of
      the Company (hereinafter, "shareholders' meeting") reserve(s) the right to
      appoint further managing directors and then confer a joint right to
      represent the Company upon the managing directors as well as to have such
      joint representation registered with the company register
      ("Handelsregister").

(2)   The Managing Director shall manage the Company in accordance with the
      applicable law, this Agreement, the Company's Articles of Association and,
      insofar as any such regulations have been adopted, management regulations.
      Any changes to the applicable law, the Articles of Association and/or the
      management regulations become automatically binding and relevant for the
      Managing Director's duties when they become effective.

SECTION 2 DURATION OF AGREEMENT

(1)   This Managing Director's Agreement shall terminate at 30 June 2007. During
      the period until 30 June 2007 the Company is entitled to terminate the
      contract unilaterally regarding a period of notice of one (1) month prior
      to the end of a month. In this case the Company is obliged to pay the
      Managing Director the equivalent of 10 (ten) months of salaries (gross) as
      a severance payment becoming due at the end of the employment relationship
      (i.e., one month after the Company provides notice). The Company shall
      always be entitled to release the Managing Director from rendering further
      services, provided that the Managing Director's remuneration shall
      continue to be paid during such period

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                                                                           - 2 -

      of suspension or release. In addition, the Managing Director shall be
      entitled to terminate the agreement without cause, but only if (i) he
      provides written notice to the Company; (ii) he presents the Company with
      a suitable plan for effectively and efficiently transitioning his duties
      and responsibilities; and (iii) he and the Company mutually agree to an
      appropriate termination date, such agreement not to be unreasonably
      withheld by the Company.

(2)   In order to be effective, the notice of termination must be in writing.

(3)   Either party's right to terminate this Agreement for good cause and with
      immediate effect hereby remains unaffected. The Company may notably, but
      not exclusively, terminate this Agreement, if the Managing Director:

      (a)   breaches any of his obligations and duties under this Agreement;

      (b)   is convicted of any crime involving moral turpitude, or the Managing
            Director enters a plea of guilty or "no contest" with respect to the
            foregoing;

      (c)   commits an act involving fraud, misappropriation of funds,
            dishonesty, disloyalty, breach of fiduciary duty or other gross
            misconduct against the Company; or

      (d)   fails to follow the instructions of the shareholders' meeting.

(4)   The shareholders' meeting shall be entitled to release the Managing
      Director from his duties for the period between the date on which notice
      to terminate was given and the effective date of termination (i.e., one
      month after the Company provides notice) upon further payment of his
      salary by the Company and taking into account possible holiday
      entitlements.

(5)   The appointment of the Managing Director can be revoked at any time upon
      the passing of a shareholder resolution, but without prejudice to the
      Managing Director's rights for compensation resulting from this Agreement.
      The revocation shall be deemed to be a notice of termination of the
      Agreement effective on the next permissible date.

SECTION 3 WORKING HOURS, PLACE OF WORK

(1)   The Managing Director undertakes to devote his full time, skill, efforts,
      attention and working capacity to the interests and to the business of the
      Company and, if required, to work in excess of the Company's regular
      working hours.

(2)   The Managing Director shall perform his obligations under this agreement
      at the Company's statutory seat as well as at any other location out of
      which the Company performs its business activities.

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                                                                           - 3 -

SECTION 4 ADDITIONAL ACTIVITIES

      The Managing Director agrees not to perform services for any other company
      during the term of this Agreement. The carrying out of other gainful
      employment is not permitted without the prior express and written approval
      of the shareholders' meeting. The Managing Director is not allowed to hold
      shareholdings in other companies which are direct competitors of the
      Company, except for companies publicly listed at any stock exchange, and
      then only if the holding does not exceed one percent (1%) of the other
      company.

SECTION 5 FINANCIAL STATEMENTS, REPORTS

(1)   The Managing Director is in charge of establishing the Company's annual
      financial statements according to the applicable statutory provisions as
      set out in the German Commercial Code ("Handelsgesetzbuch"). He shall
      present these annual financial statements to the shareholders immediately,
      in no event, however, later than on March 31 of the following year.

(2)   The Managing Director shall provide to any other Managing Directors or the
      Company any written reports of the Company's financial situation and other
      reports as the shareholders' meeting may from time to time require or as
      the Managing Director is aware to be customary within the Company's
      affiliates. In particular, but without limitation, such reports shall
      contain the following: work in progress, sales, profits and losses,
      personnel expenses, claims, assets, liabilities, and cash flow. The
      financial reports shall be submitted at the latest on the fifteenth (15th)
      day of the immediately following month unless any other practice has been
      established or turns out to have been established in this respect.

(3)   The Managing Director shall be responsible for the supervision of the
      Company's financial situation as well as of supervising any possible
      insolvency of the Company. If the Managing Director becomes aware of a
      possible insolvency of the Company, he undertakes to notify and consult
      immediately with the shareholders' meeting and, if he deems appropriate,
      to convoke a formal meeting of the shareholders. This SECTION 5 (3) shall
      not be deemed to grant the Managing Director authority to convoke a formal
      meeting of the shareholders other than as required under applicable law
      for purposes of supervising any possible insolvency of the Company.

SECTION 6 INSPECTION OF THE BOOKS

      The Managing Director shall permit the shareholders or their
      representatives access to the books of the Company at any time.

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SECTION 7 REMUNERATION, OTHER BENEFITS

(1)   The Managing Director shall receive a gross salary of Two Hundred Ten
      Thousand Euros (210,000.00 (euro)) per annum (retroactive to December 1,
      2004), payable in accordance with the Company's normal payroll schedule.

(2)   The above-mentioned total remuneration includes compensation for all
      overtime work and public holidays.

(3)   Furthermore, the Managing Director will be entitled to a bonus of up to a
      maximum of Ninety Thousand Euros (90,000.00 (euro)) per annum, which shall
      be earned, accrued and/or paid in accordance with the Company bonus plan
      then in effect for Managing Directors and/or Vice Presidents. Payment of
      bonuses, ex gratia payments, emoluments, premiums and other special
      allowances shall be discretionary. Even if such payments are made several
      times, they do not create any right to continue receiving them in the
      future.

(4)   On or about July 1, 2005 the Managing Director shall receive a grant of
      equity (the terms of which shall be determined at that time) in Sapient
      Corporation equivalent to the then value of Fifteen Thousand (15,000)
      shares of common stock of Sapient Corporation.

(5)   The Company currently has no Company Pension Scheme.

(6)   Furthermore, the Managing Director is entitled to all other benefits
      available to the employees of the Company.

SECTION 8 ILLNESS/SICKNESS

(1)   In case of a temporary incapacity to work caused by illness or other
      reasons which are beyond the control of the Managing Director, the
      Managing Director shall continue to receive remuneration pursuant to
      section 7 (1) for the duration of his incapacity for a continuous period
      of three (3) months.

(2)   To the extent such inability to carry out work is caused by an event for
      which the Managing Director is entitled to compensation for damages
      against third parties, the Managing Director hereby undertakes to assign
      such compensation to the Company in equal sum to the continued payment of
      salary. In particular cases the Managing Director is obliged to sign a
      written declaration of assignment.

SECTION 9 HOLIDAYS

      The Managing Director shall have an annual holiday entitlement of 28
      working days, excluding weekends. The Managing Director shall agree upon
      the precise time of his holidays with the other managing directors.

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SECTION 10 EXPENSES

(1)   In accordance with the German tax regulations, the Company shall reimburse
      the Managing Director for travel expenses that are properly documented,
      provided that the Company has previously approved the expenses.

(2)   The reimbursement of other expenses shall be made in accordance with the
      German tax regulations in its respective valid form.

SECTION 11 COPYRIGHTS/INVENTIONS

(1)   Copyrights in software and any other intellectual property rights
      developed by the Managing Director in fulfilment of this contract shall be
      vested exclusively and without limitation in the Company. The Company is
      entitled to assign rights of use to third parties or to grant to such
      third parties non-exclusive licences. The contractual salary includes
      consideration for the Company's rights of use. The Managing Director is
      not entitled to copy such software for his own use.

(2)   Any Managing Director's inventions are governed by the statutory
      provisions of the Employee's Invention Act
      ("Arbeitnehmererfindungsgesetz") in the version applicable at the relevant
      date.

SECTION 12 RESTRICTIVE COVENANT, SECRECY

(1)   The Managing Director shall keep strictly confidential towards third
      parties all confidential matters that he shall learn in his capacity as
      managing director during his work for the Company, in particular in
      relation to the balance sheets and negotiations and resolutions of the
      shareholders. Such obligation shall survive his withdrawal. The duty of
      confidentiality shall not apply to the submission of the balance sheet of
      the Company to banks. Moreover, the Managing Director may disclose
      confidential issues to any individual who is engaged in the profession of
      attorney, tax advisor or accountant if and to the extent this shall be
      necessary to protect his own equitable interest. Further releases from the
      duty of confidentiality may be permitted through shareholder resolution.

(2)   Furthermore, the Managing Director shall be subject to a post-contractual
      non-competition restriction according to the Non-Competition Agreement
      dated October 11, 2000, attached hereto as Appendix 1 and expressly
      incorporated herein (the "TLG Agreement"), except that the following
      amendments hereby are made to the TLG Agreement:

      a.    Section 1(a): The phrase "During the period ending two 2 years for
            partners" shall be replaced with "During the period ending one year
            for partners";

      b.    Section 2 (Contractual penalty) hereby is stricken in its entirety.

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SECTION 13 RETURN OF COMPANY PROPERTY

(1)   Upon termination of Agreement or release according to section 2 (5) the
      Managing Director is obliged to immediately return to the Company all
      property belonging to the Company, including (but not limited to) all
      documents, literature, mobile phones, laptops, customer and distributor
      databases, sales figures, other databases, work and other equipments,
      report templates etc. being in his possession or which has been made
      available to him.

(2)   Managing Director has no right of retention.

SECTION 14 SUBSTITUTION CLAUSE

      This Agreement cancels and substitutes any previous letters of engagement,
      or agreements or arrangements, whether oral or in writing, relating to the
      subject matter hereof between the Company and the Managing Director. Any
      other agreements and arrangements are deemed to be terminated by mutual
      consent; in particular the undated employment contract between Sapient AG
      and the Managing Director ("Anstellungsvertrag"), attached hereto as
      Appendix 2, except the following amendments to this employment contract:

      -     Vereinbarung uber Vertraulichkeit, erfindungen und Nutzungsrechte

      -     Einwilligung zur Nutzung elektronischer Kommunikationsmittel

      -     Einwilligung zur erhebung, Verarbeitung und Nutzung
            personenbezogener Daten

      The aforementioned amendments will be effective just as they were. They
      are enclosed as Appendix 2 a-c (respectively).

SECTION 15 FINAL PROVISIONS

(1)   Amendments or modifications to this Agreement are not valid unless made in
      writing. There are no oral agreements supplementing this contract.

(2)   Should any provision of this Agreement be or become invalid in whole or in
      part, the validity of the remaining provisions of this Agreement shall not
      be affected hereby, provided that the remaining provisions do not
      contravene the principles of good faith. Should any provisions of this
      Agreement prove invalid, the parties shall be bound to agree to replace
      the invalid provision by means of interpretation or of amendment of this
      Agreement by a provision pursuing the same or as close as possible an
      economic and legal purpose as the invalid provision.

(3)   This Agreement shall be governed by interpreted and enforced in accordance
      with the laws of the Federal Republic of Germany. The non-exclusive place
      of performance under this Agreement shall be Dusseldorf.

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(4)   The Managing Director assures that he does not breach any other agreements
      by signing this agreement and that he is not restricted from signing this
      agreement.

(5)   Both parties herewith confirm the receipt of an original of this Agreement
      executed by both parties.

Place: Cambridge/Dusseldorf                           Date: __04___ January 2005

/s/ Jerry A. Greenberg                                /s/ Christian Oversohl
-----------------------------                         -------------------------
Jerry A. Greenberg                                    Dr. Christian Oversohl
Co-CEO, Co-Chairman                                   Managing Director
Sapient Corporation<PAGE>
                                                                    Exhibit 10.1

CONFIDENTIAL MATERIALS OMITTED - ASTERISKS (*) DENOTE OMISSIONS

                                     SAPIENT

                          2006 WINNING PERFORMANCE PLAN

I. INTRODUCTION

In this plan, the terms "we," "us," and "our" mean Sapient Corporation and its
subsidiaries. The terms "you" and "your" mean the employee who participates in
this plan (the "Plan"). This Plan may not be shared with anyone outside of
Sapient, and each person is required to keep this Plan and its contents
confidential at all times. Except as otherwise permitted by law, disclosure of
this Plan to anyone not an employee of Sapient is a violation of whichever of
the following agreements has been signed by the Participant: Sapient
Nondisclosure, Nonsolicitation and Noncompete Agreement; Agreement Re:
Nondisclosure, Nonsolicitation and Noncompetition; Employment Agreement;
Confidentiality Agreement and/or any agreement between the Participant and
Sapient pertaining to nondisclosure of confidential information (collectively,
"Employee NDA").

II. PURPOSE

The Plan's overall purpose is to reward qualified, eligible employees who
achieve certain results. As such, the Plan is designed to attract, compensate
and retain top performing people who support our business and drive behaviors
that:

      -     Achieve extraordinary results;

      -     Lead us to outperform the competition and drive the consulting
            market by 2012; and

      -     Make us a great company that makes our Strategic Context/Our Future
            Happen

The Winning Performance Plan is different from Sapient's other bonus plans
because payout is based on INDIVIDUAL PERFORMANCE, not Sapient's or a business
unit's performance.

III. EFFECTIVE DATE

This Plan is effective January 1, 2006, and covers the period from January 1,
2006 through December 31, 2006 (the "Plan Period"), unless modified or
terminated earlier as provided for in this Plan.

All prior bonus, compensation, commission and/or incentive plans applicable to
you have expired of their own terms or have been revoked and withdrawn. This
Plan supersedes all prior

<PAGE>

written or oral bonus, compensation, commission and/or incentive plans,
promises, agreements, practices, understandings, negotiations and/or incentive
arrangements.

IV. ELIGIBILITY

To be eligible to participate in this Plan, you must meet ALL of the following
criteria during the Plan Period:

      A. You are actively employed by us and (1) have a Client Contribution
      Profit (CCP) target of at least $2 million, and (2) work in a Client
      Executive (CE) role, a Business Lead (BL) role, or a Business Unit (BU)
      Lead role. If you hold a position other than those listed above and/or
      have a CCP target lower than $2M, your BU Lead may nonetheless, in his or
      her discretion, recommend your participation in the Plan to the Plan
      Committee.

      B. You are employed by us in an eligible title during the entire Plan
      Period and from the end of the Plan Period through the date any payout is
      made under this Plan (except in the circumstances described below when a
      prorated or adjusted CCP may be allowed). If you are otherwise eligible to
      participate in this Plan but start or continue an expatriate assignment
      during the Plan Period, we may, in our sole discretion, (i) vary or change
      the terms of this Plan as they pertain to you, or (ii) assign you to
      another plan.

      C. You are not on a Get Well Plan or a performance improvement plan at any
      time during the Plan Period, unless an exemption is approved in writing by
      the People Success Lead.

      D. You are in full compliance with all obligations under your agreement
      with us pertaining to nondisclosure, nonsolicitation and/or noncompetition
      (if applicable).

      E. If you (i) have received any loan or advance from us, (ii) have been
      paid any excess draw from any prior bonus or incentive plans which remains
      unpaid as of the day payouts are made under this Plan, or (iii) have any
      outstanding repayment obligations with respect to an expatriate assignment
      or tax equalization as of the day payouts are made under this Plan, you
      must (a) have agreed in writing to regular payroll deductions for
      repayment of the loan, advance or excess draw, and (b) prior to the payout
      of any bonus under this Plan, have repaid the full amount of the loan,
      advance, excess draw or repayment obligation. In our sole discretion, we
      may allow you to be eligible to participate in this Plan even if (b) has
      not been met, provided that you agree in writing to apply the total amount
      of any bonus payment under the Plan toward repayment of such loan,
      advance, excess draw or repayment obligation.

      F. You are not participating in any other bonus plan.

      G. You have signed your Target Client Contribution Profit Statement
      (Target CCP Statement) generated by People Success and returned it to the
      Global People Center (i) before July 15, 2006, (ii) if you were hired and
      started active work in 2006, before your

                                                                          Page 2
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      first day of work for Sapient, (iii) if you entered the Plan after the
      start of the Plan Period, prior to the effective date of your entry into
      this Plan, or (iv) if your Client Contribution Profit target is modified
      within the Plan Period, within 10 days after the Business Unit Lead ("BU
      Lead"), or his or her designate, provides you with a copy of a modified
      Target CCP Statement.

V. PLAN COMPONENTS

A. WINNING PERFORMANCE SCORE

Your bonus under this Plan will be determined by your Winning Performance Score
(WPS). Your WPS measures your holistic personal performance during the Plan
Period and is based largely on your contribution to the company's profit along
with other strategic, non-monetary factors. Your WPS is calculated by
multiplying two components: Your Strategic Context Score (SCS) and your Value
Creation Score (VCS). Your VCS is a calculation of your CCP and your Value
Factor (VFactor). All these factors are explained in more detail below.

WPS  =  SCS  x VCS

              VFactor  x  CCP

See Appendix 1 for WPS calculation examples.

B. STRATEGIC CONTEXT SCORE

Your Strategic Context Score (SCS) measures your connection to and alignment
with our Strategic Context. Your SCS also measures the connection and alignment
of the people you manage or supervise to our Strategic Context.

            1) How is your SCS determined?

            Your SCS is made up of: (1) the ratings you attained in Sapient's
            performance feedback processes; (2) the SCS of you and of the people
            you manage or supervise; and (3) other measures such as morale,
            turnover and your compliance with Sapient's policies and procedures,
            such as Sapient's client contracts process.

            2) Who determines your SCS?

            Your SCS is determined by the people you work with, including your
            managees, your Business Lead, your Business Unit Lead, the Chief
            Operating Officer, and the Chief Executive Officer (as applicable).

            3) Possible Range of Your SCS

            You will receive one of three possible SCSs: *%, *%, or *%.

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C. VALUE CREATION SCORE

Your Value Creation Score (VCS) measures the value you create for Sapient and
our clients. The VCS is comprised of two components: Your Value Factor (VFactor)
and your Client Contribution Profit (CCP).

a. V Factor

            1) How is your VFactor determined?

            Your VFactor is based on your performance in certain areas during
            the entire Plan Period. Your VFactor will range from a minimum score
            of *% up to a maximum score of *%. Everyone will begin the Plan
            Period with a VFactor of *%. Throughout the year, you will have the
            opportunity to increase your VFactor in 2% increments to a maximum
            of *% if you achieve any of the VFactor components referenced in the
            next section.

            2) VFactor Components

            Your VFactor calculation will move up the range from *% in separate
            increments of 2%, if you achieve one or more of the following
            VFactors:

<TABLE>
<CAPTION>
                                                                                       VFACTOR WILL
ADDITIONAL VFACTOR COMPONENTS                                                          INCREASE BY
------------------------------------------------------------------------------------   ------------
<S>                                                                                    <C>
You make a referral resulting in $* million of revenue(1) of new client business                2%

You create a client innovation that can be resold profitably(2)                                 2%

The average client satisfaction score attributable to your CCP is greater than or               2%
equal to the company's target client satisfaction score

If you are a non-SAP person and you are responsible for SAP work totaling more than             2%
$* in revenue

If you are an SAP person and you are responsible for non-SAP work totaling more than            2%
$* in revenue

If you are a non-EM person and you are responsible for Experience Marketing work                2%
totaling more than $* in revenue
</TABLE>
---------
(1)   For the purposes of any calculation this Plan involving revenue, revenue
      must be "recognized revenue" as provided in Appendix 3 attached.

(2)   This will be determined by a subset of Sapient's Leadership Team.

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<TABLE>
<CAPTION>
                                                                                       VFACTOR WILL
ADDITIONAL VFACTOR COMPONENTS                                                          INCREASE BY
------------------------------------------------------------------------------------   ------------
<S>                                                                                    <C>
If you are an EM person and you are responsible for non-EM work totaling more than              2%
$* in revenue

You create an innovation that benefits Sapient(3)                                               2%

The return on your CCP for the Plan Period is greater than *%(4)                                2%
</TABLE>

            3)    Who determines your VFactor?

            Your achievement of objective VFactor components will be determined
            by our books and records, while your achievement of subjective
            VFactor components will be determined by a subset of Sapient's
            Leadership Team. It is your responsibility to communicate your
            VFactor achievements to the Global People Center so that we can
            ensure their proper tracking. Please email this information to
            People Success-Compensation&Benefits@sapient.com.

D. CLIENT CONTRIBUTION PROFIT (CCP)

You will be given a CCP target for the Plan Period as detailed on your Target
CCP Statement. CCP measures the revenue generated from a particular client
during the Plan Period less our direct cost to sell and deliver the work to the
client. Direct costs are those costs billed against the project identification
number (PID) plus any applicable costs under related sales support PIDs. CCP is
the best measure of Sapient's performance and how much our clients value what we
do.

      1) Calculating Your CCP

      Your CCP is calculated from the profit generated on the client projects
      that you are responsible for. Winning Performance requires collaboration
      and partnership to deliver extraordinary results for our clients. To
      encourage collaboration and partnership, in certain situations, the CCP
      from a client may be split between two people. For example, if two CEs
      bring in a project resulting in $* of CCP and both agree to split the CCP
      equally, each CE would receive a $* credit towards his or her Target CCP.

      In general, the total CCP of a BL will be the total of the respective CCPs
      of the CEs in his or her team, in addition to any CCP applicable to the BL
      in his or her own right. Likewise, the total CCP of a BU Lead will be the
      total of the respective CCPs of the BLs in his or her BU, in addition to
      any CCP applicable to the BU Lead in his or her own right. So, in the
      example above, the BU lead and each respective BL for each CE would also
      receive $* of credit towards his or her CCP for the Plan Period.

---------
(3)   This will be determined by a subset of Sapient's Leadership Team.

(4)   Your return is calculated by dividing your CCP by cost.

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<PAGE>

      CCP splits should be agreed upon by both individuals and any dispute
      involving the splitting of CCP will be resolved by the Plan Committee. If,
      however, the payout is to be split throughout three different levels (such
      as a BU Lead, a Business Lead and a Client Executive), you must seek
      advance approval from the Plan Committee.

E. CONVERTING YOUR WINNING PERFORMANCE SCORE TO A PAYOUT

Your WPS will be calculated at the end of the Plan Period and is based on all
the factors previously discussed in this Plan. Your WPS is then measured against
your Target CCP to determine your bonus payment. If your final WPS is less than
*% of your CCP target, you will not receive any bonus payment. If your WPS is
30% or more of your CCP Target, you will receive one of three payouts depending
on which of the following ranges your WPS falls into:

      -     Your WPS is between *% and *% of your CCP target;

      -     Your WPS is between *% and *% of your CCP target; or

      -     Your WPS is *% or more of your CCP target.

For illustration purposes, the payout card in Appendix 2 shows the respective
payouts for each of these three ranges at certain WPSs. If your WPS falls
between the amounts noted on the payout card, your payout is not shown on the
payout card but will be calculated accordingly, e.g., for a WPS between $* and
$* that is less than *% of your Target CCP, you would receive a payout between
$* and $*.

VI. TIMING OF PAYOUTS; CCP ADJUSTMENT; CURRENCY

A. TIMING

At the start of the Plan Period, you will receive your annual CCP Target, as
identified on your Target CCP Statement. For tracking purposes, your CCP
achievement will be calculated quarterly. Your WPS and subsequent payout will be
calculated annually. Following the close of the Plan Period, we will calculate
your WPS. Any annual payouts will be made in the Sapient pay period following
our completion of your WPS calculation.

B. CCP ADJUSTMENT

The Plan Committee may, in its sole discretion, adjust your Target CCP during
the Plan Period for any of the following circumstances:

            -     Certain title changes (as described below);

            -     Certain movement among BU's (as described below);

            -     Qualified leave of absence, disability or death of participant
                  (as discussed below);

            -     Other reasons as determined by the Plan Committee.

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<PAGE>

C. CURRENCY

All amounts in this Plan are expressed in U.S. dollars, unless stated otherwise
in this Plan or on your Target CCP Statement. In performing any necessary
currency conversions, we may, in our sole discretion, apply commercial exchange
rates.

VII. TITLE CHANGES

If your employment with us ends for any reason or you change to a Sapient title
or role not eligible to participate in this Plan, your participation in this
Plan will terminate and you will not be eligible to receive any payout under
this Plan. Additionally, if at any time during the Plan Period you wish to
remove yourself from this Plan, you will not be eligible to receive any payout
under this Plan.

VIII. MOVEMENT AMONG BUs

If your regular BU assignment changes within the Plan Period (as approved by the
Plan Committee and recorded in the Company's HRMS system), your CCP will be
adjusted to include the time spent in each BU or team, as determined by the Plan
Committee.

IX. TERMINATION OF EMPLOYMENT

A. EFFECT OF TERMINATION

If your employment terminates for any reason, whether voluntarily or
involuntarily, before the day payouts are made under the Plan, you will not be
eligible for any payout under this Plan.

B. NO EXTENSION

Your right to receive a payment or to participate in this Plan will not be
extended beyond your last day of active employment because you receive pay in
lieu of notice in accordance with your Employment Agreement, or for any other
reason.

X. LEAVES OF ABSENCE

If you take an approved leave of absence during the Plan Period for fewer than
30 calendar days, no adjustment will be made to your Target CCP. If your leave
of absence extends for 30 calendar days or more during the Plan Period, you may
be eligible for a Target CCP adjustment, subject to the other terms of this
Plan. Any payments will be made on the same date that all other participants
receive payment. For purposes of determining whether you are eligible for a
Target CCP adjustment, a leave of absence begins on the date that the leave of
absence begins as noted in Sapient's records.

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XI. SHORT TERM DISABILITY, LONG TERM DISABILITY AND DEATH

In the event of a medical leave under Sapient's Short-Term Disability policy, no
adjustment will be made to your Target CCP.

In the event of a medical leave under Sapient's Long-Term Disability policy or
death, you may be eligible for an adjustment of your Target CCP. For determining
eligibility for a Target CCP adjustment, active service ends when you are no
longer paid regular wages through payroll for work performed. Any payments will
be made on the same date that all other participants receive payment or, in
Sapient's sole discretion, on an earlier date.

XII. LOANS, ADVANCES OR DRAWS

Loans or advances against potential payments will not be made under this Plan.
If you have an outstanding advance or loan from us or have an outstanding
obligation to repay us money related to an expatriate assignment or tax
equalization, all or a portion of any payout under this Plan will be first
applied to the outstanding balance of such advance, loan or obligation related
to an expatriate assignment or tax equalization, as permitted by law. Upon
Sapient's request, you agree to sign and deliver a written instrument to Sapient
authorizing the application of your payout to any outstanding loan, advance or
other obligation.

XIII. FORMS OF PAYMENT

As permitted by law, Sapient may, with your agreement, pay a bonus in whole or
in part, in cash, stock options, stock, warrants or other equity instruments (or
any combination thereof), in such amounts and under such terms and conditions to
which you and Sapient may agree.

XIV. PLAN ADMINISTRATION AND MANAGEMENT

A Plan Committee will administer this Plan. The Plan Committee will be composed
of the Chief Executive Officer, Chief Financial Officer, Chief Operating Officer
People Success Lead and selected executive leaders of the BUs. The Plan
Committee will have full and absolute discretion with respect to administration
of all aspects of this Plan, including, without limitation, determining Plan
payouts, interpreting this Plan and ruling on special situations. Further, the
Plan Committee, in its sole discretion and with or without notice or cause, may,
to the extent authorized by the Compensation Committee of the Board of Directors
of the Company, modify, amend or terminate this Plan or take other actions
affecting Plan Participants without advance notice to you of such actions,
unless such changes are not permitted by applicable local laws.

The Company's books and records are the exclusive source of data for
administration of this Plan. The Plan Committee's interpretation of the books
and records is final.

If you wish to dispute a WPS payout, calculation or decision which affects you,
you must request reconsideration in writing. The request must be given to the
People Success Lead within 60 days from the date that you receive notice of the
disputed decision.

                                                                          Page 8
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By participating in this Plan, you agree that a failure to properly request
reconsideration of any payout or calculation decision or other decision within
this 60-day period constitutes agreement with Sapient's decision. If the
reconsideration request is properly submitted, the People Success Lead will make
a recommendation concerning the disputed decision upon review of the
circumstances and of the available documentation and submit his or her
recommendation to the Plan Committee for review. The decision of the Plan
Committee will be final.

XV. MISCELLANEOUS

Unless required by law or court order, you may not assign this Plan or any bonus
payment or right to payment.

If any provision of this Plan is found invalid, illegal or unenforceable, the
other provisions of this Plan will remain in full force and effect, and such
invalid, illegal or unenforceable provision will be reformed as necessary to
make it valid, legal and enforceable to the maximum extent possible under law
(or, if such reformation is impossible, such provision will be severed from this
Plan). All payouts under this Plan are subject to applicable withholdings and
deductions as required by law.

If you are employed by Sapient Corporation, Sapient Government Services, Inc.,
or Sapient Private Limited, you continue to be an "at will" employee, and
Sapient has the right to terminate your employment and/or participation in the
Plan at any time, with or without cause or prior notice.

If you are employed by Sapient Canada Inc., Sapient GmbH, Sapient Limited or
Sapient Netherlands B.V., you continue to be employed in accordance with the
terms of your employment agreement (the "Employment Agreement"). Sapient has the
right to terminate your employment and/or participation in this Plan at any
time, with or without cause or prior notice, subject to the terms of your
Employment Agreement and as permitted by local applicable law.

Nothing in this Plan shall be construed to create or imply the guarantee or the
creation of a contract of employment or a right to continued employment for any
specified period of time between you and us.

This Plan supersedes all prior understandings, negotiations and agreements,
whether written or oral, between you and Sapient as to the subject matter
covered by this Plan. In the event of any conflict between this Plan and any
presentations, documents, statements or other communications concerning the
subject matter of this Plan, this Plan will control. This Plan describes the
sole and exclusive bonuses or incentives we are offering to you during the Plan
Period; provided, however, that nothing in this Plan will prevent Sapient from
paying any individual a discretionary bonus or incentive payment at any time or
from time to time if authorized in advance by the Compensation Committee.
Sapient has no obligation to pay anyone a discretionary bonus or incentive at
any time.

A person who is not a participant in this Plan will not have any right under the
Contracts (Rights of Third Parties) Act 1999 to enforce any term or provision of
this Plan.

                                                                          Page 9
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                         APPENDIX 1: SAMPLE CALCULATIONS

WPS  =    SCS    x    VCS
      (*%, *% or *%)
                      VFactor    X     CCP
             (*% + each applicable *%)   *

The following are sample calculations of Winning Performance Scores.

Scenario 1:

      1.    Joe C.E. has a Target CCP of $* and fully achieves his target.

      2.    Joe does not achieve any of the VFactor components so receives a *%
            VFactor.

      3.    VCS = *% x $*

      4.    Joe receives a SCS of *%

      5.    WPS = *% x (*% x $*)
            Therefore, Joe's WPS = $*

      6.    Joe's payout at this WPS (which is *% of his Target CCP) is $*. See
            Payout Card in Appendix 2.

Scenario 2:

      1.    Deepak B.L. has a Target CCP of $* but only achieves an actual CCP
            of $*.

      2.    Deepak also achieves 4 of the VFactor components so he receives a
            VFactor of *% (*% for each component).

      3.    VCS = *% x $*

      4.    Deepak receives a SCS of *%

      5.    WPS = *% x (*% x $*)
            Therefore, Deepak's WPS = $*

      6.    Deepak's payout at this WPS (which is *% of his Target CCP) is $*.
            See Payout Card in Appendix 2.

                                                                         Page 10
<PAGE>

Scenario 3:

      1.    Jack C.E. has a Target CCP of $* but only achieves an actual CCP of
            $*.

      2.    Jack does not achieve any of the VFactor components so receives a *%
            VFactor.

      3.    VCS = *% x $*

      4.    Jack receives a SCS of *%
            SCS = *%

      5.    WPS = *% x (*% x $*)
            Therefore, Jack's WPS = $*

      6.    Jack's payout at this WPS (which is *% of his Target CCP) is $*. See
            Payout Card in Appendix 2.

                                                                         Page 11
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                            APPENDIX 2 - PAYOUT CARD

                                        *

                                                                         Page 12
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                               APPENDIX 3: REVENUE

      RECOGNIZED REVENUE DEFINED.

(a)   For Winning Performance Plan Participants Revenue will be
      "Recognized Revenue" under this Plan if it meets all of the following
      requirements:

      (1) Sapient has received a binding written contract, commitment letter or
      Purchase Order for the revenue for the project, and the revenue for
      services rendered qualifies to be recorded and has been recorded on
      Sapient's books as recognized revenue for services for the applicable Plan
      Period; provided however, that appropriate reserves, as determined by
      Sapient in its sole discretion, and all amounts to be paid by Sapient as
      reimbursable expenses and project materials (including but not limited to
      travel, entertainment and living expenses, amounts to be paid for third
      party hardware, software, servers and equipment and amounts to be paid to
      subcontractors or other third parties, and any other materials and
      equipment mutually agreed by Sapient and the client to be purchased or
      licensed for the engagement) will be excluded from "Recognized Revenue"
      for purposes of this Plan;
      (NOTE: In the event that a project is sold with a mark-up by Sapient on
      third-party hardware, software or materials, the Plan Committee will
      determine on a case-by-case basis, based upon the margin of the project,
      in his sole discretion, the amount, if any, of such mark-up to be included
      in "Recognized Revenue" for such project under this Plan);

      (2) Project work corresponding to the revenue must be completed and
      delivered to the client;

      (3) The revenue is accurately assigned to the Participant in Pyramid and
      approved by the BU Lead; and

      (4) If any revenue is from a discounted project, the discount must have
      been approved by the BU Lead prior to communication of the discount to the
      client. No revenue will qualify as Recognized Revenue if the discount for
      it was not approved by the BU Lead prior to communication of the discount
      to the client.

(b)   All revenue from qualified sales and/or services, whether from a
      Fusion workshop, design, development or implementation, support or
      maintenance, license fees or other services, is includable and will be
      given equal weight if it meets the other terms and conditions of this
      Plan.

                                                                         Page 13

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