Document:

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                                                                   EXHIBIT 10.14

                        TECHTEAM GLOBAL, INC. EXECUTIVE
                             ANNUAL INCENTIVE PLAN

PURPOSE

The Annual Incentive Plan (AIP) has been established to provide opportunities to
certain key senior management employees to receive incentive compensation as a
reward for high levels of corporate performance as well as individual
performance that exceeds the ordinary standards compensated through base salary.
The AIP is designed to provide competitive rewards to recognize key senior
management employees who achieve or exceed performance objectives.

ELIGIBLE EMPLOYEES

Participation is limited to those key executives that have the potential to
significantly and positively influence the performance of the Company or
business unit for which they are responsible. "Eligible Employees" are the Chief
Executive Officer, Vice Presidents and Director-level employees. Employees
eligible for any other incentive plan, commission or bonus plan, are not
eligible to participate in the AIP.

MEASUREMENT PERIOD

Calendar Year

BONUS POOL

The AIP is funded by the Bonus Pool. The Bonus Pool will be 25% of the Adjusted
Net Income of the Company for the Measurement Period. Adjusted Net Income is
defined as the reported net income of the Company, before the recognition of the
expense and the associated tax benefit of the Bonus Pool, and excluding net
interest income or expense and the associated tax liability or benefit resulting
from that net interest income or expense.

DETERMINATION OF BONUS PAYMENT

The AIP bonus payable to an Eligible Employee will be calculated based on the
Company's achievement of Target Operating Income and Target Revenue Growth and
the Eligible Employee's achievement of his/her Individual Target Objectives.

Corporate Objectives

Target Operating Income is defined as Operating Income as reported and specified
in the Company's quarterly Form 10-Q and annual Form 10-K filings with the SEC

Target Revenue Growth is defined as base and organic growth without
acquisitions.

The Target Operating Income and Target Revenue Growth will be established during
the Business Planning sessions and approved by the Board of Directors.

Individual Objectives

These are specific, quantifiable, measurable, financial or non-financial
objectives related to an Eligible Employee's performance during the Measurement
Period. An Eligible Employee's performance will be evaluated by the individual's
direct supervisor and are subject to approval by the Chief Executive Officer.

BONUS WILL NOT BE PAID FOR MEETING ANY LEVEL OF TARGET REVENUE GROWTH IF
OPERATING INCOME TARGET IS NOT ACHIEVED.

The Eligible Employee and his/her manager, in conjunction with a review of the
Business Plan, shall establish individual objectives that will be reviewed for
the purpose of the bonus. A minimum of three (3) individual objectives should be
established. Objectives should be agreed upon by January 1.

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BONUS TARGETS

Each participant in the AIP has a Bonus Target. The Bonus Target is a percentage
of the Eligible Employee's salary and is the baseline by which the bonus will be
calculated. The table below sets forth the Target Bonus as a percentage of
salary and the weight each objective will have in determining the size of the
Eligible Employee's bonus.

BONUS TARGETS AS A PERCENTAGE OF SALARY AND WEIGHTING OF OBJECTIVES

<TABLE>
<CAPTION>
                                               OPERATING INCOME                            INDIVIDUAL
                             BONUS TARGET AS    OBJECTIVE AS A     REVENUE OBJECTIVE     OBJECTIVES AS A
                             A PERCENTAGE OF     PERCENTAGE OF    AS A PERCENTAGE OF      PERCENTAGE OF
          TITLE                BASE SALARY        TOTAL BONUS         TOTAL BONUS          TOTAL BONUS
--------------------------------------------------------------------------------------------------------
<S>                          <C>               <C>                <C>                    <C>
President and CEO                  45%                60%                 20%                  20%
--------------------------------------------------------------------------------------------------------
Vice President  - COO,             40%                60%                 20%                  20%
CFO, Sales, and
Operations
--------------------------------------------------------------------------------------------------------
Vice President - other             25%                40%                 20%                  40%
than stated above
--------------------------------------------------------------------------------------------------------
Director Level                     10%                30%                 20%                  50%
--------------------------------------------------------------------------------------------------------
</TABLE>

A Bonus Target may be increased or decreased based upon performance. The
following tables set forth the levels of performance for each objective upon
which the Bonus Target will be increased or decreased.

<TABLE>
<CAPTION>
RATING FOR MEETING TARGET OPERATING INCOME                 BONUS LEVEL FOR TARGET OPERATING INCOME
--------------------------------------------------------------------------------------------------
<S>                                                        <C>
150% or more of Target achieved                                            200%
--------------------------------------------------------------------------------------------------
125% of Target achieved                                                    150%
--------------------------------------------------------------------------------------------------
100% of target achieved                                                    100%
--------------------------------------------------------------------------------------------------
80% of target achieved                                                      50%
--------------------------------------------------------------------------------------------------
</TABLE>

         -        Target Operating Income Objectives may be different than the
                  approved budgeted Operating Income. Management will recommend
                  the annual Target Operating Income for the AIP calculation to
                  the Board of Directors.

         -        Performance that falls between the ranges specified will be
                  interpolated and calculated according to actual achievement.

         -        Operating Income is Operating Income as reported and specified
                  in the Company's quarterly Form 10-Q and annual Form 10-K
                  filings with the SEC.

<TABLE>
<CAPTION>
      RATING FOR TARGET REVENUE GROWTH                       BONUS LEVEL FOR TARGET REVENUE GROWTH
--------------------------------------------------------------------------------------------------
<S>                                                          <C>
150% or more of Target Revenue Growth achieved                                200%
--------------------------------------------------------------------------------------------------
125% of Target Revenue Growth achieved                                        150%
--------------------------------------------------------------------------------------------------
100% of Target Revenue Growth achieved                                        100%
--------------------------------------------------------------------------------------------------
80% of Target Revenue Growth achieved                                          50%
--------------------------------------------------------------------------------------------------
</TABLE>

-        Revenue growth is based on organic and base growth and not acquisition
         revenue.

-        Performance that falls between the ranges specified will be
         interpolated and calculated according to actual achievement.

-        BONUS WILL NOT BE PAID FOR MEETING ANY LEVEL OF TARGET REVENUE GROWTH
         IF OPERATING INCOME TARGET IS NOT ACHIEVED.

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<TABLE>
<CAPTION>
   RATING FOR MEETING INDIVIDUAL KEY TARGET OBJECTIVES               BONUS LEVEL FOR INDIVIDUAL TARGETS
-------------------------------------------------------------------------------------------------------
<S>                                                                  <C>
Exceeds All Key Target Objectives                                                  125%
-------------------------------------------------------------------------------------------------------
Meets All Key Target Objectives                                                    100%
-------------------------------------------------------------------------------------------------------
Meets Majority of Key Target Objectives                                             75%
-------------------------------------------------------------------------------------------------------
Unacceptable Performance on Objectives                                               0%
-------------------------------------------------------------------------------------------------------
</TABLE>

         -        BONUS WILL NOT BE PAID FOR MEETING ANY LEVEL OF INDIVIDUAL
                  TARGETS IF OPERATING INCOME TARGET IS NOT ACHIEVED.

BONUS CALCULATION FORMULA

Bonus = (Base Salary * Bonus Target * Operating Income Weighting * Target
Operating Income Factor) + (Base Salary * Bonus Target * Revenue Growth
Weighting * Target Revenue Growth Factor) + (Base Salary * Target Bonus *
Individual Objectives Weighting * Individual Objectives Factor)

EXAMPLE FOR VICE PRESIDENT - OTHER

Employee earns $100,000
Target bonus is 25% of base salary: $25,000
Bonus Target for Target Operating Income is $7,500  (40%)
Bonus Target for Target Corporate Revenue Growth is $2,500  (20%)
Bonus Target for meeting Individual Objectives is $15,000  (40%)

If the company meets 100% of the Target Operating Income and 125% of the Target
Revenue Growth and the Eligible Employee meets all key Individual Objectives,
the bonus would be calculated as follows in this example:

($100,000 * 0.25 * 0.40 * 1.00) + ($100,000 * 0.25 * 0.20 * 1.5) + ($100,000 *
0.25 * 0.40 * 1.0) = $10,000 + $7,500 + $10,000 = $27,500

PAYMENT TERMS

Bonus payments will be made no later than March 15, subject to change due to IRS
regulations. Bonuses will be paid as cash bonuses subject to all required tax
withholdings as required by the IRS or other local regulations. Employees must
be actively employed with TechTeam at the time of payment in order to receive
payment. Employees hired after January 1 and before July 1 of the current
Measurement Period may receive bonuses at the discretion of the CEO and on a
pro-rated basis.

DETERMINATION OF BONUS

An Employee shall be eligible to receive a bonus if targets have been met or
exceeded under the formula set forth above. The Chief Financial Officer shall be
responsible for determining whether the financial objectives have been met for
the purpose of the calculation of the bonus. The CFO shall report to the
Compensation Committee on the findings. The Vice President of Human Resources
shall be responsible for obtaining the ratings associated with the achievement
of the individual objectives.

The Chief Executive Officer, in conjunction with the Chief Financial Officer and
Vice President of Human Resources, shall prepare for the Compensation Committee
a recommendation for the bonuses for all Company officers. As soon as
practicable after the close of the Measurement Period, the Compensation
Committee shall meet to review and certify in writing, whether, and to what
extent, the objectives for the

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Measurement Period have been achieved. If achieved, the Compensation Committee
shall certify in writing the amount of the bonus earned by the executive. Prior
to the Compensation Committee's certification, publication of bonus amounts is
not permitted.

The Compensation Committee reserves the right to distribute bonus payments,
outside of the guidelines of this plan, if, during any Measurement Period, there
exist extraordinary circumstances beyond management control that have a negative
effect on the Company's operating income and revenue growth. The CEO could make
a request for bonuses and provide the rationale for said bonuses, the persons
recommended to receive a bonus and the amount of the bonuses to the Compensation
Committee. The Compensation Committee would then be responsible to approve,
modify or reject the proposal.

REVIEW OF LIABILITIES

The Chief Financial Officer and Vice President of Human Resources shall meet
quarterly to review the status of the plan and record any required liabilities
and reserves associated with the plan.

ADMINISTRATION AND MAINTENANCE OF THE PLAN

The Vice President of Human Resources shall be responsible for the
administration and maintenance of the plan.

TERMINATION OF EMPLOYMENT

No bonus will be paid to any individual who is not an employee of the Company on
the day of payment. In the event of death during the Measurement Period, the
bonus shall be paid to the individual's beneficiary and shall be pro-rated based
on the individual's active status and paid at the time of all other bonus
payments but not later than March 15. In the event of total disability during
the Measurement Period, the bonus shall be based on the individual's pro-rated
active status during the Measurement Period.

ENTITLEMENT AND FUNDING

No individual has an earned or vested entitlement to any bonus. No bonuses are
earned until approved by the Committee and paid. Nothing in this Plan will
require the Company to purchase assets or place assets in trust or other entity
to which contributions are made or otherwise segregate assets for the purpose of
satisfying obligations under the Plan. Individuals will have no rights under the
Plan other than as unsecured general creditors.

RIGHT OF EMPLOYMENT

Nothing in this Plan will be construed as creating any contract of employment,
conferring upon any individual any right to continue in the employ or service of
the Company, limit in any way the right of the Company to change the
individual's compensation or other benefits, or to terminate employment or other
service of such person with or without cause.

RIGHT TO AMEND OR TERMINATE

The Company reserves the right to amend or terminate the Plan at any time and in
any respect.

                                       76<PAGE>

   EXHIBIT 10.15 - TECHTEAM GLOBAL, INC. EXECUTIVE LONG TERM INCENTIVE PROGRAM

TECHTEAM GLOBAL, INC. EXECUTIVE LONG TERM INCENTIVE PROGRAM

                                    ARTICLE I
                           PURPOSE AND EFFECTIVE DATE

                  The purpose of the Long Term Incentive Program (LTIP) is to
(1) align the interests of management with the Company's Shareholders and (2)
attract and retain key executives who strive for excellence, by providing
equity-based incentives to such key executives. The LTIP encourages key
executives to choose strategies and investments that maximize shareholder value.
The LTIP provides incentive for individuals to perform beyond standard
expectations and provides competitive compensation for those who contribute most
to the success of the Company.

                  The LTIP will consist of the three following types of stock
incentive programs, each to be subject to and administered in conjunction with,
and contingent upon the Shareholders' approval of, the Company's Incentive Stock
Plan:

                  1.       A restricted stock program that focuses on retaining
                           high performing executives over a longer period of
                           time. This stock is issued upon achievement of
                           specified performance goals, but the stock is subject
                           to a risk of forfeiture and cannot be transferred by
                           the Participant unless the Participant continues in
                           employment with the Company for five years after the
                           restricted stock is issued.

                  2.       A performance stock program that focuses on rewarding
                           extraordinary performing executives. This stock is
                           issued upon the determination by the Compensation
                           Committee that the executive has shown extraordinary
                           performance, but the stock is subject to a risk of
                           forfeiture and cannot be transferred by the
                           Participant unless the Participant continues in
                           employment with the Company for one year after the
                           performance stock is issued.

                  3.       A non-qualified stock option program that focuses on
                           the long term retention of key executives and a
                           continued emphasis on the appreciation of the
                           Company's stock price.

                  The effective date of the Plan is January 1, 2004.

                                   ARTICLE II
                                  PARTICIPATION

                  SECTION 2.01 ELIGIBLE EMPLOYEES. Eligible employees are those
who are employed in the positions of Chief Executive Officer, Chief Financial
Officer, Chief Operating Officer or Vice President. An individual who becomes
employed in an eligible position after the first day of a Program Year shall not
become a Participant under the Program until the first day of the next Program
Year.

                  SECTION 2.02 PARTICIPATION AGREEMENT. As a condition of
Program participation, each Participant shall execute a written participation
agreement in the form attached hereto as Exhibit A or in such form as may be
subsequently approved by the Compensation Committee. Such agreement shall
evidence the date that the Participant's participation in the Program commences.

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                  SECTION 2.03 CESSATION OF PARTICIPATION. Notwithstanding
anything herein to the contrary, an individual will cease to be considered a
Participant for purposes of this Program on the date that he ceases to be
employed in an eligible position, regardless of whether he is still employed by
the Company. No awards will be issued to any employee who is not actively
employed by the Company on the date of issuance. In addition, Participants must
be actively employed by the Company at the time a stock award vests in order to
receive the benefit of the award. For purposes hereof, "actively employed" means
actively-at-work on the date in question (or if the date in question falls on a
weekend, actively-at-work on the immediately preceding business day), on a
Company-approved leave of absence, such as vacation, paid holiday, short-term
disability leave, military leave, or FMLA leave, or retired from employment with
the Company after the age of sixty-five (65) years

                                   ARTICLE III
                     LONG-TERM INCENTIVE - RESTRICTED STOCK

                  SECTION 3.01 ESTABLISHMENT OF ANNUAL PERFORMANCE GOAL. No
later than thirty (30) days after the beginning of each Program Year, the
Compensation Committee shall establish the Annual Performance Goal for such
Program Year. The Board shall approve the Annual Performance Goal. The Annual
Performance Goal will be based on the Company's Operating Income for the
calendar year.

                  SECTION 3.02 AWARD OF RESTRICTED STOCK.

                  (a)      The number of shares of Restricted Stock that may be
         issued to a Participant is based upon the Company's attainment of the
         Aggregate Performance Goal for the Program Year. The Aggregate
         Performance Goal will change on a rolling three-year basis. In other
         words, the LTIP will begin in the first year of inception and an award
         of Restricted Stock will be made based on the Annual Performance Goal
         for the first year; the award of Restricted Stock in Program Year two
         will be based on Annual Performance Goals for years one and two; the
         award of Restricted Stock in Program Year three will be based on Annual
         Performance Goals for years one, two and three; the award of Restricted
         Stock in Program Year four will be based on Annual Performance Goals
         for years two, three and four; and so on. See Table A below which
         provides an example for illustration purposes only:

TABLE A

<TABLE>
<CAPTION>
                                   Annual
                              Performance Goal     Aggregate           Actual          Cumulative
              Measurement        (Operating     Performance Goal    Achievement       Achievement
Program          Period         Income, $M)           ($M)              ($M)              ($M)         % Achievement
--------------------------------------------------------------------------------------------------------------------
<S>           <C>             <C>               <C>                <C>                <C>              <C>
   1               1                4.9                4.9               5.2               5.2              106%
--------------------------------------------------------------------------------------------------------------------
   2             1 + 2           4.9 + 10.6           15.5           5.2 + 11.0           16.2              104%
--------------------------------------------------------------------------------------------------------------------
   3           1 + 2 + 3      4.9 + 10.6 +16.3        31.8          5.2 + 11.0 +          39.8              125%
                                                                        23.6
--------------------------------------------------------------------------------------------------------------------
   4           2 + 3 + 4       10.6 + 16.3 +          45.8         11.0 + 23.6 +          52.7              115%
                                    18.9                                18.1
--------------------------------------------------------------------------------------------------------------------
   5           3 + 4 + 5       16.3 + 18.9 +          57.5         23.6 + 18.1 +          61.0              106%
                                    22.3                                19.3
--------------------------------------------------------------------------------------------------------------------
   6           4 + 5 + 6       18.9 + 22.3 +          65.2         18.1 + 19.3 +          58.2              89%
                                    24.0                                20.8
--------------------------------------------------------------------------------------------------------------------
</TABLE>

                                       78

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                  SECTION 3.02 AWARD OF RESTRICTED STOCK, CONT.

                  (b) Each eligible Participant on the Valuation Date for a
given Performance Period shall be awarded an incentive equal to the Percentage
of Base Salary ("Stock Target Amount") specified in Table B for the
Participant's position multiplied by the Calculation Factor specified in Table
C. The Calculation Factor shall be determined by the extent to which the
Aggregate Performance Goal has been achieved for such Performance Period. If a
Participant changes positions within a Program Year, the Participant's Stock
Target Amount for such Program Year will be based the lesser of the applicable
percentages specified in Table B that apply to such Participant during such
Program Year.

TABLE B

STOCK TARGET AMOUNT AS A PERCENTAGE OF BASE SALARY

<TABLE>
<CAPTION>
                   TITLE                               STOCK TARGET AMOUNT
--------------------------------------------------------------------------
<S>                                                    <C>
Chief Executive Officer                                        30%
--------------------------------------------------------------------------
Chief Operating Officer                                        25%
--------------------------------------------------------------------------
Vice President  - CFO, Sales and Operations                    20%
--------------------------------------------------------------------------
Vice President - other than stated above                       15%
--------------------------------------------------------------------------
                                                        * as a percentage
                                                          of Base Salary
--------------------------------------------------------------------------
</TABLE>

TABLE C

FACTOR BASED ON ACHIEVEMENT OF THE AGGREGATE PERFORMANCE GOAL

<TABLE>
<CAPTION>
                                                 CALCULATION FACTOR FOR
     CORPORATE MEASUREMENT                               TARGET
------------------------------------------------------------------------
<S>                                             <C>
100% or more of target achieved                 The factor is the actual
                                                percentage of the target
                                                        achieved
------------------------------------------------------------------------
90-99% of target achieved                                  75%
------------------------------------------------------------------------
80-89% of target achieved                                  50%
------------------------------------------------------------------------
</TABLE>

All percentages will be calculated to two decimal places and then rounded to the
nearest whole percentage, e.g. a percentage of 89.50% will be rounded up to 90%,
while a percentage of 89.49% will be rounded down to 89%.

EXAMPLE 1

EXAMPLE FOR VICE PRESIDENT - OPERATIONS (BASE SALARY $150,000), YEAR THREE

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Company Aggregate Performance Goal for Year Three:  $31.8 M
Company Achieves:  $39.8M
Percentage of achievement versus goal:  125%
Vice President Stock Target:  20% of $150,000 (base salary) = $30,000
Calculation Factor for Achieving 125% of Target Goal:  125%
Restricted Stock Award:  125% * $30,000 = $37,500

EXAMPLE 2

EXAMPLE FOR VICE PRESIDENT - OPERATIONS (BASE SALARY $150,000), YEAR SIX

Company Aggregate Performance Goal for Year Six:  $65.2M
Company Achieves:  $58.2M
Percentage of achievement versus goal:  89%
Vice President Stock Target:  20% of $150,000 (base salary) = $30,000
Calculation Factor for Achieving 89% of Target Goal:  50%
Restricted Stock Award:  50% * $30,000 = $15,000

                  (a)      The Chief Financial Officer shall be responsible for
reporting to the Compensation Committee the Operating Income amounts for each
Program Year in the Performance Period and each eligible Participant's Base
Salary for such Program Year. The Compensation Committee will review the report
of the Chief Financial Officer and determine the incentive amount for each
Participant as specified in Section 8.01.

                  SECTION 3.03 PAYMENT OF AWARDS.

                  (a).     The amount determined under Section 3.02(c) shall be
paid to the Participant in Shares of Restricted Stock. The number of Shares to
be issued to a Participant shall be determined by dividing the incentive amount
awarded to such Participant by the Fair Market Value of a Share determined on
the date immediately preceding the payment date (as described in subsection
(b)).

                  (b).     Shares of Restricted Stock shall be issued to
Participants on the March 15 following the Program Year for which an incentive
amount was determined.

                  (c).     Shares of Restricted Stock shall not be transferable
and shall be subject to forfeiture unless the Participant remains employed with
the Company for five (5) years after the date of issuance; provided that if the
Participant terminates employment from the Company as a result of death or
disability prior to the vesting date, the Shares of Restricted Stock will become
immediately and fully vested on the date of such termination.

                                   ARTICLE IV
                                PERFORMANCE STOCK

                  SECTION 4.01 ISSUANCE OF PERFORMANCE STOCK FOR INDIVIDUAL
ACHIEVEMENT. The Company may issue Shares of Performance Stock to a Participant
based on a Participant's individual

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extraordinary achievement above standard objectives for the year, regardless of
the Company's Annual Performance Goals.

                  SECTION 4.02 DETERMINATION OF PERFORMANCE STOCK AWARDS. The
Chief Executive Officer shall make a recommendation to the Compensation
Committee of the number of Shares of Performance Stock the Participant should
receive and detailing the extraordinary achievements of any Participant . The
Compensation Committee shall review the recommendation and approve, reject or
modify the recommendation of the Chief Executive Officer in its sole discretion.
No communication should occur with Participants prior to the written
certification of the Compensation Committee as set forth in Section 8.01.

                  SECTION 4.03 PAYMENT OF PERFORMANCE STOCK AWARDS.

                  (a)      Shares of Performance Stock shall be issued to
Participants on March 15 following the calendar year for which such award is
made.

                  (b)      Shares of Performance Stock shall not be transferable
and shall be subject to forfeiture unless the Participant remains employed with
the Company for one (1) year after the date of issuance; provided that if the
Participant terminates employment from the Company as a result of death,
disability or retirement prior to the vesting date, the Shares of Performance
Stock will become immediately and fully vested on the date of such termination.

                                    ARTICLE V
                                  STOCK OPTIONS

                  SECTION 5.01 STOCK OPTION. At any time, the Compensation
Committee may issue non-qualified stock options to Participants for
extraordinary achievements or as an employment incentive. Stock options shall
vest in equal installments over a four (4) year period, although the
Compensation Committee may provide that vesting is accelerated in the event of
the Participant's termination of employment as a result of death or disability.
The award of Stock options is subject to approval of the Board.

                                   ARTICLE VI.
                      RIGHTS OF THE COMPENSATION COMMITTEE

                  SECTION 6.01 RIGHTS OF THE COMPENSATION COMMITTEE. The
Compensation Committee reserves the right to distribute Restricted Stock,
Performance Stock or nonqualified stock options as it deems appropriate in
extraordinary circumstances. In addition, the Compensation Committee reserves
the right to approve, modify or reject any stock awards in the event that
extraordinary circumstances warrant such action.

                                  ARTICLE VII.
                            AMENDMENT AND TERMINATION

                  SECTION 7.01 AMENDMENT AND TERMINATION. The Company shall have
the right by action of the Board to amend or terminate (in whole or in part)
this Program at any time and in any manner; provided, however, that no amendment
or termination may affect the amount of incentives accrued prior to the date of
such Board action or the effective date thereof, whichever is later, nor may any
amendment or termination affect the rights and responsibilities of any
Participant or of the Company with respect to Stock issued to Participants prior
to such operative date. For purposes of this Section 7.01, an incentive will be
deemed to be "accrued" on the Valuation Date of the Program Year or Performance
Period with respect to which it is payable under the Program.

                                       81

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                                  ARTICLE VIII.
                               GENERAL PROVISIONS

                  SECTION 8.01 PREPARATION OF REPORTS FOR COMPENSATION
COMMITTEE. The Chief Executive Officer, Chief Financial Officer and Vice
President of Human Resources shall prepare a report for the Compensation
Committee detailing the Operating Income of the Company for the Performance
Period and each Participant's Base Salary, Restricted Stock earned by each
Participant, and a recommendation for the award of any Performance Stock and/or
non-qualified stock options for any Participant. As soon as practicable after
the close of the Performance Period, the Compensation Committee shall meet to
review and certify in writing, whether, and to what extent, the objectives for
the Performance Period have been achieved, and determine whether to award any
Performance Stock or non-qualified stock options to any Participants. The
Compensation Committee shall certify in writing the awards to each Participant.
No communication should occur with Participants prior to this written
certification.

                  SECTION 8.02 LIMITATION OF RIGHTS AGAINST THE COMPANY. Neither
participation in this Program, as in effect at any time, nor the incentive and
entitlements accorded hereunder, shall be construed as giving to any Participant
any right to be retained in the service of the Company, limiting in any way the
right of the Company to terminate such Participant's employment at any time,
evidencing any agreement or understanding, expressed or implied, that the
Company will employ such Participant in any particular position or at any
particular rate of compensation and/or guaranteeing such Participant any right
to receive any other form or amount of remuneration from the Company.

                  SECTION 8.03 SPENDTHRIFT CLAUSE. No Participant shall have the
right to transfer, assign, alienate, anticipate, pledge or encumber any
incentive hereunder, whether currently or thereafter payable, nor shall such
payments, or any part of the Company assets from which such benefits may be
paid, be subject to seizure by legal process by any creditor of such Participant
or Beneficiary. Any attempt to effect such a diversion or seizure as
aforedescribed shall be deemed null and void for all purposes hereunder.

                  SECTION 8.04 WITHHOLDING. The Company shall be entitled to
withhold any Shares issued hereunder (or require the Participant to deliver to
the Company such number of Shares that would otherwise vest) having a Fair
Market Value on the date the Shares are withheld (or delivered) equal to the
amount necessary to satisfy the Company's minimum federal, state, or local tax
withholding obligations with respect to such issuance of Shares or the vesting
thereof. The Company shall be entitled to withhold from any other amount payable
to a Participant the amount necessary to satisfy the Company's federal, state,
or local tax withholding obligations with respect to the issuance of Shares
hereunder or the vesting of such Shares.

                  SECTION 8.05 LIABILITY. Neither the Company nor any
shareholder, director, officer or other employee of the Company, nor the
Compensation Committee or any person serving as a delegate of the Compensation
Committee, or any other person shall be jointly or severally liable for any act
or failure to act hereunder, except for gross negligence or fraud.

                  SECTION 8.06 SUCCESSORS AND ASSIGNS. The terms and conditions
of the Program, as amended and in effect from time to time, shall be binding
upon the successors and assigns of the Company, including without limitation any
entity into which the Company may be merged or with which the Company may be
consolidated or to which substantially all of the assets of the Company are sold
or transferred.

                                   ARTICLE IX.
                                   DEFINITIONS

                  SECTION 9.01 DEFINITIONS. Whenever used herein, the following
words and phrases shall have the meaning indicated below, unless the context
clearly indicates otherwise:

                                       82

<PAGE>

                  (a)      "Aggregate Performance Goal" means up to three
consecutive years of Annual Performance Goals (i.e., the current year's Annual
Performance Goal and the past two years' Annual Performance Goals) or for as
long as the Program has been in place, whichever is shorter.

                  (b)      "Annual Performance Goal" means the Operating Income
for a Program Year.

                  (c)      "Base Salary" for a given Program Year means the
Participant's rate of annual base salary as of the first day of such Program
Year.

                  (d)      "Board" means the Board of Directors of TechTeam
Global, Inc.

                  (e)      "Company" means TechTeam Global, Inc. and its
subsidiaries.

                  (f)      "Fair Market Value" of a Share means, for purposes of
Section 3.03, the average closing price of a Share as quoted on The National
Association of Securities Dealers' Automated Quotation System (including The
Nasdaq Stock Market's National Market) for the thirty (30) trading days
immediately preceding the date of the award. If the Shares are not traded on a
registered securities exchange or quoted in such a quotation system, the
Committee shall determine the Fair Market Value of a Share. In any other
context, "Fair Market Value" has the meaning ascribed to such term in the
Company's Incentive Stock Plan.

                  (g)      "Operating Income" means Operating Income as reported
and specified in the Company's quarterly Form 10-Q and annual Form 10-K filings
with the SEC.

                  (h)      "Participant" means any Company employee who
satisfies the provisions of Section 2.01 hereof.

                  (i)      "Performance Period" means the period for which the
performance goals are measured.

                  (j)      "Performance Stock" means a grant of Stock that vests
one year after the date of grant.

                  (k)      "Program Year" means the twelve (12) month period
commencing on January 1 of each calendar year.

                  (l)      "Restricted Stock" means a grant of Stock that vests
five years after date of grant.

                  (m)      "Stock" or "Share" means a share of the Company's
Common Stock.

                  (n)      "Valuation Date" means the last day of a Program Year
or the last day of a Performance Period, as applicable.

                  SECTION 9.02 CONSTRUCTION. Whenever any words are used herein
in the masculine, they shall be construed as though they were used in the
feminine in all cases where they would so apply; and whenever any words are used
in the singular or the plural, they shall be construed as though they were used
in the plural or the singular, as the case may be, in all cases where they would
so apply. The words "hereof", "herein", "hereunder" and other similar compounds
of the word "here" shall mean and refer to this entire Program and not to any
particular article or section. Titles of articles and sections hereof are for
general information only, and the Program is not to be construed by reference
thereto. The Program shall be construed and its validity determined according to
the laws of the State of Delaware to the extent such laws are not preempted by
federal law. In case any provision of this Program shall be held illegal or
invalid for any reason, said illegality or invalidity shall not affect the
remaining parts of this Program; but rather this Program shall be construed and
enforced as if said illegal and invalid provisions had never been inserted
therein.

                                       83

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