Document:

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                                                                   EXHIBIT 10.17

2000 BRUNSWICK PERFORMANCE PLAN
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Purpose:                 To motivate and reward Senior Executives and other
                         management employees of the Company for the achievement
                         of specified annual financial goals and the enhancement
                         of management talent in the organization.

Eligibility:             Approximately top 400 managers in the Company.

Target Award:            Target awards under the Plan range from 30% to 100% of
                         a participant's base salary at the beginning of the
                         performance period depending upon the participant's
                         level of responsibility.

Performance              Established annually by the CEO. Measures and
Measures:                weightings may be modified year to year. Weightings for
                         2000 are as follows:

                         Groups
                         ------
                         .  80% Brunswick Value Added (Division contribution
                            less working capital charge)
                         .  20% Organizational Goals

                         Corporate
                         ---------
                         .  80% Earnings Per Share (EPS)
                         .  20% Organizational Goals

                         Brunswick Value Added is defined as Division
                         Contribution less a working capital charge.  The
                         working capital charge is calculated by taking the
                         average (13 point) month end gross working capital
                         times the working capital charge.

                         Gross Working Capital is defined as gross receivables
                         and gross inventory less accounts payable.

                         Gross accounts receivable includes trade and other, but
                         excludes notes, rental and lease receivables, as well
                         as receivable reserves. Gross inventory includes
                         finished goods, raw materials and work in process, but
                         excludes inventory reserves.

Relationship of
Performance
to Payout:               BUSINESS UNITS
                         --------------
                         The 80% of the bonus based upon the achievement of BVA
                         will generate a bonus pool as follows:
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2000 BRUNSWICK PERFORMANCE PLAN
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                         Performance Level         Bonus Pool
                         -----------------         ----------
                             80%                   50% of Target Pool
                             100% (Target)         100% of Target Pool
                             Above Target          100% Target Pool
                                                   Plus 9% of BVA
                                                   above target BVA

                         The 20% of bonus based upon the achievement of
                         organizational goals will be generated as follows:

                         Performance Level         Bonus Pool
                         -----------------         ----------
                           80%                     50% of Target Pool
                           100% (Target)           100% of Target Pool
                           120%                    125% of Target Pool

                         CORPORATE
                         ---------

                         Performance Level         Bonus Pool
                         -----------------         ----------
                             80%                   50% of Target Pool
                             100% (Target)         100% of Pool
                             120%                  125% of Target Pool

PAYOUT FORM:             Participants with a target bonus of 100% will be paid
                         as follows: 50% cash, 50% stock until mandated stock
                         ownership levels are achieved; thereafter the mix of
                         cash and stock will be at the participant's election.

                         President's Council and other management: 100% cash

PAYMENT:                 Bonus payments will be made after the year-end
                         financial results have been reviewed and certified by
                         Arthur Andersen LLP. Proposed bonus payments to the
                         Senior Executives will be reviewed and approved by the
                         Human Resource Compensation Committee.

Withholding:             Subject to the payment restrictions, participants
                         receiving a portion of their bonus payment in stock may
                         elect to defer receipt, pay Federal, state and local
                         withholding tax obligations to the Company in cash or
                         request that the Company withhold a number of shares of
                         common stock equal in value to the withholding tax
                         amount, at the discretion of the Committee.<PAGE>

                                                                   EXHIBIT 10.21
2000-2001 STRATEGIC INCENTIVE PLAN
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Purpose:                 To attract, retain, and significantly reward a select
                         group of individuals for the achievement of aggressive,
                         measurable standards of corporate performance. Payments
                         in stock are intended to assist participants in
                         achieving specified ownership guidelines and promote an
                         entrepreneurial approach to the business.

Eligibility:             Approximately 150 executives in the Company

Performance Period:      Two Years

Award Frequency:         Annually, performance periods will be overlapping.

Performance
Measures:                Groups
                         ------
                         Aggregate Brunswick Value Added (Division contribution
                         less working capital charge) (2000 and 2001) Strategic
                         Goals

                         Corporate
                         ---------
                         75% Earnings Per Share (EPS) (aggregate 2000 and 2001)
                         25% Strategic Goals

                         Brunswick Value Added is defined as Division
                         Contribution less a working capital charge. The working
                         capital charge is calculated by taking the average (13
                         point) month end gross working capital times the
                         working capital charge.

                         Gross Working Capital is defined as gross receivables
                         and gross inventory less accounts payable.

                         Gross accounts receivable includes trade and other, but
                         excludes notes, rental and lease receivables, as well
                         as receivable reserves. Gross inventory includes
                         finished goods, raw materials and work in process, but
                         excludes inventory reserves.

                         Business Unit Participants
Performance              --------------------------
Weightings:              For those participants with a target award of 100%:
                         Corporate Performance - 25%; Group BVA - 50%; Strategic
                         Goals - 25%.

                         For those participants with a target award of 75%:
                         Corporate Performance - 15%; Group BVA - 60%; Strategic
                         Goals - 25%.
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2000-2001 STRATEGIC INCENTIVE PLAN
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                 For those Participants with a target award of 40%-60%:
                 Corporate Performance - 10%; Group BVA - 65%; Strategic
                 Goals - 25%.

                 Corporate Participants
                 For all Corporate participants: Corporate Performance - 100%

Relationship of Performance
to Payout:
                                                Payout Level as of
                       Performance Level         % of Target Award
                       -----------------        ------------------
                             120%                      125%
                             110%                      110%
                             100%                      100%
                              90%                       70%
                              80%                       50%

                 Bonus will not be paid below 80% level.

Target Award:    For those participants with a target award equivalent to 100%
                 of base pay, the award is denominated 100% in stock units.

                 For those participants with a target award equivalent to 75% of
                 base pay, the award is denominated 75% in stock units.

                 For those participants with a target award equivalent to
                 40%-60% of base pay, the award is denominated 50% in stock
                 units.

Payout Form:     The mix of payments under this Plan between cash and stock will
                 change as specified stock ownership guidelines are achieved.
                 Payments will be made in stock for that portion of the award
                 that is initially denominated in stock units as described
                 above.

                 Upon achievement of the ownership guidelines, the participant
                 may elect the form of payment, either cash or stock, with the
                 opportunity for voluntary deferrals.

Payment:         Bonus payments will be made after the year-end financial
                 results have been reviewed and certified by Arthur Andersen
                 LLP. Proposed bonus payments for Senior Executives will be
                 reviewed and approved by the Human Resource and Compensation
                 Committee.
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2000-2001 STRATEGIC INCENTIVE PLAN
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Withholding:             Participants receiving a portion of their bonus payment
                         in stock may elect to pay Federal, state and local
                         withholding tax obligations to the Company in cash or
                         request that the Company withhold a number of shares of
                         common stock equal in value to the withholding tax
                         amount.

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