CITRIX SYSTEMS, INC. 2005 EXECUTIVE BONUS PLAN

Exhibit 10.1

CITRIX SYSTEMS, INC.

2005 EXECUTIVE BONUS PLAN

The purpose of the Citrix Systems, Inc. 2005 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, 2005, the following executives 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.

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.

C. Performance Measures and Weighting. For all Participants other than the VP, EMEA, bonus awards are tied solely to the achievement of corporate financial targets (“Financial Targets”).

For all Participants other than the VP, EMEA, 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 VP, EMEA is tied to the achievement of geo financial targets and individual goals in the following percentages:

Bonus awards for the VP, EMEA 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 for achievement of the individual goals component under this Plan will be determined by the President & CEO.

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, 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 geo 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 VP, EMEA:

For VP, EMEA:

In the event of the over-achievement by the Company of the Financial Targets, or geo 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 VP, EMEA:

For VP, EMEA:

EMEA, up to twenty-five percent (25%) of targeted bonus awards will be paid quarterly in cash based on the applicable percentage achieved of each associated Financial Target, or geo financial target (as the case may be), with a reconciliation based on final achievement of Financial Targets, or geo 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.