Document:

FY 2004 EXECUTIVE OFFICER BONUS PLAN FOR CMGI, INC.

 EXHIBIT 10.10 
  
 FY 2004 Executive Officer Bonus Plan 
 for CMGI, Inc. 
  
 Plan Objective:

  
 To attract, motivate and retain key executive officer talent for
CMGI, Inc. based on CMGI’s consolidated business performance and individual performance. 
  
 Eligibility: 
  
 Executive officers
of CMGI who have been identified as having an impact on the overall business goals and objectives of CMGI. 
  
 Measurements & Financial Objectives: 
  
 The following are the bases and weighting for the bonus plan: 
  

	 Measurement

	  	Weighting

	 
	 1. CMGI Consolidated Business Performance
	  	 	 
	 Financial Objectives:
	  	 	 
	 •      Revenue
	  	25	%
	 •      Non-GAAP Operating Income/(Loss)
	  	25	%
	 •      Cash Usage
	  	25	%
		
	 2. Individual Performance
	  	 	 
	 •      Based on achievement against individual goals & objectives and the discretion of the
CMGI Board of Directors
	  	25	%

  
 Non-GAAP Operating Income/(Loss) is
defined as Operating Income/Loss excluding in-process research & development expenses, depreciation, amortization, long-lived asset impairment and restructuring charges. 
  
 Both Non-GAAP Operating Income/(Loss) and Cash Usage will be measured prior to any @Venture activity and the loss and cash burn related to
certain lease termination activities. 
  
 Actual business performance will be
based on the annual achievement of the defined financial objectives against the FY 2004 Budget, as approved by CMGI’s Board of Directors. CMGI reserves the right to modify the budget and financial objectives as necessary based on business
changes associated with mergers, acquisitions, divestitures, shutdowns or other business situations, which also requires approval from the CMGI Board of Directors. 
  
 Program Funding: 
  
 The bonus payout pool will be determined by CMGI consolidated business performance. Exact funding for the bonus pool for CMGI will be driven by the ability of CMGI to
meet or exceed its consolidated budgeted financial objectives as approved by CMGI’s Board of Directors. 

 Overall business performance generally has a direct correlation to individual performance. However, the bonus plan
provides for discretion in recognizing individual accomplishments against goals and objectives, in addition to business performance. All executive officers enrolled in the FY 2004 Executive Officer Bonus Plan must have clearly documented goals and
objectives in order to be eligible for the Individual Performance measurement. In the case of each participant, any bonus payment for Individual Performance shall be based on (i) accomplishments against documented individual goals and objectives,
(ii) overall bonus pool funding, and/or (iii) if in the sole discretion of the CMGI Board of Directors such bonus payment is warranted. 
  
 Payout Table: 
  
 The tables below will be used to determine the bonus pool based on final CMGI consolidated business performance. 
  
 A minimum performance threshold of 100% must be achieved for pool funding associated with the Revenue and Non-GAAP Operating Income/(Loss) financial objectives. The
maximum pool funding based on business performance is 200%. Every 1% increase or decrease in performance equals 2.5% increase or decrease in funding. 
  

	 Business
Performance

	  	<100%

	 	 	100%

	 	 	110%

	 	 	120%

	 	 	130%

	 	 	3140%

	 
	 Pool Funding
	  	0	%	 	100	%	 	125	%	 	150	%	 	175	%	 	200	%

  
 A minimum performance threshold of
100% must be achieved for pool funding associated with the Cash Usage financial objective. The maximum pool funding based on business performance is 200%. 
  

	 Cash Usage

	  	$<1.0x

	 	 	$1.0x

	 	 	$7.5x

	 	 	$15.0x

	 	 	$22.5x

	 	 	3$30.0x

	 
	 Pool Funding
	  	0	%	 	100	%	 	125	%	 	150	%	 	175	%	 	200	%

  
 Timing of Payment:

  
 Any earned bonus payments will be measured on an annual basis and
paid annually. Payments will be determined after all companies have submitted their actual performance against the FY 2004 Budget. 
  
 Employment Status: 
  
 In order to be eligible to receive any bonus payment under this Plan, participants must be actively employed by CMGI at the time annual bonus payments are made, which
will be as soon as administratively possible following the close of the fiscal year. If a participant is a new hire during the year or had a bonus change during the year, he or she will be eligible for a pro-rated bonus payment based on time worked
during the plan year. If a participant voluntarily leaves CMGI prior to the time the bonus payments are made, he/she will be ineligible to receive any bonus payment. If a participant is involuntarily terminated by CMGI, for reasons other than cause,
prior to the time the bonus payments are made, he/she may, in certain circumstances, be 

 
eligible for consideration for a pro-rated bonus payment based on Board of Directors discretion and time worked during the plan year. If a participant
transfers to any CMGI controlled subsidiary, he/she will be eligible for a pro-rated bonus payment based on Board of Directors discretion and for the time worked during the plan year. 
  
 Administration: 
  
 This plan shall be administered by the CMGI Board of Directors. The CMGI Board of Directors reserves the right to apply its discretion to bonus plan eligibility, overall
bonus funding and payment of bonuses. The CMGI Board of Directors reserves the right to amend or terminate this plan at any time. The CMGI Board of Directors also reserves the right to modify the financial objectives and FY 2004 Budget at any time
based on business changes during the year. This plan shall be governed by and construed in accordance with the laws of the Commonwealth of Massachusetts.FY 2004 EXECUTIVE OFFICER BONUS PLAN FOR SALESLINK CORPORATION

 EXHIBIT 10.11 
  
 FY 2004 Executive Officer Bonus Plan 
 for SalesLink Corporation 
  
 Plan
Objective: 
  
 To attract, motivate and retain key executive officer
talent for SalesLink Corporation based on CMGI’s consolidated business performance, a substantial portion of which relates to SalesLink’s business performance, and individual performance. 
  
 Eligibility: 
  
 Executive officers of SalesLink who have been identified as having an impact on the overall business goals and objectives of SalesLink and
CMGI. 
  
 Measurements & Financial Objectives: 
  
 The following are the bases and weighting for the bonus plan: 
  

	 Measurement

	  	Weighting

	 
	 1. CMGI Consolidated Business Performance
	  	 	 
	 Financial Objectives:
	  	 	 
	 •      Revenue
	  	25	%
	 •      Non-GAAP Operating Income/(Loss)
	  	25	%
	 •      Cash Usage
	  	25	%
		
	 2. Individual Performance
	  	 	 
	 •      Based on achievement against individual goals & objectives and the discretion of the
SalesLink Board of Directors
	  	25	%

  
 Non-GAAP Operating Income/(Loss) is
defined as Operating Income/Loss excluding in-process research & development expenses, depreciation, amortization, long-lived asset impairment and restructuring charges. 
  
 Both Non-GAAP Operating Income/(Loss) and Cash Usage will be measured prior to any @Venture activity and the loss and cash burn related to
certain lease termination activities. 
  
 Actual business performance will be
based on the annual achievement of the defined financial objectives against the FY 2004 Budget, as approved by CMGI’s Board of Directors. CMGI reserves the right to modify the budget and financial objectives as necessary based on business
changes associated with mergers, acquisitions, divestitures, shutdowns or other business situations, which also requires approval from the CMGI Board of Directors. Notwithstanding the foregoing, the financial objectives shall be exclusive of the
impact of any acquisitions, except as otherwise unanimously determined by the SalesLink Board of Directors. 
  
 Program Funding: 
  
 The bonus
payout pool will be determined by CMGI consolidated business performance. Exact funding for the bonus pool for SalesLink will be driven by the ability of CMGI to meet or exceed its consolidated budgeted financial objectives as approved by
CMGI’s Board of Directors. 

 Overall business performance generally has a direct correlation to individual performance. However, the bonus plan
provides for discretion in recognizing individual accomplishments against goals and objectives, in addition to business performance. All executive officers enrolled in the FY 2004 Executive Officer Bonus Plan must have clearly documented goals and
objectives in order to be eligible for the Individual Performance measurement. In the case of each participant, any bonus payment for Individual Performance shall be based on (i) accomplishments against documented individual goals and objectives,
(ii) overall bonus pool funding, and/or (iii) if in the sole discretion of the SalesLink Board of Directors such bonus payment is warranted. 
  
 Payout Table: 
  
 The tables below will be used to determine the bonus pool based on final CMGI consolidated business performance. 
  
 A minimum performance threshold of 100% must be achieved for pool funding associated with the Revenue and Non-GAAP Operating Income/(Loss) financial objectives. The
maximum pool funding based on business performance is 200%. Every 1% increase or decrease in performance equals 2.5% increase or decrease in funding. 
  

	 Business Performance

	  	<100%

	 	 	100%

	 	 	110%

	 	 	120%

	 	 	130%

	 	 	3140%

	 
	 Pool Funding
	  	0	%	 	100	%	 	125	%	 	150	%	 	175	%	 	200	%

  
 A minimum performance threshold of
100% must be achieved for pool funding associated with the Cash Usage financial objective. The maximum pool funding based on business performance is 200%. 
  

	 Cash Usage

	  	<$1.0x

	 	 	$1.0x

	 	 	$7.5x

	 	 	$15.0x

	 	 	$22.5x

	 	 	3$30.0x

	 
	 Pool Funding
	  	0	%	 	100	%	 	125	%	 	150	%	 	175	%	 	200	%

  
 Timing of Payment:

  
 Any earned bonus payments will be measured on an annual basis and
paid annually. Payments will be determined after all companies have submitted their actual performance against the FY 2004 Budget. 
  
 Employment Status: 
  
 In order to be eligible to receive any bonus payment under this Plan, participants must be actively employed by SalesLink at the time annual bonus payments are made,
which will be as soon as administratively possible following the close of the fiscal year. If a participant is a new hire during the year or had a bonus change during the year, he or she will be eligible for a pro-rated bonus payment based on time
worked during the plan year. If a participant voluntarily leaves SalesLink prior to the time the bonus payments are made, he/she will be ineligible to receive any bonus payment. If a participant is involuntarily terminated by SalesLink, for reasons
other than cause, prior to the time the bonus payments are made, he/she may, in certain circumstances, be 

 
eligible for consideration for a pro-rated bonus payment based on Board of Directors discretion and time worked during the plan year. If a participant
transfers to any CMGI controlled subsidiary, he/she will be eligible for a pro-rated bonus payment based on Board of Directors discretion and for the time worked during the plan year. 
  
 Administration: 
  
 This plan shall be administered by the SalesLink Board of Directors. The SalesLink Board of Directors reserves the right to apply its discretion to bonus plan
eligibility, overall bonus funding and payment of bonuses. The SalesLink Board of Directors reserves the right to amend or terminate this plan at any time. The CMGI Board of Directors also reserves the right to modify the financial objectives and FY
2004 Budget at any time based on business changes during the year. This plan shall be governed by and construed in accordance with the laws of the Commonwealth of Massachusetts.

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