Document:

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================================================================================

                                EXHIBIT NO. 10.7

   Confidential Materials omitted and filed separately with the Securities and
                Exchange Commission. Asterisks denote omissions.

                                     SAPIENT
                                     -------

                          2003 NORTH AMERICAN AND INDIA
                                   BONUS PLAN
                                    DOCUMENT

                                  CONFIDENTIAL

================================================================================

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I.       IMPORTANT INFORMATION

         THIS 2003 NORTH AMERICAN AND INDIA BONUS PLAN (THE "PLAN") CONTAINS
HIGHLY CONFIDENTIAL INFORMATION ABOUT THE REVENUE AND OPERATIONS OF SAPIENT
CORPORATION AND ITS CONSOLIDATED SUBSIDIARIES (INDIVIDUALLY OR COLLECTIVELY, THE
"COMPANY" OR "SAPIENT"). THIS PLAN MAY NOT BE SHARED WITH ANYONE OUTSIDE OF
SAPIENT, AND EACH PARTICIPANT 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 AND/OR
ANY AGREEMENT BETWEEN THE PARTICIPANT AND SAPIENT PERTAINING TO NONDISCLOSURE,
NONSOLICITATION AND/OR NONCOMPETITION (AN "EMPLOYEE NDA").

         NEITHER THE ESTABLISHMENT OF THIS PLAN NOR PARTICIPATION IN THIS PLAN
SHALL IN ANY WAY, NOW, OR HEREAFTER, AFFECT THE EMPLOYMENT RELATIONSHIP BETWEEN
SAPIENT AND PARTICIPANTS IN THIS PLAN. ALL PARTICIPANTS IN THIS PLAN EMPLOYED BY
SAPIENT CORPORATION ("SAPIENT CORPORATION PARTICIPANTS") ARE EMPLOYED BY SAPIENT
CORPORATION ON AN "AT WILL" BASIS. ALL PARTICIPANTS IN THIS PLAN EMPLOYED BY
SAPIENT CANADA INC. ("SAPIENT CANADA PARTICIPANTS") ARE EMPLOYED BY SAPIENT
CANADA INC. IN ACCORDANCE WITH THE TERMS OF THE APPLICABLE EMPLOYMENT CONTRACT
(THE "EMPLOYMENT CONTRACT") BETWEEN EACH SAPIENT CANADA PARTICIPANT AND SAPIENT
CANADA INC. ALL PARTICIPANTS IN THIS PLAN EMPLOYED BY SAPIENT CORPORATION
PRIVATE LIMITED ("SAPIENT INDIA PARTICIPANTS") ARE EMPLOYED BY SAPIENT
CORPORATION PRIVATE LIMITED IN ACCORDANCE WITH THE TERMS OF THE APPLICABLE
EMPLOYMENT CONTRACT BETWEEN EACH SAPIENT INDIA PARTICIPANT AND SAPIENT
CORPORATION PRIVATE LIMITED. SAPIENT RESERVES THE RIGHT TO TERMINATE A SAPIENT
CORPORATION PARTICIPANT'S EMPLOYMENT AND/OR PARTICIPATION IN THIS PLAN AT ANY
TIME, WITH OR WITHOUT CAUSE AND WITHOUT PRIOR NOTICE. SAPIENT ALSO RESERVES THE
RIGHT TO TERMINATE A SAPIENT CANADA PARTICIPANT'S, AND WHERE APPLICABLE A
SAPIENT INDIA PARTICIPANT'S, EMPLOYMENT AND/OR PARTICIPATION IN THIS PLAN IN
ACCORDANCE WITH THE PARTICIPANT'S EMPLOYMENT CONTRACT AND 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 SAPIENT AND ANY PARTICIPANT. TO ENSURE THAT
THIS PLAN BEST SUPPORTS SAPIENT'S OVERALL BUSINESS OBJECTIVES AND STRATEGIES,
THIS PLAN MAY BE REVIEWED PERIODICALLY AND MAY BE MODIFIED, AMENDED OR
TERMINATED AT SAPIENT'S SOLE DISCRETION AND WITHOUT NOTICE TO PARTICIPANTS.

II.      PHILOSOPHY & PURPOSE

         The purpose of this Plan is to reward qualified, eligible Participants
who achieve certain Company, group and individual goals during a period when the
Company and/or its Business Units ("BU's") have also achieved certain financial
performance goals. This Plan is designed to encourage specific types of
performance to achieve such objectives as driving a company-wide focus on
revenue growth, profitability and client satisfaction, attracting and retaining
high-quality team members, aligning leaders of BU's and Global Shared Services
Teams ("GSS Teams") around the same business objectives and rewarding teamwork
and joint accountability. This Plan is also designed to empower and reward
performance at the BU or GSS Team level, but places additional emphasis on
overall Company success.

         Receipt of a bonus under this Plan is not guaranteed, but rather
depends on Company, group and individual performance compared against specific
objectives. The Company is optimistic that, during periods when the Company and
BU's achieve their financial performance goals, Participants will have the
opportunity to earn a bonus. However, if achievement of Company or BU financial
performance goals or individual, group or Company performance falls short of
expectations, Participants may qualify for a limited bonus, or possibly no
bonus, as described below and as determined by the Company in its sole
discretion.

                                                                          Page 2

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III.     EFFECTIVE DATE

         This Plan is effective January 1, 2003, and covers the period from
January 1 through December 31, 2003 (the "Plan Period"), unless modified or
terminated earlier as provided for in this Plan. All prior bonus plans have
expired of their own terms or have been revoked and withdrawn. This Plan
supersedes all prior written or oral bonus plans, promises, agreements,
practices, understandings, negotiations and/or incentive arrangements.

IV.      ELIGIBILITY

         A person who is eligible to participate in this Plan (a "Participant")
must meet the following criteria during the Plan Period and from the end of the
Plan Period through the date payouts are made:

         A. He or she must be assigned one of the following titles by Sapient:
         Associate, Senior Associate, Specialist, Senior Specialist, Manager,
         Senior Manager, Director, Vice President, Senior Vice President,
         Executive Vice President, Executive Officer, and may not be assigned a
         Client Executive, Relationship Management, Relationship Development or
         Business Development Lead title;

         B. He or she must be employed in a position that is determined by
         Sapient to be non-overtime-eligible;

         C. He or she must be actively employed by Sapient 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 for people
         who are hired and commence employment with Sapient in 2003 (as
         discussed below) and in certain other circumstances where a pro rata
         bonus may be paid (as discussed below). A person who is hired and
         commences employment with Sapient during 2003 is eligible as a Plan
         Participant for a pro rata portion of any bonus or incentive deemed
         earned and payable under this Plan by the Company, if he or she is
         hired and actively working at Sapient on or before December 15, 2003.
         Notwithstanding anything to the contrary, in the event a person who is
         otherwise eligible under this Plan is on an expatriate assignment, the
         Company may vary or change the terms of this Plan in its sole
         discretion for that individual as it believes circumstances warrant, or
         the Company may in its sole discretion assign the person to another
         plan. Employees of HWT, Inc. are not eligible to participate in this
         Plan;

         D. He or she was not or is 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 Vice President in charge of the
         People Strategy Organization (the "PSO");

         E. He or she has complied and is complying with all of his or her
         obligations under his or her Employee NDA;

         F. He or she (i) has not received any loan or advance from Sapient,
         (ii) has not been paid an excess draw from any prior bonus or incentive
         plans which remains unpaid as of the day payouts are made under this
         Plan or (iii) does not have any outstanding repayment obligations with
         respect to an expatriate assignment or tax equalization as of the day
         payouts are made under this Plan, UNLESS he or she (a) has 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 or
         incentive under this Plan repays Sapient the full amount of the loan,
         advance or excess draw, or in Sapient's sole discretion agrees in
         writing to apply the amount of any then-current bonus or incentive
         payout toward repayment of such loan, advance or excess draw; and

         G. He or she is not an employee entitled to the protections of the
         (Indian) Payment of Bonus Act, 1965 (as the same may be amended).

                                                                          Page 3

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V.       PLAN COMPONENTS

         The components of this Plan include: (A) funding of a pool available
for bonuses based on Company and BU financial performance and allocation of any
bonus pool to a BU or GSS Team based on performance by that BU or GSS Team
against specific metrics, and (B) distribution to individuals of any bonus pool
made available to a BU or GSS Team based on team and personal performance
against metrics determined by the Company and BU or GSS Team.

A.       FUNDING AND ALLOCATION OF BONUS POOL

         1.       FUNDING MECHANISM OVERALL. Funding, allocation to BU's and GSS
         Teams and receipt of bonuses under this Plan are all contingent on the
         Company's achieving a satisfactory level of financial performance in
         the Plan Period, as described below and as determined in the sole
         discretion of the Company. Both Company and BU-level financial
         performance determine whether a pool is funded and the pool's size. The
         greatest level of funding is achieved when both Company and BU targets
         are met or exceeded, with greater weight on Company operating margin.
         At a high level, the funding mechanism is as follows:

                  a.       [**]% COMPANY FUNDING COMPONENT. [**]% of the
                  potential bonus pool (the "[**]% Company Funding Component")
                  is based on Company operating margin, subject to the terms and
                  conditions of this Plan and as described in more detail in
                  this Plan; and

                  b.       [**]% BU/INDIA/GSS FUNDING COMPONENT. [**]% of the
                  potential bonus pool (the "[**]% BU/India/GSS Funding
                  Component") is based on annual achievement for the Plan Period
                  in the categories described below, subject to the terms and
                  conditions of this Plan and as described in more detail in
                  this Plan:

                           (1)      BU-level contribution margin percent targets
                                    for the U.S. BU's and Canada BU;

                           (2)      Budget target and overall Client
                                    Satisfaction target (as described below) for
                                    the India BU; or

                           (3)      Client Satisfaction targets and Measures of
                                    Excellence (as defined below) for the GSS
                                    Teams.

                  c.       NO FUNDING SCENARIO. Notwithstanding anything to the
                  contrary, although the Company is optimistic that it will
                  achieve profitability in 2003, the Company will not fund any
                  bonus pool under this Plan if the Company has an annual loss
                  of $[**] or more (including any 2003 restructuring costs). The
                  Company will first consider whether its financial performance
                  justifies the funding of a pool available for payment of any
                  bonuses under this Plan. The determination of Company
                  profitability or loss (if any) shall be made by the Company in
                  its sole discretion. If the Company does not achieve its
                  profitability target or a loss within the range stated in this
                  section V(A)(1)(c), the Company may, at any time and in its
                  sole discretion, decide not to fund the pool and that no
                  bonuses will be payable under this Plan, regardless of the
                  performance of any person or individual BU or GSS Team.

         2.       [**]% COMPANY FUNDING COMPONENT

                  Provided that overall Company financial performance allows a
         bonus pool to be funded under this Plan, the [**]% Company Funding
         Component accounts for [**]% of the potential bonus pool that may be
         made available under this Plan, and funding and allocation will occur
         as follows:

                  a.       FUNDING. The Company may partially fund the [**]%
                  Company Funding Component if the Company reaches the [**]
                  level of profitability for 2003. Full funding for the [**]%
                  Company Funding Component will occur if the Company achieves
                  its annual operating margin target of $[**] for 2003, with
                  graduated levels of partial funding at intervals between [**]
                  and the Company's $[**] annual operating margin target. In any
                  event, the level of full or partial bonus pool funding will be
                  determined by the Company in its sole discretion. If the
                  Company exceeds its $[**] annual operating margin target, then
                  bonus pool funding may be increased accordingly; provided,
                  however, that funding will not

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                  exceed [**]% of the size of the pool at the level
                  corresponding to the annual operating margin target.

                  b.       ALLOCATION. If funded, the bonus pool available for
                  the [**]% Company Funding Component of this Plan will be
                  allocated among BU's and GSS Teams as follows:

                           (1)      The [**]% Company Funding Component will be
                           allocated to the U.S. BU's and Canada BU based on (i)
                           each BU's actual contribution margin percent
                           achievement against its contribution margin percent
                           target and (ii) each BU's proportionate contribution,
                           relative to the other BU's, to the Company's annual
                           operating margin achievement for 2003. The Company,
                           acting in its sole discretion, will set BU
                           contribution margin percent targets for each U.S. BU
                           and the Canada BU for the Plan Period. After the
                           close of the Plan Period, the Company will determine
                           each BU's contribution margin percent achievement for
                           the Plan Period and the proportionate contributions
                           made by each BU to the Company's overall operating
                           margin achievement, with all determinations made by
                           the Company based on Company and BU financial results
                           and applying the Company's sole discretion in
                           measuring, analyzing and interpreting such results.
                           In addition, each BU must meet a minimum threshold
                           contribution margin percentage to receive any portion
                           of the [**]% Company Funding Component. If a U.S. BU
                           does not achieve at least a [**]% contribution margin
                           percent, it will not receive any portion of the [**]%
                           Company Funding Component. If the Canada BU does not
                           achieve at least a [**]% contribution margin percent,
                           it will not receive any portion of the [**]% Company
                           Funding Component.

                           (2)      The [**]% Company Funding Component will be
                           allocated to the India BU and GSS Teams based on the
                           Company's percentage achievement against its annual
                           operating margin target for 2003.

         3.       [**]% BU/INDIA/GSS FUNDING COMPONENT

                  Provided that overall Company performance allows a bonus pool
         to be funded under this Plan, the [**]% BU/India/GSS Funding Component
         accounts for [**]% of the potential bonus pool that may be made
         available under this Plan. Funding and allocation of this component
         will be as follows:

                  a.       FUNDING AND ALLOCATION - U.S. AND CANADA BU'S. Each
                  of the U.S. BU's and the Canada BU must achieve a minimum
                  contribution margin percent target for the [**]% BU/India/GSS
                  Funding Component to be funded and any allocation made to that
                  BU. Funding and allocation of this component for the U.S. BU's
                  and Canada BU will then be at graduated levels between minimum
                  and target BU contribution margin percent for 2003, as
                  provided in the chart below. Each BU must meet a minimum
                  threshold contribution margin percentage to receive any
                  portion of the [**]% BU/India/GSS Funding Component. A U.S. BU
                  must achieve at least a [**]% contribution margin percent
                  (except for Financial Services, which must achieve [**]%) to
                  receive any portion of the [**]% BU/India/GSS Funding
                  Component. The Canada BU must achieve at least a [**]%
                  contribution margin percent to receive any portion of the
                  [**]% BU/India/GSS Funding Component. Also, the chart below
                  includes an accelerator on above-target levels of BU
                  contribution margin percent achievement, with caps of [**]%
                  above specific levels of achievement for various BU's as noted
                  in the chart below.

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<TABLE>
<CAPTION>
                                         BU'S CONTRIBUTION MARGIN CHART
-----------------------------------------------------------------------------------------------------------------
BU CONTRIBUTION        PAYOUT          BU CONTRIBUTION          PAYOUT          BU CONTRIBUTION         PAYOUT
 MARGIN PERCENT      PERCENTAGE         MARGIN PERCENT      PERCENTAGE FOR       MARGIN PERCENT       PERCENTAGE
PERFORMANCE FOR       FOR U.S.           PERFORMANCE            U.S. FS         PERFORMANCE FOR       FOR CANADA
   U.S. BU'S            BU'S           FOR U.S. FS BU             BU                CANADA BU             BU
-------------------------------        -----------------------------------      ---------------------------------
<S>                  <C>               <C>                  <C>                 <C>                   <C>
     [**]               [**]                 [**]                [**]                 [**]               [**]
-------------------------------        -----------------------------------      ---------------------------------
     [**]               [**]                 [**]                [**]                 [**]               [**]
-------------------------------        -----------------------------------      ---------------------------------
     [**]               [**]                 [**]                [**]                 [**]               [**]
-------------------------------        -----------------------------------      ---------------------------------
     [**]               [**]                 [**]                [**]                 [**]               [**]
-------------------------------        -----------------------------------      ---------------------------------
     [**]               [**]                 [**]                [**]                 [**]               [**]
-------------------------------        -----------------------------------      ---------------------------------
     [**]               [**]                 [**]                [**]                 [**]               [**]
-------------------------------        -----------------------------------      ---------------------------------
     [**]               [**]                 [**]                [**]                 [**]               [**]
-------------------------------        -----------------------------------      ---------------------------------
     [**]               [**]                 [**]                [**]                 [**]               [**]
-------------------------------        -----------------------------------      ---------------------------------
     [**]               [**]                 [**]                [**]                 [**]               [**]
-------------------------------        -----------------------------------      ---------------------------------
     [**]               [**]                 [**]                [**]
-------------------------------        -----------------------------------
                                             [**]                [**]
                                       -----------------------------------
</TABLE>

                  The CEO, COO and CFO have the discretion to approve lower
                  contribution margin percent targets for one or more BU's. In
                  such event, the table above will be revised for such BU(s) and
                  this Plan amended accordingly.

                  b.       FUNDING AND ALLOCATION - INDIA BU. To receive any
                  part of the [**]% BU/India/GSS Funding Component, the India BU
                  must achieve its budget target and overall Client Satisfaction
                  target, all as set, measured and determined by the Company in
                  its sole discretion for the Plan Period. The budget target for
                  the India BU will be set by the Company, reviewed quarterly by
                  the Company CFO and adjusted as deemed appropriate by the
                  Company to respond to variations in required India BU staff
                  size based on the overall Global Distributed Delivery staffing
                  needs of the Company. The [**]% BU/India/GSS Funding Component
                  will be allocated to the India BU based on the level of its
                  achievement against its budget target and overall Client
                  Satisfaction target, with both metrics having equal weight.

                  c.       FUNDING AND ALLOCATION - GSS TEAMS. GSS Teams must
                  achieve its budget target and minimum targets for Client
                  Satisfaction and Measures of Excellence to receive any part of
                  the [**]% BU/India/GSS Funding Component. The leader of each
                  GSS Team (the "GSS Team Lead"), in conjunction with the CEO,
                  will set targets for annual average Client Satisfaction scores
                  and establish the Measures of Excellence for that GSS Team.
                  Each GSS Team Lead will gather and monitor Client Satisfaction
                  scores throughout the Plan Period and will be responsible for
                  communicating the Measures of Excellence to his or her team
                  and reporting achievement to the Compensation Team of the PSO.

C.       DISTRIBUTION TO INDIVIDUALS

         1.       TARGET BONUS OPPORTUNITY TRACKS. This Plan features three
         "tracks" at the level of individual distributions based on Plan
         metrics. Participants in this Plan who are not Directors or Vice
         Presidents or higher may be on Track A or Track B. Participant in this
         Plan who are Directors, Vice Presidents and higher are on the
         Director/VP Track. Subject to funding of a bonus pool and allocation to
         the applicable BU or GSS Team, the range of individual bonus payouts is
         based on Track assignment and dependent upon Team Performance and
         Personal Performance, each as described below. Subject to funding and
         allocation, target bonus opportunities for each of the tracks are as
         follows:

                  -     Track A Participants have a target bonus opportunity of
                        [**]% of base salary, with maximum bonus potential of
                        [**]% of base salary

                  -     Track B Participants have a target bonus opportunity of
                        [**]% of base salary with maximum bonus potential of
                        [**]% of base salary

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                  -     Director/VP Track Participants have individual set
                        dollar amounts for their target bonus opportunity, with
                        a maximum bonus potential of [**]% of their target bonus
                        opportunity

         When a Participant's entry into this Plan becomes effective, he or she
         will be informed of his or her applicable Track. Changes between tracks
         are not permitted during the Plan Period except in the event of a
         promotion or title change, in which event the Compensation Team of the
         PSO, the leader of the Participant's BU (the "BU Lead") or GSS Team
         Lead will determine which track is appropriate for the Participant.

         2.       METRICS. Provided that a bonus pool is funded and a BU or GSS
         Team receives an allocation, and subject to the size of that
         allocation, distributions to Participants within those BU's or GSS
         Teams will be made based on the Participant's Track assignment and a
         combination of Team Performance (as described below) and Personal
         Performance (as described below), with the greater weight on Team
         Performance.

                  a.       TEAM PERFORMANCE. The Team Performance metric
                  accounts for [**]% of an individual distribution and consists
                  of Client Satisfaction and Days Over Plan (each as described
                  below) for project delivery Participants assigned to the U.S.,
                  Canada or India BU's. In determining the Team Performance
                  metric for project delivery Participants in the BU's, both the
                  Client Satisfaction and Days Over Plan metrics will be
                  weighted equally.

                  For Participants assigned to GSS Teams and Participants who
                  perform internal functions within a BU, the Team Performance
                  metric consists of Client Satisfaction and Measures of
                  Excellence (as described below). In determining the Team
                  Performance metric for GSS Teams, both the Client Satisfaction
                  and Measures of Excellence metrics will be weighted equally.

                           (1) CLIENT SATISFACTION. The Client Satisfaction
                           metric uses a score representing the annual
                           time-weighted average of Client Satisfaction scores
                           for client delivery projects within a BU and internal
                           delivery projects for the Company or the annual
                           weighted average for projects within a GSS Team or
                           performed by Participants in internal functions
                           within a BU. The target for annual weighted average
                           Client Satisfaction scores is between [**] and [**]
                           on a 5-point scale, with allocation based on the
                           average of scores earned in the Plan Period.

<TABLE>
<CAPTION>
---------------------------------------------
          CLIENT SATISFACTION CHART
---------------------------------------------
SCORE                                  PAYOUT
---------------------------------------------
<S>                                    <C>
[**]                                    [**]
---------------------------------------------
[**]                                    [**]
---------------------------------------------
[**]                                    [**]
---------------------------------------------
[**]                                    [**]
---------------------------------------------
[**]                                    [**]
---------------------------------------------
[**]                                    [**]
---------------------------------------------
</TABLE>

                                    For project delivery Participants within the
                           BU's, the Client Satisfaction metric is based on the
                           time-weighted average of all approved and unadjusted
                           client satisfaction scores (in Pyramid) pertaining to
                           completed client projects and internal delivery
                           projects for the Company to which a Participant was
                           assigned during the Plan Period, as determined by the
                           Company. Project leadership in the BU's is required
                           to enter Client Satisfaction scores into the
                           Company's Pyramid system within [**] days after the
                           completion of the project ([**] days for
                           Implementation projects). If the unadjusted Client
                           Satisfaction score for a project is not entered into
                           Pyramid within the applicable time limit set forth
                           above, the project will be recognized with a score of
                           [**] in this Plan Period. No estimated scores will be
                           included in the time-weighted average. The BU Lead
                           must submit the Client Satisfaction scores for all
                           projects completed during the Plan Period by their
                           teams to the Compensation Team of the PSO by January
                           15, 2004.

                                                                          Page 7

<PAGE>
                                    For GSS Team Participants and Participants
                           who perform internal functions within a BU, the
                           Client Satisfaction metric is based on the weighted
                           average of Client Satisfaction scores for completed
                           projects on which a Participant worked and for which
                           scores were collected during the Plan Period. Each
                           GSS Team Lead (and BU Lead for Participants who
                           perform internal functions within a BU) must submit
                           the Client Satisfaction scores for all projects
                           completed with collected scores during the Plan
                           Period to the Compensation Team of the PSO by January
                           15, 2004.

                                    The annual time-weighted average or weighted
                           average, as applicable and as determined by the
                           Company in each case, for each Participant's projects
                           is then used as the Score in the chart above to
                           determine the payout percentage for the Client
                           Satisfaction metric. The maximum payout level for the
                           Client Satisfaction metric is [**]%.

                           (2) DAYS OVER PLAN. For project delivery Participants
                           within the BU's only, the Days Over Plan metric uses
                           a score representing the time-weighted average of the
                           percentages of the number of days in excess of
                           project plan for the projects completed by that BU
                           and to which a Participant was assigned during the
                           Plan Period, as determined by Sapient. The target for
                           Days Over Plan under this Plan is [**]% inclusive,
                           with allocation based on the average of actual scores
                           for projects completed during the Plan Period.
<TABLE>
<CAPTION>
---------------------------------------------
            DAYS OVER PLAN CHART
---------------------------------------------
SCORE                                  PAYOUT
---------------------------------------------
<S>                                    <C>
[**]                                    [**]
---------------------------------------------
[**]                                    [**]
---------------------------------------------
[**]                                    [**]
---------------------------------------------
[**]                                    [**]
---------------------------------------------
[**]                                    [**]
---------------------------------------------
[**]                                    [**]
---------------------------------------------
</TABLE>
                                    The amount of Days Over Plan will be
                           calculated for each Participant in a BU using the
                           following formula for all projects completed within
                           the Plan Period and to which the Participant was
                           assigned during the Plan Period:

     Actual Days to Complete the Project
-    (Original Estimated Days)
                                             }Total Estimated Days
-    (Total Estimated Additional Scope Days)
      -------------------------------------
            Number of Days Over Plan

NUMBER OF DAYS OVER PLAN / TOTAL ESTIMATED DAYS = DAYS OVER PLAN PERCENTAGE

                                    The time-weighted average of the Days Over
                           Plan Percentages is then used as the Score in the
                           chart above to determine the payout percentage for
                           the Days Over Plan metric, except for projects that
                           are classified by the Company as "time and materials"
                           projects. A payout percentage of [**]% will be used
                           for projects classified by the Company as "time and
                           materials" projects, except that the BU Lead in
                           conjunction with the COO will determine a payout
                           percentage of less than [**]% for a "time and
                           materials" project if time and/or expenses are
                           incurred on the project but not billed to a client.
                           The maximum payout level for the Days Over Plan
                           metric is [**]%. The BU Lead must submit the Days
                           Over Plan scores for their teams for the Plan Period
                           to the Compensation Team of the PSO by January 15,
                           2004.

                           (3) MEASURES OF EXCELLENCE. For GSS Teams and
                           Participants who perform internal functions within a
                           BU, the percentage for the Measures of Excellence
                           metric will be calculated based on the scores for
                           achievement of the applicable Measures of Excellence.
                           Measures of Excellence may be

                                                                          Page 8

<PAGE>

                           the major areas of focus and/or compliance for the
                           team and/or Participant, as set by each GSS Team Lead
                           or BU Lead (for Participants who perform internal
                           functions within a BU) in conjunction with the CEO.
                           Each GSS Team Lead and BU Lead will be responsible
                           for creating the Measures of Excellence for their
                           teams or applicable Participants, communicating them
                           to the team and/or those Participants, tracking
                           performance throughout the Plan Period, calculating
                           any weighted averages for multiple Measures of
                           Excellence and reporting to the Compensation Team of
                           the PSO. The maximum payout level for the Measures of
                           Excellence metric is [**]%. Each GSS Team Lead and BU
                           Lead must submit the Measures of Excellence scores
                           for the Plan Period to the Compensation Team of the
                           PSO by January 15, 2004.

                  b.       PERSONAL PERFORMANCE. Provided that a bonus pool is
                  funded and a BU or GSS Team receives an allocation, then
                  individual assessments are used to measure performance of a
                  Participant against Personal Performance goals established by
                  his or her BU Lead or GSS Team Lead. Subject to the size of
                  the available pool for a BU or GSS Team, the measurement of a
                  Participant's performance (expressed as a percentage) is then
                  applied against the Participant's target bonus opportunity for
                  Personal Performance to determine the payout on Personal
                  Performance. If the bonus pool is not fully funded, payouts
                  will be proportionately lower, even if Personal Performance is
                  at or above [**]%. Each Participant's Personal Performance
                  goals are established by the BU or GSS Team Lead at the
                  beginning of the Plan Period and are subject to change in the
                  BU Lead's or GSS Team Lead's sole discretion. A BU Lead or GSS
                  Team Lead may select objective and/or subjective goals for
                  each Participant within the BU or GSS Team and set the
                  relative weights for each goal. A BU or GSS Team Lead may
                  select any combination of Personal Performance goals for each
                  Participant within the BU or GSS Team and set the relative
                  weights for them. Each GSS Team Lead and BU Lead must submit
                  the Personal Performance scores for the Plan Period to the
                  Compensation Team of the PSO by January 15, 2004.

A NOTE ON ROUNDING: For purposes of calculations of the BU and GSS Team
allocations and individual metrics, the Client Satisfaction scores, Days Over
Plan and achievement against Personal Performance goals and Measures of
Excellence will be rounded to one decimal place, with anything equal to or above
a value of 5 in the second decimal place being rounded up.

VI.      TIMING OF PAYOUTS; PRORATIONS; CURRENCY

         A.       TIMING

         Each BU Lead and GSS Team Lead must promptly report achievement against
the Team and Personal Performance metrics to the Compensation Team after the
close of each Plan Period. The CFO must promptly report the results of the
funding and allocation mechanisms to the Compensation Team after the close of
the Plan Period. Following that reporting by each BU Lead and the CFO, a number
of calculations need to be made to determine individuals' bonus or incentive
results. Accordingly, any annual payouts will be made in the Sapient pay period
following completion of the calculations.

         B.       PRORATIONS

         If a prorated bonus or incentive is payable, the following rule
applies: Proration will be calculated on the basis of [**] for each half
calendar month of eligibility, as outlined in the table below. A half calendar
month is defined as either the period between the 1st and 15th of a calendar
month or the period between the 16th and the last day of the calendar month.

                                                                          Page 9

<PAGE>

<TABLE>
<CAPTION>
--------------------------------------------------------------------
                           PRORATION CHART
--------------------------------------------------------------------
# OF MONTHS         PRORATION            # OF MONTHS       PRORATION
-----------------------------            ---------------------------
<S>                 <C>                  <C>               <C>
    [**]              [**]                  [**]              [**]
-----------------------------            ---------------------------
    [**]              [**]                  [**]              [**]
-----------------------------            ---------------------------
    [**]              [**]                  [**]              [**]
-----------------------------            ---------------------------
    [**]              [**]                  [**]              [**]
-----------------------------            ---------------------------
    [**]              [**]                  [**]              [**]
-----------------------------            ---------------------------
    [**]              [**]                  [**]              [**]
-----------------------------            ---------------------------
    [**]              [**]                  [**]              [**]
-----------------------------            ---------------------------
    [**]              [**]                  [**]              [**]
-----------------------------            ---------------------------
    [**]              [**]                  [**]              [**]
-----------------------------            ---------------------------
    [**]              [**]                  [**]              [**]
-----------------------------            ---------------------------
    [**]              [**]                  [**]              [**]
-----------------------------            ---------------------------
    [**]              [**]                  [**]              [**]
-----------------------------            ---------------------------
</TABLE>

         To the extent any bonuses or incentives are paid under this Plan, if a
date is not otherwise specified in this Plan for a proration, then for a month
to be included in a proration calculation, the event giving rise to the
proration must occur on or before the 15th of a month. If such event occurs
after the 15th of a month, the next calendar month will be considered the first
month of the occurrence for purposes of proration. In the event of any proration
of year-to-date amounts, any previous payouts will be deducted.

         The circumstances that may warrant pro rata payment include but are not
limited to:

         -        Base compensation changes;

         -        Target bonus opportunity changes;

         -        Bonus Track changes;

         -        Commencement of employment and new entrance into this Plan;

         -        Certain title changes (as described below);

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

         -        Involuntary termination without "Cause" (as defined below);
                  and

         -        Qualified leave of absence, disability or death of Participant
                  (as discussed below).

         C.       CURRENCY

         All currency figures in this Plan are expressed in U.S. dollars, unless
stated otherwise in this Plan, but payout calculations and payments are done in
local currency. In performing currency conversions, if any, Sapient will apply
commercial exchange rates determined by Sapient in its sole discretion.

VII.     TITLE CHANGES

         A person ceases to participate in this Plan if he or she changes to a
Sapient title or job that is not eligible under this Plan. If a person remains
employed by the Company but moves to a title that is not eligible under this
Plan, then the time the person is considered eligible under this Plan will be
pro-rated subject to the proration rules of this Plan. If a Participant remains
on this Plan for the entire Plan Period but during that time switches to a
different title also covered by this Plan, then the time spent in each title
will be prorated, as applicable, subject to the proration rules of this Plan.

         If a Participant's regular BU assignment changes within the Plan Period
(as approved by appropriate BU management and recorded in the Company's HRIS
system), at the end of the Plan Period, then the time spent in each BU will be
prorated subject to the proration rules of this Plan.

                                                                         Page 10

<PAGE>

IX.      TERMINATION OF EMPLOYMENT

         A.       VOLUNTARY

         Participants must be employed by the Company in an eligible title
through the entire Plan Period and until the day payouts are made for the Plan
Period to receive a payout under this Plan (except in the circumstances
described in the Plan when a prorated payment is permitted). Therefore,
employees who voluntarily terminate their employment for any reason before the
end of the Plan Period or the day payouts are made for the Plan Period are not
eligible for any payout under this Plan.

         B.       INVOLUNTARY AND WITHOUT "CAUSE"

                  1.       SAPIENT CORPORATION PARTICIPANTS. If the Company
                  terminates a Sapient Corporation Participant's employment
                  without "Cause" (as that term is defined below) prior to the
                  end of the Plan Period, that Participant will be eligible for
                  pro rata payout in accordance with the above schedule through
                  his or her termination date, if the Company funds a pool and
                  the Participant's BU receives an allocation for the Plan
                  Period.

                  2.       SAPIENT CANADA PARTICIPANTS AND SAPIENT INDIA
                  PARTICIPANTS. If the Company terminates a Sapient Canada
                  Participant's or Sapient India Participant's employment
                  without Cause prior to the end of the Plan Period or the date
                  payouts are made for the Plan Period, that Participant is not
                  eligible for any payout under this Plan. For all purposes, the
                  termination date shall be deemed to be the Participant's last
                  day of active employment.

         C.       INVOLUNTARY AND WITH "CAUSE"

         Participants must be employed by the Company in an eligible title
through the entire Plan Period and until the day payouts are made for the Plan
Period to receive a payout under this Plan (except in the circumstances
described in the Plan when a prorated payment is permitted). Therefore,
employees who are involuntarily terminated with Cause before the end of the Plan
Period or the date payouts are made for the Plan Period are not eligible for any
payout under this Plan.

         D.       ALL EMPLOYMENT TERMINATIONS

         1.       DEFINITION OF "CAUSE." For purposes of this Plan, "Cause"
         shall mean, as determined by the Company in its sole discretion: (a) a
         Participant's substantial and continuing failure to perform the duties
         of his or her employment (whether by reason of neglect, inattention,
         inability or otherwise); (b) a Participant's misconduct or negligence
         in connection with the performance of such duties; (c) breach of any of
         a Participant's representations, warranties or obligations under his or
         her Employee NDA; (d) a Participant's failure to comply with Sapient
         policies, including without limitation Sapient's Equal Employment
         Opportunity and Harassment Policy; or (e) a Participant's conviction of
         a crime other than minor traffic violations or other infractions (or in
         the case of a Sapient Canada Participant, a Criminal offence for which
         a pardon has not been granted), either: (i) in connection with the
         performance of his or her obligations to the Company; or (ii) which
         could adversely affect his or her ability to perform such obligations.
         "Conviction" includes pleas of guilty or nolo contendere in the case of
         a Sapient Corporation Participant and a plea of guilty in the case of a
         Sapient Canada Participant.

         2.       NO EXTENSION. A Participant's right to receive payment or
         participate in this Plan shall not be extended beyond his or her last
         day of active employment because he or she receives pay in lieu of
         notice in accordance with his or her Employment Contract.

                                                                         Page 11

<PAGE>

         3.       TIMING OF PRORATED PAYMENTS. Any prorated bonus or incentive
         components calculated and payable under this Plan in the event of a
         termination will be paid at the same time that bonuses or incentives
         are paid to other Participants for the Plan Period in which the
         termination date occurred or, at the Company's discretion, at an
         earlier date.

X.       LEAVES OF ABSENCE AND SHORT TERM DISABILITY

         If a Participant takes an approved leave of absence (including a
medical leave under the Company's Short-Term Disability Program) during the Plan
Period for fewer than 30 days, no adjustment will be made in the payout
calculation or in the Participant's metrics.

         If such leave of absence extends for more than 30 days during the Plan
Period, the Participant may be eligible for a pro rated payout calculated in
accordance with the above table and the other terms of this Plan. All payments
(if any) will be paid on the same date that active Participants receive payment.

         For purposes of determining whether the payment may be pro rated, a
leave of absence begins on the date that the leave of absence begins as noted in
the Company's records (or in the case of short term disability, on the same date
that short term disability benefits begin).

XI.      DEATH AND LONG TERM DISABILITY

         In the event of long-term disability or death, a pro rated payment
based on the length of service during the Plan Period will be paid in accordance
with the above table and other terms of this Plan. All such payments (if any)
will be paid on the same date that active Participants receive payment or, at
the Company's discretion, at an earlier date. "Long-term disability" is defined
as eligibility to receive long-term disability benefits under the Company's LTD
Policy. For proration purposes, active service ends when the employee is no
longer paid regular wages through payroll for work performed.

XII.     LOANS, ADVANCES OR DRAWS

         Loans or advances against potential payments will not be made under
this Plan. If a Participant has an outstanding advance or loan from the Company
or has an outstanding obligation to repay to the Company money related to an
expatriate assignment or tax equalization, all or a portion of any bonus or
incentive payout under this Plan may 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 request by the Company, any Participant
with such an outstanding loan, advance or other obligation will sign and deliver
a written instrument authorizing such application of any payout.

XIII.    FORMS OF PAYMENT

         As permitted by law, Sapient may, with the agreement of a Participant,
pay a bonus or incentive 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 Sapient and a Participant
may agree.

                                                                         Page 12

<PAGE>

XIV.     PLAN ADMINISTRATION AND MANAGEMENT

         A Plan Committee will administer this Plan. The Plan Committee will be
composed of a Chief Executive Officer, the Chief Financial Officer, Chief
Operating Officer, General Counsel, Vice President in charge of the PSO,
representative from the Compensation Team of the PSO and selected executive
leaders of BU's. 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 (the "Compensation
Committee"), modify, amend or terminate this Plan or take other actions
affecting Plan Participants without advance notice to Participants of such
actions. While this Plan will be administered in accordance with applicable law,
nothing in this Plan is a guarantee of current or future compensation or income.

         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 a Participant wants to dispute a bonus or incentive payout or
calculation decision affecting the Participant or any other decision affecting
the Participant, that Participant must request reconsideration in writing. The
request must be given to the Vice President of the PSO within 60 days after the
date of the disputed decision. By participating in this Plan, each Participant
agrees that a failure to properly request reconsideration of any payout or
calculation decision or other decision within this 60-day period constitutes
agreement with such decision made by the Company. If the reconsideration request
is properly submitted, the Vice President of the PSO will resolve the disputed
decision upon review of the circumstances and of the available documentation and
submit his or her initial determination to the Plan Committee for review. The
decision of the Plan Committee as to such dispute will be final.

XV.      MISCELLANEOUS

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

         If a provision of this Plan is found invalid, illegal or unenforceable,
the other provisions of this Plan shall remain in full force and effect, and
such invalid, illegal or unenforceable provision shall 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 shall be severed from
this Plan).

         All payouts under this Plan are subject to applicable withholdings and
deductions as required by law.

         This Plan supersedes all prior understandings, negotiations and
agreements, whether written or oral, between each individual Participant and the
Company as to the subject matter covered by this Plan. This Plan describes the
sole and exclusive bonuses or incentives the Company is offering to Participants
during the Plan Period; provided, however, that nothing in this Plan will
prevent the Company 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. The Company has no obligation to pay anyone a
discretionary bonus or incentive at any time.

                                                                         Page 13<PAGE>

                                                                   EXHIBIT 10(a)

                              BANKNORTH GROUP, INC.

                              AMENDED AND RESTATED
                               SEVERANCE AGREEMENT

                                 WILLIAM J. RYAN

         This Amended and Restated Severance Agreement (this "Agreement") is
made and entered into as of the 1st day of January, 2003, by and between
Banknorth Group, Inc. (the "Company") and William J. Ryan (the "Executive");

                              W I T N E S S E T H:

         WHEREAS, the Company and the Executive are parties to a certain
Severance Agreement dated January 1, 2000, as amended by a First Amendment to
Severance Agreement dated as of May 22, 2001 (as so amended, the "Prior
Agreement"); and

         WHEREAS, the Company and the Executive wish to amend and restate the
Prior Agreement in its entirety as hereinafter set forth;

NOW, THEREFORE, in consideration of the foregoing, the mutual covenants and
agreements herein contained, and other good and valuable consideration, the
receipt and sufficiency of which are hereby acknowledged, the Company and the
Executive hereby agree, and amend and restate the Prior Agreement in its
entirety, as follows:

1.       Definitions

         (a)      Accrued Benefits means:

<PAGE>

                  (i)      All salary earned or accrued through the date the
         Executive's employment is terminated;

                  (ii)     reimbursement for any and all monies advanced in
         connection with the Executive's employment for reasonable and necessary
         expenses incurred by the Executive through the date the Executive's
         employment is terminated;

                  (iii)    any and all other compensation previously earned by
         the Executive and deferred under or pursuant to any deferred
         compensation plan or plans of the Company then in effect together with
         any interest or deemed earnings thereon;

                  (iv)     any bonus earned by the Executive for a Year or other
         performance period ending prior to the Year or other performance period
         in which employment terminates, but not yet paid to the Executive,
         under any bonus or incentive compensation plan or plans in which the
         Executive is a participant;

                  (v)      to the extent not previously paid to the Executive
         for the Year in which employment terminates, a pro rata portion of the
         maximum Annual Bonus payable to the Executive for the Year in which
         employment terminates under any bonus or incentive compensation plan or
         plans of the Company in which the Executive is a participant,
         determined as if the Executive had remained in employment for the full
         Year and prorated based upon weeks, including partial weeks, of
         employment during that Year;

                  (vi)     to the extent not previously paid to the Executive
         for the "Performance Period" (as defined in the EIP) in which
         employment terminates, a pro rata Long-Term Incentive Award in an
         amount determined as described in Section 5 of the EIP;

                                       2
<PAGE>

                  (vii)    to the extent not previously paid or provided to the
         Executive, all other payments and benefits to which the Executive may
         be entitled under the terms of any applicable compensation or benefit
         plan, program or arrangement of the Company.

         (b)      Act means the Securities Exchange Act of 1934, as amended.

         (c)      Affiliate of any specified persons means any other person
that, directly or indirectly, through one or more intermediaries, controls, or
is controlled by, or is under direct or indirect common control with such
specified person. For the purposes of this definition, "control" means the
possession, direct or indirect, of the power to direct or cause the direction of
the management and policies of a person, whether through the ownership of voting
securities, by contract or otherwise, and the terms "controlling" and
"controlled" have meanings correlative to the foregoing.

         (d)      Annual Bonus means any bonus or incentive award under any
bonus or incentive compensation plan, program or arrangement of the Company in
which the Executive is a participant the performance period for which is or was
initially scheduled to be one year or less.

         (e)      Annual Compensation means the sum of:

                  (i)      the Executive's annual base salary at the rate in
         effect on the date of a termination of employment as described in
         Section 3 or in Section 7(d) (or, in the event of a termination for
         "Good Reason" under Section 1(k)(i)(A) below, the annual base salary as
         in effect immediately before the actions giving rise to Good Reason);
         plus

                  (ii)     the greatest of the Annual Bonuses, if any, either
         paid or accrued in either the Year of the Change in Control or the
         immediately preceding Year.

                                       3
<PAGE>

         (f)      Base Amount means an amount equal to the Executive's
Annualized Includable Compensation for the Base Period as defined in Section
280G(d)(1) and (2) of the Code (as hereinafter defined).

         (g)      Bonus (whether or not capitalized) means any bonus or
incentive award (including any Annual Bonus or Long-Term Incentive Award) under
any bonus or incentive compensation plan, program or arrangement of the Company
in which the Executive is a participant.

         (h)      Cause means (i) the executive's conviction of, or plea of nolo
contendere to, a felony; or (ii) willful and intentional misconduct, willful
neglect, or gross negligence in the performance of the Executive's duties, which
has caused a demonstrable and serious injury to the Company, monetary or
otherwise.

         The Executive shall be given written notice that the Company intends to
terminate his employment for Cause. Such written notice shall specify the
particular acts, or failures to act, on the basis of which the decision to so
terminate employment was made.

         In the case of a termination for Cause as described in clause (ii),
above, the Executive shall be given the opportunity within thirty (30) days of
the receipt of such notice to meet with the Board to defend such acts, or
failures to act, prior to termination. The Company may suspend the Executive's
title and authority pending such meeting, and such suspension shall not
constitute "Good Reason," as defined in subsection (n) below.

         (i)      "Change in Control" of the Company shall mean a Change in
Control of a nature that would be required to be reported in response to Item
6(e) of Schedule 14A of Regulation 14A promulgated under the Act or any
successor thereto, provided that without limiting the

                                       4
<PAGE>

foregoing, a Change in Control of the Company also shall mean the occurrence of
any of the following events:

         (i)      any "person" (as defined under Section 3(a)(9) of the Act) or
"group" of persons (as provided under Section 13d-3 of the Act) is or becomes
the "beneficial owner" (as defined in Rule 13d-3 or otherwise under the Act),
directly or indirectly (including as provided in Rule 13d-3(d)(1) of the Act),
of capital stock of the Company the holders of which are entitled to vote for
the election of directors ("voting stock") representing that percentage of the
Company's then outstanding voting stock (giving effect to the deemed ownership
of securities by such person or group, as provided in Rule 13d-3(d)(1) of the
Act, but not giving effect to any such deemed ownership of securities by another
person or group) equal to or greater than twenty-five percent (25%) of all such
voting stock;

         (ii)     during any period of twenty four consecutive months,
individuals who at the beginning of such period constituted the Board of
Directors of the Company (including for this purpose any new director whose
election or nomination for election by the Company's shareholders was approved
by a vote of at least a majority of the directors then still in office who were
directors at the beginning of such period) cease for any reason to constitute at
least a majority of the Board of Directors of the Company (excluding any Board
seat that is vacant or otherwise unoccupied).

         (iii)    there shall be consummated any consolidation, merger, stock
for stock exchange or similar transaction (collectively, "Merger Transactions")
involving securities of the Company in which holders of voting stock of the
Company immediately prior to such consummation own, as a group, immediately
after such consummation, voting stock of the

                                       5
<PAGE>

Company (or, if the Company does not survive the Merger Transaction, voting
securities of the corporation surviving such transaction) having less than 50%
of the total voting power in an election of directors of the Company (or such
other surviving corporation).

         (j)      Code means the Internal Revenue Code of 1986, as amended.

         (k)      Disability means a disability entitling the Executive to
payments under the Company's long-term disability plan applicable to the
Executive.

         (l)      Effective Date means the date this Agreement is executed by
the parties.

         (l)      EIP means the Banknorth Group, Inc. Executive Incentive Plan
as amended and in effect from time to time, and any successor plan.

         (m)      Employment Period means a period commencing on the date of a
Change in Control of the Company and ending on the earlier of (i) the last day
of the twenty-fourth month following the month in which the Change in Control
occurs or (ii) the Executive's Normal Retirement Date.

         (n)      Good Reason means:

                  (i)      any breach of this Agreement by the Company,
including without limitation (A) any reduction during the Employment Period in
the amount of the Executive's base salary or aggregate benefits as in effect
from time to time, (B) failure to provide the Executive with the same fringe
benefits that were provided to the Executive immediately prior to a Change in
Control of the Company, or with a package of fringe benefits (including paid
vacations) that, though one or more of such benefits may vary from those in
effect immediately prior to such a Change in Control, is substantially
comparable in all material respects to such fringe benefits

                                       6
<PAGE>

taken as a whole, or (C) any other breach by the Company of its obligations
contained in Section 6 below;

                  (ii)     without the Executive's express written consent, the
assignment to the Executive of any duties which are materially inconsistent with
the Executive's positions, duties, responsibilities and status immediately prior
to the Change in Control of the Company, a material change in the Executive's
reporting responsibilities, titles or offices as an employee and as in effect
immediately prior to the Change in Control, or a significant reduction in the
Executive's title, duties or responsibilities, or in the level of his support
services as in effect immediately prior to the Change in Control;

                  (iii)    the relocation of the Executive's principal place of
employment, without the Executive's written consent, to a location outside the
same metropolitan area in which the Executive was employed at the time of such
Change in Control, or the imposition of any requirement that the Executive spend
more than ninety (90) business days per year at a location other than such
principal place of employment; or

                  (iv)     any purported termination of the Executive's
employment for Cause or Disability which is not effected pursuant to a Notice of
Termination satisfying the requirements of paragraph (q) below; or

                  (v)      a change in the ownership of the Company (either
accompanying or following the Change in Control), such that the Executive's
duties, reporting responsibilities, or authority is no longer consistent with
those of an executive of an independent company.

         Upon the occurrence of any of the events described in (i), (ii), (iii),
(iv) or (v) above, the Executive shall give the Company written notice that such
event constitutes Good Reason, and

                                       7
<PAGE>

the Company shall thereafter have thirty (30) days in which to cure. If the
Company has not cured in that time, the event shall constitute Good Reason.

         (o)      Long-Term Incentive Award means an incentive award under the
EIP the performance period for which is or was initially scheduled to be in
excess of one year.

         (p)      Normal Retirement Date means Normal Retirement Date as defined
in the Retirement Plan.

         (q)      Notice of Termination shall mean a notice which shall indicate
the specific termination provision relied upon in this Agreement and shall set
forth in reasonable detail the facts and circumstances claimed to provide a
basis for termination of Executive's employment under the provision so
indicated.

`        (r)      Person or Group means a "person" or "group," as defined in
Section 1(g)(i) hereof.

         (s)      Plan Year with respect to any of the Retirement Plan or the
401(k) Plan, the "plan year" as defined in such plan.

         (t)      Retirement Plan means the Banknorth Group, Inc. Retirement
Plan, as amended and in effect from time to time and any successor plan.

         (u)      SERP Agreement means the Amended and Restated Supplemental
Retirement Agreement dated January 1, 2002 between the Executive and the
Company, as amended.

         (v)      Year means a calendar year unless otherwise specifically
provided.

         (w)      401(k) Plan means the Banknorth Group, Inc. 401(k) Plan dated
January 1, 2001, as amended, which plan constitutes a continuation and merger of
the Banknorth Group, Inc.

                                       8
<PAGE>

Thrift Incentive Plan and the Banknorth Group, Inc. Profit Sharing and Employee
Stock Ownership Plan.

         2.       Term of Agreement.

         This Agreement shall begin on the Effective Date and shall continue
until the third anniversary of such date, provided that, on the first
anniversary of the Effective Date, and on each succeeding anniversary, the term
shall be renewed for an additional period of one year unless either party has
given written notice that the term is not so renewed, which notice must be
delivered to the other party at least ninety (90) days prior to the date of any
such renewal, and further provided that if a Change in Control of the Company
occurs during such term, the term shall in all events continue through the last
day of the Employment Period. This Agreement is also subject to earlier
termination as provided in Section 3 below. All rights and obligations hereunder
shall survive to the extent necessary to the intended enforcement thereof.

         3.       Termination of Employment Prior to a Change in Control.

                  (a)      The Company and the Executive shall each retain the
right to terminate the employment of the Executive at any time prior to a Change
in Control of the Company. In the event the Executive's employment is terminated
prior to a Change in Control of the Company, this Agreement shall, except as
provided in subsection (b) below, be terminated and of no further force and
effect, and any and all rights and obligations of the parties hereunder shall
cease.

                  (b) If the Executive's employment is terminated by the Company
prior to the occurrence of a Change in Control of the Company, and if it can be
shown that the Executive's termination (i) was at the direction or request of a
third party that had taken steps reasonably calculated to effect the Change in
Control of the Company thereafter, or (ii) otherwise occurred

                                       9
<PAGE>

in connection with, or in anticipation of, the Change in Control of the Company,
the Executive shall have the rights described in Section 7(d) below, as if a
Change in Control of the Company had occurred on the date immediately preceding
such termination.

         4.       Employment Following a Change in Control.

         If a Change in Control of the Company occurs when the Executive is
employed by the Company, the Company will continue thereafter to employ the
Executive, and the Executive will remain in the employ of the Company, during
the Employment Period, in accordance with the terms and provisions of this
Agreement.

         5.       Duties.

         During the Employment Period, the Executive shall serve the Company in
such capacities and positions as may be assigned by the Company consistent with
the Executive's capacities and positions immediately prior to the Change in
Control and shall devote the Executive's best efforts and all of the Executive's
business time, attention and skill to the business and affairs of the Company,
as such business and affairs now exist and as they may hereafter be conducted.

         6.       Compensation.

         During the Employment Period, the Executive shall be compensated by the
Company as follows:

                  (a)      the Executive shall receive, at such intervals and in
accordance with such standard policies as in effect immediately prior to the
Change in Control of the Company, an annual base salary not less than the
Executive's annual base salary as in effect immediately prior to the Change in
Control of the Company, subject to adjustment as hereinafter provided;

                                       10
<PAGE>

                  (b)      the Executive shall be included in all plans
providing incentive compensation to executives, including but not limited to
bonus, deferred compensation, annual or other incentive compensation,
supplemental pension, stock ownership, stock option, stock appreciation, stock
bonus and similar or comparable plans as any such plans are extended by the
Company from time to time to senior corporate officers, key employees and other
employees of comparable status;

                  (c)      the Executive shall be reimbursed, at such intervals
and in accordance with such standard policies as may be in effect on the date of
the Change in Control of the Company, for any and all monies advanced in
connection with the Executive's employment for reasonable and necessary expenses
incurred by the Executive on behalf of the Company, including travel expenses;

                  (d)      the Executive shall be allowed to participate, on the
same basis as applicable to other employees of comparable status and position,
in any and all plans, programs or arrangements covering employee benefits or
perquisites, including but not limited to the following: group medical
insurance, hospitalization benefits, disability benefits, medical benefits,
dental benefits, pension benefits, profit sharing and stock bonus plans;

                  (e)      the Executive shall receive annually not less than
the amount of paid vacation and not fewer than the number of paid holidays
received annually immediately prior to the Change in Control of the Company or
available annually to other employees of comparable status and position with the
Company.

         During the Employment Term the Board of Directors of the Company, or an
appropriate committee thereof, will consider and appraise, at least annually,
the contributions of the

                                       11
<PAGE>

Executive to the Company's operating efficiency, growth, production and profits
and, in accordance with past practice, due consideration shall be given to the
upward adjustment of the Executive's compensation rate, at least annually,
commensurate with increases generally given to other senior corporate officers
and key employees and as the scope of the Executive's duties expands.

         7.       Termination of Employment.

         Any termination by the Company or the Executive of the Executive's
employment during the Employment Period shall be communicated by written Notice
of Termination to the Executive if such notice is delivered by the Company, and
to the Company if such notice is delivered by the Executive. The Notice of
Termination shall comply with the requirements of Section 17 below.

                  (a)      Termination for Disability. If during the Employment
Period, the Executive's employment is terminated on account of the Executive's
Disability, the Executive shall receive any Accrued Benefits, and shall remain
eligible for all benefits as provided pursuant to the terms of any long-term
disability programs of the Company in effect at the time of such termination.

                  (b)      Termination on the Executive's Death. If, during the
Employment Period, the Executive's employment is terminated on account of the
Executive's death, the Executive's estate or his designated beneficiary (or
beneficiaries), as applicable, shall receive all the Executive's Accrued
Benefits.

                  (c)      Voluntary Termination or Termination for Cause. If,
during the Employment Period, (i) the Executive shall terminate employment with
the Company other than

                                       12
<PAGE>

for Good Reason, or (ii) the Executive's employment is terminated for Cause, the
Executive shall receive from the Company only the Accrued Benefits.

                  (d)      Termination by the Company Without Cause or by the
Executive for Good Reason. If, during the Employment Period, the Executive's
employment with the Company is terminated by the Company other than for Cause,
or by the Executive for Good Reason, then:

                           (i)      the Executive shall receive from the Company
the Accrued Benefits, which shall be paid within ten (10) days after the later
of the date of termination of the Executive's employment and the date of the
Change in Control; provided that (x) for this purpose, Accrued Benefits shall
not include any entitlement to severance under any Company severance policy
generally applicable to the Company's salaried employees and (y) to the extent
that any Annual Bonus or Long-Term Incentive Award to be paid to the Executive
following a Change in Control pursuant to the EIP is included in Accrued
Benefits hereunder and paid to the Executive, such payment shall be deemed to
satisfy the Company's obligation, if any, to make payment of the same pursuant
to the EIP;

                           (ii)     the Executive shall receive from the
Company, no less than ten (10) days following termination of his employment, a
lump sum payment (the "Termination Payment") equal to three (3) times the Annual
Compensation;

                           (iii)    for purposes of determining the Executive's
benefit under the SERP Agreement, the Executive shall be credited with 36
additional months of age and of service determined as follows:

                                    (A)      The additional 36 months of age and
service shall be applied for purposes of benefit accrual, vesting, eligibility
for early retirement, subsidized early

                                       13
<PAGE>

retirement factors, actuarial equivalence and any other purposes under the
Retirement Plan and the SERP Agreement.

                                    (B)      Any provision under the Retirement
Plan or the SERP Agreement prohibiting the accrual of any additional benefits
after the Executive has been credited with more than a stated number of years of
service shall be disregarded.

                                    (C)      For purposes of determining the
amount of the Executive's benefit under the SERP Agreement, the reduction in
respect of the benefit paid under the Retirement Plan shall be based on the
Executive's actual Retirement Plan benefit (that is, without any additional
deemed service).

                                    (D)      For purposes of determining the
Early Retirement Benefit (as defined in the SERP Agreement) and other forms of
benefit under the SERP Agreement, the reductions for early commencement of
payment of Early Retirement Benefits described in the second sentence of Section
5.2 of the SERP Agreement shall not apply.

                                    (E)      The Benefit Computation Base (as
defined in the SERP Agreement) shall be determined as if it were being
calculated at the end of the 36 month period of service credited to the
Executive under this Section 7(d)(iii) and as if during such 36 additional month
period the Executive's annualized compensation was the same as such compensation
for (I) the Year during which the Executive's employment is terminated, or, (II)
any Year before the Change in Control occurred, whichever is greater.

                                    (F)      Any amendment to the Retirement
Plan within the twelve (12) month period prior to the termination of the
Executive's employment shall be disregarded to

                                       14
<PAGE>

the extent that the application of such amendment would decrease the total
amount of the benefits provided for in this Section 7(d)(iii).

                                    (G)      The Executive shall be entitled to
a lump sum distribution of his SERP in all events, and the Company shall not be
entitled to require payment over a longer period. If the Executive elects a lump
sum payment (i) the actuarial equivalent benefit shall be determined in
accordance with the provisions of the Retirement Plan as in effect immediately
prior to the Change in Control, or as in effect on termination of the
Executive's employment, whichever creates the greater benefit, and (ii) payment
shall be made within thirty (30) days following the later of (A) termination of
the Executive's employment, or (B) the date the Executive gives written notice
of the Executive's intent to elect a lump sum.

                           (iv)     the Executive shall be paid a lump sum
amount equal to (A) the sum of (I) the total aggregate value of all
contributions, other than elective contributions by the Executive and employer
matching contributions relating thereto, and forfeitures allocated to the
Executive's account under the 401(k) Plan for the Plan Year ending immediately
prior to the Change of Control, or, if different, the Plan Year ending
immediately prior to the termination of the Executive's employment, whichever
Plan Year would produce the greater aggregate value, and (II) (A) the matching
contributions under the 401(k) Plan (or its successor) which would have been
credited under such plan on Executive's behalf, if the Executive had contributed
the maximum salary deferral contribution allowable under Section 402(g) of the
Code, for the calendar year in which the Executive's employment with the Company
was terminated, multiplied by (B) three (3).

                                       15
<PAGE>

                           (v)      all rights under any equity or long-term
incentive plan shall be fully vested to the extent not otherwise provided by the
terms of any such plan;

                           (vi)     the Executive shall continue to be covered
at the expense of the Company by the same or equivalent hospital, medical,
dental, accident, disability and life insurance coverage as in effect for the
Executive immediately prior to termination of his employment, until the earlier
of (I) 36 months following termination of employment, or (II) the date the
Executive has commenced new employment and has thereby become eligible for
comparable benefits; provided that, with respect to any of the coverages
described above, if such coverage is provided through an insurance policy with
an insurance company unaffiliated with the Company (before or after the Change
in Control), and if under the terms of the applicable policy, it is not possible
to provide continued coverage (or if continued coverage under such policy would
increase the Company's cost allocable to the Executive by more than 100%), then
the Company shall pay the Executive a lump sum cash amount, no later than thirty
(30) days following termination of employment an amount equal to twice the
aggregate allocable cost of such coverage as applicable immediately prior to
termination of employment, such payment to be made without any discount for
present value.

         8.       Certain Supplemental Payments by the Company.

                  (a)      In the event the Executive's employment is terminated
pursuant to Section 3(b) or 7(d) above, and if in connection therewith it is
determined that (i) part or all of the compensation and benefits to be paid to
the Executive constitute "parachute payments" under Section 280G of the Code,
and (ii) the payment thereof will cause the Executive to incur excise tax under
Section 4999 of the Code, the Company, on or before the date for payment of such

                                       16
<PAGE>

excise tax, shall pay the Executive, in lump sum, an amount (the "Gross-Up
Amount") such that, after payment of all federal, state and local income tax and
any additional excise tax under Section 4999 of the Code in respect of the
Gross-Up Amount payment, the Executive will be fully reimbursed for the amount
of such excise tax.

                  (b)      The determination of the Parachute Amount, the Base
Amount and the Gross-Up Amount, as well as any other calculations necessary to
implement this Section 8 shall be made by a nationally recognized accounting or
benefits consulting firm selected by the Executive and reasonably satisfactory
to the Company. The Consultant's fee shall be paid by the Company.

                  (c)      As promptly as practicable following such
determination and the elections hereunder, the Company shall pay to or
distribute to or for the benefit of the Executive such amounts as are then due
to the Executive under this Agreement and shall promptly pay to or distribute
for the benefit of the Executive in the future such amounts as become due to the
Executive under this Agreement.

                  (d)      As a result of the uncertainty in the application of
Section 280G of the Code at the time of an initial determination hereunder, it
is possible that payments will not have been made by the Company which should
have been made under clause (a) of this Section 8 ("Underpayment"). In the event
that there is a final determination by the Internal Revenue Service, or a final
determination by a court of competent jurisdiction, that an Underpayment has
been made and the Executive thereafter is required to make any payment of an
excise tax, income tax, any interest or penalty, the accounting or benefits
consulting firm selected under clause (b) above shall determine the amount of
the Underpayment that has occurred and any such

                                       17
<PAGE>

Underpayment shall be promptly paid by the Company to or for the benefit of the
Executive. If and to the extent that the Executive receives any tax refund from
the Internal Revenue Service that is attributable to payments by the Company
pursuant to this Section 8 of amounts in excess of the actual Gross-Up Amount as
finally determined by the Internal Revenue Service or a court of competent
jurisdiction ("Overpayment"), the Executive shall promptly pay to the Company
the amount of such refund that is attributable to the Overpayment (together with
any interest paid or credited thereon after taxes applicable thereto); provided,
however, the Executive shall not have any obligation to pay the Company any
amount pursuant to this Section 8(d) if and to the extent that any such
obligation would cause the arrangement to be treated as a loan or extension of
credit prohibited by applicable law.

         9.       Further Obligations of the Executive.

         (a)      Confidentiality. During and following the Executive's
employment by the Company, the Executive shall hold in confidence and not
directly or indirectly disclose or use or copy or make lists of any confidential
information or proprietary data of the Company, except to the extent authorized
in writing by the Board of Directors of the Company or required by any court or
administrative agency, other than to an employee of the Company or a person to
whom disclosure is reasonably necessary or appropriate in connection with the
performance by the Executive of duties as an executive of the Company.
Confidential information shall not include any information known generally to
the public or any information of a type not otherwise considered confidential by
persons engaged in the same business or a business similar to that of the
Company. All records, files, documents and materials or copies thereof relating
to the Company's business which the Executive shall prepare, or use, or come
into contact with, shall

                                       18
<PAGE>

be and remain the sole property of the Company and shall be promptly returned to
the Company upon termination of employment with the Company.

                  (b)      Non-Solicitation. For the period from the Effective
Date until the second anniversary of the termination of the Executive's
employment, the Executive will not, directly or indirectly, contact, approach or
solicit for the purpose of offering employment to or hiring (whether as an
employee, consultant, agent, independent contractor or otherwise) any officer of
the Company, or an Affiliate of the Company , other than on behalf of the
Company or an Affiliate of the Company, without the prior written consent of the
Company.

         10.      Equitable Relief.

         Executive acknowledges and agrees that in the event of a breach by
Executive of any of the provisions of Section 9 hereof, the Company shall suffer
irreperable harm for which monetary damages alone will constitute an
insufficient remedy. Consequently, in the event of any such breach, the Company
may, in addition to other rights and remedies existing in its favor, apply to
any court of law or equity of competent jurisdiction for specific performance
and/or injunctive or other relief in order to enforce or prevent any violations
of the provisions hereof, in each case without the requirement of posting a bond
or proving actual damages.

         11.      Expenses and Interest.

         If, after a Change in Control of the Company, a good faith dispute
arises with respect to the enforcement of the Executive's rights under this
Agreement, or if any legal or arbitration proceeding shall be brought in good
faith to enforce or interpret any provision contained herein, or to recover
damages for breach hereof, the Executive shall recover from the Company any
reasonable attorney's fees and necessary costs and disbursements incurred as a
result of such

                                       19
<PAGE>

dispute, and prejudgment interest on any money judgment or arbitration award
obtained by the Executive calculated at the rate of interest announced by
Peoples Heritage Bank, or any successor thereto, from time to time as its prime
rate from the date that payments to him should have been made under this
Agreement.

         12.      Payment Obligations Absolute. The Company's obligation during
and after the Employment Period to pay the Executive the compensation and to
make the arrangements provided herein shall be absolute and unconditional and
shall not be affected by any circumstances, including, without limitation, any
setoff, counterclaim, recoupment, defense or other right which the Company may
have against him or anyone else. All amounts payable by the Company hereunder
shall be paid without notice or demand. Each and every payment made hereunder by
the Company shall be final and the Company will not seek to recover all or any
part of such payment from the Executive or from whomsoever may be entitled
thereto, for any reason whatever except as provided in Section 8(d) above.

         13.      Successors.

                  (a)      The Company will require any successor or assign
(whether direct or indirect, by purchase, merger, consolidation or otherwise) to
all or substantially all of the business and/or assets of the Company, by
agreement in form and substance satisfactory to the Executive, expressly,
absolutely and unconditionally to assume and agree to perform this Agreement in
the same manner and to the same extent that the Company would be required to
perform it if no such succession or assignment had taken place. Any failure of
the Company to obtain such agreement prior to the effectiveness of any such
succession or assignment shall be a material breach of this Agreement and shall
entitle the Executive to terminate the Executive's

                                       20
<PAGE>

employment for Good Reason. As used in this Agreement, "Company" shall mean the
Company as hereinbefore defined and any successor or assign to its business
and/or assets as aforesaid which executes and delivers the agreement provided
for in this Section 13(a) or which otherwise becomes bound by all the terms and
provisions of this Agreement by operation of law.

                  (b)      This Agreement and all rights of the Executive shall
inure to the benefit of and be enforceable by the Executive's personal or legal
representatives, estates, executors, administrators, heirs and beneficiaries.
All amounts payable to the Executive hereunder shall be paid, in the event of
the Executive's death, to the Executive's estate, heirs and representatives.
Except as provided in this Section 13, no party may assign this Agreement or any
rights, interests, or obligations hereunder without the prior written approval
of the other party. Subject to the preceding sentence, this Agreement shall be
binding upon and shall inure to the benefit of the parties hereto and their
respective successors and permitted assigns. This Agreement shall not be
terminated by the voluntary or involuntary dissolution of the Company.

         14.      Enforcement. The provisions of this Agreement shall be
regarded as divisible, and if any such provisions or any part hereof are
declared invalid or unenforceable by a court of competent jurisdiction, the
validity and enforceability of the remainder of such provisions or parts hereof
and the applicability thereof shall not be affected thereby.

         15.      Amendment. This Agreement may not be amended or modified at
any time except by a written instrument executed by the Company and the
Executive.

         16.      Withholding. The Company shall be entitled to withhold from
amounts to be paid to the Executive hereunder any federal, state or local
withholding or other taxes, or charge which

                                       21
<PAGE>

it is from time to time required to withhold. The Company shall be entitled to
rely on an opinion of counsel if any question as to the amount or requirement of
any such withholding shall arise.

         17.      Governing law

         This Agreement and the rights and obligations hereunder shall be
governed by and construed in accordance with the laws of the State of Maine.

         18.      Arbitration.

         Any dispute arising out of this Agreement shall be determined by
arbitration in the State of Maine under the rules of the American Arbitration
Association then in effect and judgment upon any award pursuant to such
arbitration may be enforced in any court having jurisdiction thereof.

         19.      Notice.

         Notices given pursuant to this Agreement shall be in writing and shall
be deemed given when received and, if mailed, shall be mailed by United States
registered or certified mail, return receipt requested, addressee only postage
prepaid, to the Company at:

                     Banknorth Group, Inc.
                     P.O. Box 9540
                     Two Portland Square
                     Portland, ME 04112
                     Attn:  Clerk

or if to the Executive, at the address contained in the records of the Company,
or to such other address as the party to be notified shall have given to the
other.

         20.      No Waiver.

                                       22
<PAGE>

         No waiver by any party at any time of any breach by another party of,
or compliance with, any condition or provision of this Agreement to be performed
by another party shall be deemed a waiver of similar or dissimilar provisions or
conditions at any time.

         21.      Headings. The headings herein contained are for reference only
and shall not affect the meaning or interpretation of any provision of this
Agreement.

         22.      Entire Agreement. This Agreement constitutes the entire
agreement among the parties hereto with respect to the subject matter hereof and
supercedes any prior severance agreements between the Executive and the Company.

                                       23
<PAGE>

         IN WITNESS WHEREOF, the parties have executed this Agreement as of the
day and year first written above.

      THE COMPANY               BANKNORTH GROUP, INC.

                                By:
-------------------------          ------------------------------------
Witness                         Carol L. Mitchell
                                Executive Vice President, General Counsel,
                                Secretary and Clerk

--------------------------      ---------------------------------------
Witness                         William J. Ryan

                                       24

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