Document:

EXHIBIT 10.15

                                           2001 PHANTOM OPTION PLAN

                                                                                                 Exhibit 10.15

                                            PHOENIX INVESTMENT PARTNERS
                                             2001 PHANTOM OPTION PLAN

Plan Objectives

          -    Meet the competitive need for a long-term incentive plan based on our success in building PXP's
               value.

          -    Provide the ability to attract and retain capable staff with a competitive compensation
               opportunity.

          -    Provide assurance to The Phoenix Companies shareholders that PXP associates are incented to
               maximize PXP's profitability.

          -    Demonstrate to external constituents our commitment to the long-term success of PXP.

Plan Concept

          -    The plan is designed to provide a long-term incentive based on the success of PXP.

          -    Option value will be based on a formula that incorporates changes in operating income (adjusted
               for change in amortization of goodwill and intangibles during the plan period) and revenue.
               Weighting for valuation purposes will be 2/3 operating income before increased amortization
               of goodwill and other intangibles and 1/3 revenue.

Vesting
          -    33 1/3% on the first three anniversaries of each grant.

Term
          -    5 years from date of grant.

Valuation
          -    Phantom Option valuations will be calculated periodically.

Exercise
          -    Vested Phantom Options may be exercised and cashed out at any time, based on the most recent
               valuation.

                                                       1

                                                                                                 Exhibit 10.15

Tax
          -    Tax will be withheld at the ordinary income tax rate when Phantom Options are cashed out

Hypothetical Value Illustration

          -    Phantom Options will be valued quarterly using 2/3 operating income and 1/3 revenue. Based on a
               15% growth rate in operating income and revenue each year, Phantom Options granted in 2001 with
               a strike price of $13.35, will grow in value as demonstrated in the table below:

--------------------------- --------------- ------------ ----------- ------------ ----------- -----------
                            July 1, 2001     7/1/2002     7/1/2003    7/1/2004     7/1/2005    7/1/2006
--------------------------- --------------- ------------ ----------- ------------ ----------- -----------
Phantom Strike Price            $13.35
--------------------------- --------------- ------------ ----------- ------------ ----------- -----------
Percent Growth                                  15%         15%          15%         15%          15%
--------------------------- --------------- ------------ ----------- ------------ ----------- -----------
Phantom Share Value                           $15.35       $17.65      $20.30       $23.35      $26.85
--------------------------- --------------- ------------ ----------- ------------ ----------- -----------
Phantom Option Value                           $2.00        $4.30       $6.95       $10.00      $13.50
--------------------------- --------------- ------------ ----------- ------------ ----------- -----------

Non-Transferability

          -    Other than under circumstances of death or disability, Phantom Options may not be assigned,
               transferred, or pledged to another person.

Termination

          -    Phantom Options fully vest on termination due to retirement, death or disability and may be
               cashed out  at any time prior to the end of the option term or within three years following
               termination, whichever period is shorter.

          -    For individuals terminating for any reason other than cited above, all unvested options are
               forfeited. Vested Options will be cashed out at termination.

Impact On Benefits

          -    Payments made under the Plan will not be used for determining pay-related benefits under the
               qualified benefit plans maintained by the Company.

Other

          -    The Company may amend or terminate this plan at any time without advance notice. No consent of
               any employee is required to terminate, modify or change this plan. All payments are made at the
               discretion of the Company.

                                                       2EXHIBIT 10.16

                                           2002 PHANTOM OPTION PLAN

                                                                                                 Exhibit 10.16

                                            PHOENIX INVESTMENT PARTNERS
                                             2002 PHANTOM OPTION PLAN

Plan Objectives

          -    Meet the competitive need for a long-term incentive plan based on our success in building PXP's
               value

          -    Provide the ability to attract and retain capable staff with a competitive compensation
               opportunity

          -    Provide assurance to The Phoenix Companies shareholders that PXP associates are incented to
               maximize PXP's profitability

          -    Demonstrate to external constituents our commitment to the long-term success of PXP

Plan Concept

          -    The plan is designed to provide a long-term incentive based on the success of PXP.

          -    Option value will be based on a formula that incorporates changes in  operating income (before
               amortization of intangibles) and revenue.  Weighting for valuation purposes will be 2/3
               operating income and 1/3 revenue.

Vesting
          -    33 1/3% on the first three anniversaries of each grant

Term
          -    January 1, 2002 through March 31, 2007

Valuation
          -    Phantom Option valuations will be calculated and published quarterly.

Cash Out
          -    Vested Phantom Options may be cashed out only during the open window period from March 1 through
               March 31 each year

          -    The immediately preceding December 31 share value will be used to calculate the option value for
               the open window period
Tax
          -    Federal, state, local and FICA taxes (as applicable) will be withheld at the ordinary income tax
               rate when Phantom Options are cashed out

                                                       1

                                                                                                 Exhibit 10.16

Hypothetical Value Illustration

          -    Phantom Options will be valued quarterly using 2/3 operating income and 1/3 revenue. Based on a
               10% growth rate in operating income and revenue each year, Phantom Options granted in 2002 with
               a strike price of $10.30, will grow in value as demonstrated in the table below:

--------------------------- --------------- ------------- ------------ ------------- ------------ -----------
                               1/1/2002       1/1/2003      1/1/2004     1/1/2005      1/1/2006    1/1/2007
--------------------------- --------------- ------------- ------------ ------------- ------------ -----------
Phantom Share Price             $10.30
--------------------------- --------------- ------------- ------------ ------------- ------------ -----------
Percent Growth                                   10%          10%           10%          10%          10%
--------------------------- --------------- ------------- ------------ ------------- ------------ -----------
Phantom Share Value                            $11.33        $12.46       $13.71        $15.08      $16.59
--------------------------- --------------- ------------- ------------ ------------- ------------ -----------
Phantom Option Value                            $1.03         $2.16        $3.41         $4.78       $6.29
--------------------------- --------------- ------------- ------------ ------------- ------------ -----------

Non-Transferability

          -    Other than under circumstances of death or disability, Phantom Options may not be assigned,
               transferred, or pledged to another person.

Termination

          -    Phantom Options fully vest on termination due to retirement, death or disability. They may be
               cashed out at any time prior to the end of the option term or within three years following
               termination, whichever period is shorter based on the most recent quarterly valuation.

          -    For individuals terminating for any reason other than cited above, all unvested options are
               forfeited. Vested Options will be cashed out at termination based on the most recent quarterly
               valuation.

Impact On Benefits

          -    Payments made under the Plan will not be used for determining pay-related benefits under the
               qualified benefit plans maintained by the Company.

Other

          -    The Company may amend or terminate this plan at any time without advance notice.  No consent of
               any employee is required to terminate, modify or change this plan. All payments are made at the
               discretion of the Company.

                                                       2EXHIBIT 10.17

                                       PHOENIX INVESTMENT PARTNERS, LTD.

                                         2002 MANAGEMENT INCENTIVE PLAN

                                                   CORPORATE

                                                                                                 Exhibit 10.17

                                       PHOENIX INVESTMENT PARTNERS, LTD.
                                        2002 MANAGEMENT INCENTIVE PLAN

                                                 CORPORATE

                                                                                                 Exhibit 10.17

                                     2002 Management Incentive Plan

PURPOSE

Phoenix Investment Partners' 2002 Management Incentive Plan provides an opportunity for Company officers to
enhance their compensation if Phoenix Investment Partners meets or exceeds its plan objectives.

PLAN SUMMARY

    •   Company incentive pool based on earnings
    •   Line of business and Corporate performance matrix
    •   Individual award

PLAN COMPONENTS

•    Company Incentive Pool - A Company incentive pool will be determined based on PXP cash operating earnings.
     At target, the pool will be funded in an amount equal to the sum of the target incentives for all
     participants in the Management Incentive Plan and the Investment Incentive Plan. This pool will increase
     or decrease by 35% of any change in cash operating earnings.

•    Pool Allocation - Once Company financial results are determined, the Company pool will be allocated in
     proportion to the sum of the target incentives for all participants in the Management Incentive Plan and
     the Investment Incentive Plan. Allocation to the three lines of business (Retail, Institutional, AFP) and
     Corporate within MIP will be based on relative success determined by using the performance matrices. (See
     Exhibit A for pool allocation example)

•    Performance Matrix - Performance matrices are established for Retail, Institutional and Corporate. These
     performance matrices are designed to help us focus on meeting or exceeding plan. (See Exhibit B for your
     Performance Matrix)

•    Incentive Payment Calculation - Subject to the size of the funded pool, participants will receive up to
     200% of their target incentive, with 75% of the total incentive award based on the performance matrix and
     25% based on management discretion. (See Exhibit C for calculation example)

                                                       2

                                                                                                 Exhibit 10.17

INCENTIVE TARGET

Annually, target incentive awards are established for each participant.  Your target incentive award for 2002
is $. Your actual incentive award can range from a minimum of $0 to a maximum of $.

ELIGIBILITY

Eligibility is limited to all officers who do not participate in the Investment Incentive Plan or sales related
plans.

Participants who leave the company during the plan year will not receive an incentive payment. In addition,
participants must be employed by the company on the day the bonus is paid. In the event of a termination during
the plan year due to disability, death, or retirement, a pro-rata payment will be made.

Employees who are promoted to officer after the beginning of the plan year will be eligible for a pro-rata
award based on the number of months as a plan participant. New employees hired as officers will receive a
pro-rata award. Any employees who become eligible for participation after the end of the third quarter will not
be eligible for an award in that year.

Officers transferring from Phoenix Home Life will not be prorated and will receive full year payout.

PROCESS FOR DETERMINING INCENTIVE PLAN AWARDS

Following the close of the plan year, overall results will be determined. Recommendations for individual awards
will be submitted by the LOB heads to the Chief Executive Officer. The Chief Executive Officer may at his
discretion, modify awards based on individual contribution. Regardless of eligibility criteria stated above,
employees have no right or entitlement to any incentive award or calculation until conditions stated in the
plan are met, approvals are received and payments are made. The Company may amend or terminate this plan at any
time without advance notice. No consent of any employee is required to terminate, modify or change this plan.
Incentives will be paid subject to normal withholdings and plan deferrals as soon as is practical after
approval by the Chief Executive Officer. All incentive plan awards are paid at the discretion of the Company.

IMPACT ON BENEFITS

Incentive payments made under the plan will not be used to determine pay-related benefits under the qualified
or non-qualified benefit plans maintained by the Company.

                                                       3

                                                                                                 Exhibit 10.17

                                                                                        Exhibit A

                                          Incentive Pool Allocation

                                                     Cash
                                                  Operating
                                                   Earnings
                                              /                 \
                                             /                   \
                                         MIP                     IIP
                                          /                        \
                                         /                          \
                                 LOB &                               Teams
                              Corporate
                                     /                                 \
                                    /                                   \
                         Individual                                     Individual

                                                       4

                                                                                                 Exhibit 10.17

                                                                                                    Exhibit B

                                              2002 Corporate MIP Performance Matrix
                                                    Non-Discretionary Portion

                            --------------------------------------------------------------------------------
                 115%         90%      100%     115%     140%     160%    180%     200%     200%     200%
                            --------------------------------------------------------------------------------
                 110%         80%       90%     100%     115%     140%    160%     200%     200%     200%
                            --------------------------------------------------------------------------------
                 105%         70%       80%      90%     100%     115%    140%     175%     200%     200%
                            --------------------------------------------------------------------------------
Revenue*         100%         55%       65%      75%      85%     100%    125%     150%     175%     200%
                            --------------------------------------------------------------------------------
                  96%         40%       50%      60%      75%      85%    115%     140%     165%     190%
                            --------------------------------------------------------------------------------
                  92%         30%       40%      50%      60%      75%    100%     125%     150%     175%
                            --------------------------------------------------------------------------------
                  88%         20%       30%      40%      50%      65%     90%     115%     140%     165%
                            --------------------------------------------------------------------------------

(% of Plan)                   85%       90%      95%     100%     104%    112%     120%     128%     136%

                                                        Cash Operating Earnings **

* Operating revenue including management fees, ancillary fees and other operating income fees
** Pre-tax income before MIP, IIP, amortization of intangibles and net interest expense

                                                                                                 Exhibit 10.17

                                                                                                     Exhibit C

                                           Management Incentive Plan

                                  Corporate Calculation Example at Target

Participant Assumptions

Bonus target - $12,000
Performance Component - 75%
Discretionary Component - 25%
Performance Matrix Portion - $12,000 x 75% = $9,000
Discretionary Portion - $12,000 x 25% = $3,000

Performance Matrix

Revenue - 100% of target
Cash Operating Earnings  - 100% of target
(Based on Performance Matrix in Exhibit B the payout for the non-discretionary portion is 100%)

Management Discretion

100% of target

Company Cash Operating Earnings Pool

100% of target incentive pool available

Calculation

Performance Matrix Portion x Matrix Result = Payout
                                                                       $9,000 x 100% =  $9,000

Discretionary Portion x Management Discretion = Payout
                                                                       $3,000 x 100% =  $3,000
                                                                                        ------

                                                                        Sub Total    = $12,000

Available pool based on company pool                                                 = $12,000

Incentive plan payout                                                                = $12,000

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