CITRIX SYSTEMS, INC. 2006 EXECUTIVE BONUS PLAN

Exhibit 10.1

CITRIX SYSTEMS, INC.

2006 EXECUTIVE BONUS PLAN

The purpose of the Citrix Systems, Inc. 2006 Executive Bonus Plan (“Plan”) is to provide to executive officers of Citrix Systems, Inc. (the “Company”) competitive compensation opportunities that are aligned with and promote the overall financial objectives of the Company and its shareholders. In addition to base salary and long-term equity awards, this will be accomplished through incentives payable in the form of cash bonuses designed to reward executives for the financial and operational success of the Company. This Plan does not govern the Company’s base salary and long-term equity awards compensation practices.

Company executives are eligible to participate in the Plan. As of January 1, 2006, the following executives are among those who have been approved for participation in the Plan (the “Participants”):

Other individuals may become Plan Participants during a fiscal year (“New Participants”) provided such an individual is: (1) an executive of the Company; (2) recommended for participation by the President & CEO; and (3) approved for participation by the Compensation Committee of the Board of Directors (the “Compensation Committee”).

The Plan will be administered by the President & CEO and the Compensation Committee.

Participants will be eligible to participate in this Plan upon the recommendation of the President & CEO and approval by the Compensation Committee. A New Participant’s bonus opportunity will be prorated based on the number of full and partial months remaining in the performance period at the time Plan participation is approved. New Participants approved for the Plan may be eligible to receive a bonus (prorated based on the number of full and partial months remaining in the performance period) for the achievement of individual performance measures, as recommended by the President & CEO and approved by the Compensation Committee.

For all Participants other than the Group Vice President and General Manager, Online Group and VP, EMEA Sales and General Manager, bonus awards under this Plan will be calculated based on the following financial components for purposes of performance measurement and weightings:

The bonus award for the Group Vice President and General Manager, Online Group and VP, EMEA Sales and General Manager is tied to the achievement of segment financial targets and individual goals in the following percentages:

Bonus awards for the Group Vice President and General Manager, Online Group for achievement of the financial targets component under this Plan will be calculated based on the following financial components for purposes of performance measurement and weightings:

Bonus awards for the VP, EMEA Sales and General Manager for achievement of the financial targets component under this Plan will be calculated based on the following financial components for purposes of performance measurement and weightings:

Bonus awards for the Group Vice President and General Manager, Online Group and VP, EMEA Sales and General Manager for achievement of the individual goals component under this Plan will be determined by the President & CEO or a direct report of the President & CEO to whom the President & CEO has delegated such authority.

Bonus awards are subject to a minimum performance requirement before any award may be

earned. The performance requirements are as follows:

For purposes of this Plan, Corporate Operating Income and EPS shall be calculated on an adjusted basis that specifically excludes amortization of intangible assets, write-offs of in-process research and development, charges associated with the expensing of equity-based compensation and other adjustments approved by the Compensation Committee.

Financial components and weightings will be reviewed periodically throughout the year to ensure continued alignment with the Company’s business strategy and objectives. Upon the recommendation of the President & CEO and approval of the Compensation Committee, the financial components and weightings may be adjusted at such time to reflect changes in business priorities.

In the event of the under-achievement by the Company of the Financial Targets, or segment financial target (as the case may be), for each financial component category but subject to the requirements of subsections IV.C (1) and (2) above, bonus awards will be adjusted downwards from the Plan Participant’s target bonus award as follows:

For all Participants other than the Group Vice President and General Manager, Online Group and the VP, EMEA Sales and General Manager:

For the Group Vice President and General Manager, Online Group:

For the VP, EMEA Sales and General Manager:

In the event of the over-achievement by the Company of the Financial Targets, or segment financial target (as the case may be), for each financial component category, bonus awards will be adjusted upwards but capped at a maximum of 200% of the Plan Participant’s target bonus award as follows:

For all Participants other than the Group Vice President and General Manager, Online Group and the VP, EMEA Sales and General Manager:

For the Group Vice President and General Manager, Online Group:

For VP, EMEA Sales and General Manager:

* Including any fraction of a percent rounded to one decimal place.

and General Manager, if financial performance of all three financial components is tracking to 100% of each associated Financial Target and the EPS target is on track, then twenty-five percent (25%) of forecasted bonus awards will be paid in cash after June 30. For the Senior Vice President, Corporate Sales and Services, the Group Vice President and General Manger, Online Group and VP, EMEA Sales and General Manager, up to twenty-five percent (25%) of annual targeted bonus awards will be paid quarterly in cash based on the applicable percentage achieved of each associated Financial Target, or segment financial target (as the case may be), with a reconciliation based on final achievement of Financial Targets, or segment financial target (as the case may be), at year-end. Subject to approval by the Compensation Committee, the balance of all bonus awards will be paid in cash no later than the first quarter following the conclusion of the fiscal year to which the award relates.