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                                                                   EXHIBIT 10.24

                             MSX INTERNATIONAL, INC.

                      EXECUTIVE INCENTIVE COMPENSATION PLAN

      1.    PURPOSE.

One of the objectives of MSX International, Inc.'s ("MSXI" or the "Company")
Corporate Mission is to grow the earnings and cash flow of its business at least
30% per year. The Executive Incentive Compensation Plan (the "EICP") provides
financial rewards to certain key employees in business units which have plans
and results that help the Company satisfy this objective. Additionally,
sustaining growth in earnings is an increasing expectation of shareholders as a
key measure of company performance. The EICP rewards members of business groups
that can achieve year-over-year growth in EBIT.

      2.    DEFINITIONS.

      (a)   AWARD OR INCENTIVE AWARD - The monetary payment that goes to plan
            participants. Award amounts are tied to success in meeting specific
            business financial objectives.

      (b)   BUSINESS PLAN - The financial and operating plan of a business unit
            for the fiscal year, as approved by the Company's Board of
            Directors, which establishes the unit's commitment to income and
            assets employed.

      (c)   BUSINESS UNIT - Typically, a sizeable unit of the organization for
            which profit and loss is measured. Most often a group or major
            sub-group.

      (d)   DSO - Average accounts receivable days sales outstanding. The
            average of DSO each month in the fiscal year. DSO is calculated by
            dividing the month end accounts receivable balances (billed and
            unbilled) less customer deposits by the prior month(s) sales to
            determine the number of days sales represented by the balance.

      (e)   EBIT - "Earnings Before Interest and Taxes," earnings relate to an
            individual business unit target after deduction for regional and
            local allocations for shared support services as determined by MSXI
            policy. Any accounting adjustments for facility, computer or other
            asset utilization must be approved by the Chief Financial Officer in
            writing in advance. Taxes in this instance refer to federal or state
            income taxes, Michigan single business tax and Italian IRAP. All
            other taxes are deducted from earnings to determine EBIT.

      (f)   INCENTIVE CHART - The matrix used to equate business unit
            performance with individual incentive earnings.

      (g)   INCENTIVE TARGET - The amount of an Award if performance is exactly
            equal to the target set forth in the Incentive Chart. The Incentive
            Target is expressed as a percent of base salary and varies depending
            upon position level.

      (h)   PLAN YEAR - The Plan Year shall be the same as the MSXI corporate
            fiscal year.

      3.    PARTICIPATION.

      (a) Participants shall be such key employees of the business units as are
          selected by the Company's Chief Executive Officer or his designee and
          approved in advance by the Compensation Committee of the Company's
          Board of Directors (the "Compensation Committee"). Incentive Targets,
          expressed as a percent of base salary, are established according to
          job responsibilities and competitive total compensation.

      (b) Participation during a given Plan Year does not mean that
          participation is assured for subsequent years. Participation in any
          one year may also be conditioned upon other specific terms and
          conditions of employment.

      (c) Participants approved prior to January 1 of the Plan Year will be
          eligible for the Plan Year unless they transfer, change jobs, or their
          employment with MSXI is terminated. Additionally, management may,
          subject to approval by the Compensation Committee, deem a Participant
          ineligible during the course of the Plan Year based on unsatisfactory
          job performance.

      (d) Transfers between eligible positions having different Incentive
          Targets will result in Incentive Awards prorated to months served in
          each position. A Participant transferred from an eligible to a
          non-eligible position may receive a prorated Incentive Award if in the
          eligible position for at least three full-months.

      (e) A Participant must be an employee of MSXI at the time of payout to
          receive the Incentive Award.

      (f) Participants in the EICP are not eligible to participate in any other
          MSXI incentive compensation programs or commission programs.

      4.    ADMINISTRATION. The EICP shall be administered by the Compensation
Committee which shall have exclusive right to construe and interpret the
provisions of the EICP.

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      5.    CALCULATION OF INCENTIVE AWARDS.

      (a) The Incentive Award is determined by two financial measures: (i)
          Business Unit achievement of planned average accounts receivable days
          sales outstanding (DSO) and (ii) Earnings Before Interest and Taxes
          (EBIT).

      (b) The Incentive Chart correlates those two measures in a matrix format.
          The values contained within the Incentive Chart are percentages of a
          Participant's Incentive Target. For example, at the intersection of
          100% attainment of planned DSO and 100% achievement of planned EBIT,
          the Participant receives a full (100%) of his/her Incentive Target.

      (c) Incentive Awards shall be calculated based on each Participant's
          Individual Incentive Chart. If the actual EBIT and/or DSO falls
          between two values indicated on the Incentive Chart, then the ratio
          between the two points will be applied to the corresponding bonus
          cells to determine the actual Incentive Award.

      (d) The maximum Incentive Award payable under the EICP is 200% of
          Incentive Target.

      (e) No Incentive Award is earned by the Participant if the Participant's
          business unit actual EBIT is less than 80% of plan, or if DSO is
          higher than the limit set forth in a Participant's Individual
          Incentive Chart.

      (f) No Incentive Awards will be paid out to any participants if MSXI
          corporate consolidated EBIT is less than 80% of the budged EBIT ($33.4
          million in fiscal year 2004).

      6.    PAYMENT OF INCENTIVE AWARDS.

      (a) Incentive Awards are paid by payroll check or direct deposit in or
          around March of the year following the Plan Period.

      (b) Incentive Award payouts are subject to year-end audit and board
          approval.

      (c) In the United States, Internal Revenue Service regulations require
          that a Federal Tax withholding of 25% be taken from incentive
          payments. In addition, normal withholdings for state and local taxes
          and 401(k) contributions are deducted from the Incentive Award
          payment. Plan participants may request that a higher federal or state
          withholding be taken from the incentive payment. In the case of
          payments being made in other countries, all applicable country and
          taxing authority laws, rules and regulations will be applied. All
          withholding elections must be made no later than February 15 preceding
          the payment.

      (d) The payment of the Incentive Award shall be made from the general
          assets of the Company, and a participant under the EICP shall have no
          greater rights to payment than other general creditors of the Company.
          There shall be no separate trust for the payment of Incentive Awards.

      (e) A participant must be an employee of the Company at the time of payout
          to receive the Incentive Award. A participant whose employment with
          the Company terminates prior to the payout date forfeits all rights to
          payment. If a participant dies or terminates employment due to
          disability (as defined under Section 22(e) of the Internal Revenue
          Code of 1986, the participant (or the participant's heirs by will or
          under the laws of descent and distribution as applicable) shall be
          entitled to any earned but unpaid Incentive Award.

      (f) An Incentive Award or the right to payment from an Incentive Award
          under the EICP shall not be assignable or transferable by a
          participant except by will or the laws of descent and distribution.
          During the lifetime of the participant, only the participant may
          receive payment of the Incentive Award. No transfer of the Incentive
          Award shall be effective to bind the Company unless the Company shall
          have been furnished with written notice thereof and a copy of the will
          or such evidence as the Company may deem necessary to establish the
          validity of the transfer.

      7.    AMENDMENT AND TERMINATION. The EICP may be amended or terminated by
      the Company at any time.

      8.    EMPLOYER AND EMPLOYEE RIGHTS.

      (a) The language used in this EICP is not intended to create, nor is it to
          be construed as, a contract of employment between the Company and any
          EICP participant. The Company retains all of its rights to change the
          terms and conditions of employees' employment and to discipline or
          discharge employees who participate in the EICP.

      (b) The language used in this EICP does not create any right with respect
          to shares of common stock of the Company.

      (c) The language used in this EICP does not create any entitlement to
          participation in any other Company incentive compensation program or
          commission plan.

      (d) Employees who participate in the EICP retain their right to terminate
          employment at any time and for any reason, and the Company retains a
          reciprocal right.

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      9.    GOVERNING LAW. The EICP is not intended to constitute a qualified
      retirement plan under Section 401(a) of the Internal Revenue Code of 1986,
      as amended, nor is it intended to constitute a plan that is subject to the
      Employee Retirement Income Security Act of 1974, as amended. The EICP
      shall be construed in accordance with the laws of the State of Michigan.

            IN WITNESS HEREOF, this Executive Incentive Compensation Plan has
      been executed on April 22, 2004.

                                        MSX INTERNATIONAL, INC.

                                        By:  /s/ Frederick K. Minturn
                                             ------------------------
                                        Its: EVP
                                             ------------------------<PAGE>

                                                                   EXHIBIT 10.25

                       MANAGEMENT PERFORMANCE BONUS PLAN

The Management Performance Bonus Plan (MPBP) ensures that business and
individual performance are properly recognized. Through this plan, eligible
employees are rewarded for achieving performance goals - goals that are linked
directly to our business success.

The program is designed to:

      -     Directly link business results with rewards

      -     Reward the achievement of business and individual goals

      -     Recognize different levels of performance

HOW THE PROGRAM WORKS

The basic principle of the Management Performance Bonus Plan is to reward
eligible employees for their contribution towards business and individual goals.

Only select leadership employees who do not receive other incentive compensation
or overtime pay are eligible to participate in the Management Performance Bonus
Plan. The plan works as follows:

      -     A participant's eligibility is determined by the Executive/Senior
            Vice President and approved by the Chief Executive Officer of MSXI.

      -     Business performance goals are established annually with documented
            quarterly reviews.

      -     The participant and their manager establish annual individual
            performance objectives that support MSXI's business goals.

      -     A participant's bonus is determined by the Executive/Senior Vice
            President and approved by the Chief Executive Officer.

BUSINESS AND INDIVIDUAL PERFORMANCE

At the beginning of each calendar year, Business and Individual Performance
goals are established. Bonuses will be contingent on the financial performance
of MSXI, as well as the participant's superior performance in achievement of
established and documented objectives.

HOW A BONUS IS DETERMINED

A participant's bonus is determined by the Executive/Senior Vice President and
approved by the Chief Executive Officer taking into consideration the incentive
award budget, Company business performance, and the participant's specific and
documented contribution to the success of the business.

PARTIAL YEAR PARTICIPATION

Partial year participation is determined by the Executive/Senior Vice President
and approved by the Chief Executive Officer.

Participants who transfer in or out of an MPBP eligible position during the
current calendar year may be eligible for an MPBP bonus. Such bonuses will be
determined and approved by the Executive/Senior Vice President and Chief
Executive Officer.

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OTHER IMPORTANT INFORMATION

      -     To receive an MPBP bonus, the participant must be an active MSX
            International employee on the date bonuses are paid (except in cases
            of retirement, disability or death).

      -     Employees who are on Leave of Absence on the date bonuses are paid
            will receive their bonus when they return to active employment with
            MSXI. The participant's MPBP bonus will be determined in accordance
            with the Plan.

      -     MPBP bonuses will be paid as soon as possible following the end of
            the Plan year and after audited results.

      This document summarizes the MSX International Management Performance
      Bonus Plan. MSX International reserves the right to modify, amend,
      suspend, or terminate the Management Performance Bonus Plan at any time.
      This document does not constitute a contract of employment.

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