Macrovision Corporation 2007 Business Unit Management Incentive Plan

Exhibit 10.1

Macrovision Corporation

2007 Business Unit Management Incentive Plan

I. INTRODUCTION

a. The Objective of the 2007 Business Unit Management Incentive Plan (the “Plan”) is to (i) enhance stockholder value by promoting strong linkages between executive contributions and company performance; (ii) support achievement of the business objectives of Macrovision Corporation and its subsidiaries (the “Company”); and (iii) promote retention of participating employees of the Company.

b. Participants: This plan applies solely to (i) the senior executives reporting directly to the Chief Executive Officer in charge of the Distribution and Commerce, Entertainment, Embedded Solutions and Software Business Units (each a “Business Unit”), and (ii) the persons listed on Schedule B hereto who are assigned to support a specific Business Unit. Employees otherwise participating in the Sales Compensation Plan Fiscal 2007 or the 2007 Services bonus plan of Macrovision Corporation and its subsidiaries are not eligible for the Plan.

c. Effective Date: This Plan is effective for the second half of fiscal year 2007, beginning July 1, 2007 through December 31, 2007. This Plan is limited in time and expires automatically on December 31, 2007. All benefits under this Plan are voluntary benefits. Participation in this Plan during fiscal year 2007 does not convey any entitlement to participate in this or future plans or to the same or similar bonus payment benefits.

d. Changes in the Plan: The Company presently has no plans to change the Plan during the fiscal year. However, this plan is a voluntary benefit provided by the Company and by virtue of the fact that bonuses are not a contractual entitlement and are paid at the sole discretion of the Company, the Company reserves the right to modify the Plan, in total or in part, at any time. Any such change must be in writing and approved by the Compensation Committee of the Board of Directors. The Compensation Committee of the Board of Directors and Plan implementers (CEO, CFO and EVP, Human Resources) reserve the right to interpret the Plan document as needed and such interpretations shall be final, conclusive and binding on all persons, and shall be given the maximum deference permitted by law.

e. Entire Agreement: This Plan is the entire agreement between the Company and the employee regarding the subject matter of this Plan and supersedes all prior bonus or commission incentive plans (including but not limited to the 2007 Senior Executive Company Incentive Plan, the 2007 Company Incentive Plan, the Sales Compensation Plan Fiscal 2007 and the 2007 Services bonus plan) with respect to the second half of fiscal year 2007, whether with Macrovision or any subsidiary or affiliate thereof, or any written or verbal representations regarding the subject matter of this Plan.

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II. ELIGIBILITY AND INCENTIVE PLAN ELEMENTS

a. Eligibility: The participants are eligible for the incentive payout if they meet the following requirements:

AND

The participant must be employed in an incentive-eligible position on or before the first working day of the last fiscal quarter of fiscal year 2007 and must be employed by the Company on the day the bonus is paid to be eligible for a 2007 incentive payment. Participants may expect to receive their 2007 incentive payment on or about March 15, 2008. Participants in the Plan with less than one year of service will be eligible for a prorated incentive amount as set forth in Proration Factor below. In no event will any individual accrue any right or entitlement to any incentive under this Plan unless that individual is employed by the Company on the day the bonus is paid.

Any exception to the above must be approved in writing by the Company’s Compensation Committee.

b. The Annual Base Salary in effect at the end of the fiscal year represents the basis for the incentive calculation. Nothing in the Plan, or arising as a result of a Participant’s participation in the Plan, shall prevent the Company from changing a Participant’s Annual Base Salary at any time based on such factors as the Company in its sole discretion determines appropriate.

c. Business Unit Performance Factor is based upon the Participant’s Business Unit achieving an established worldwide revenue target and a worldwide contribution profit target for the second half of 2007 per the 2007 second half Business Unit operating plan approved by the Board of Directors of the Company. The applicable targets for the second half of fiscal year 2007 can be amended by the Compensation Committee of the Board of Directors at any time during the fiscal year. Notwithstanding anything to the contrary contained herein, the Compensation Committee has the discretion to determine to pay less than the full amount (including to pay zero percent) of

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the payout to which any Participant would otherwise be entitled, which determination shall be based upon such factors as the Compensation Committee determines appropriate (including without limitation as a result of the Company’s, Business Unit’s or a Participant’s failing to achieve one or more objectives with respect to the fiscal year). When the revenue and contribution profit percentages fall between the stated percentages on the matrix, the Business Unit Performance Factor will be determined using a straight-line interpolation approach. If the Business Unit (a) exceeds 120% of Revenue and/or 140% of Contribution Profit or (b) does not achieve 85% of Revenue and/or 85% of Contribution Profit, the Business Unit Performance Factor will be determined using a straight-line extrapolation approach, provided however that the Business Unit Performance Factor may be modified at the sole discretion of the Compensation Committee of the Board of Directors for any reason, including in the event that such Business Unit performance is due to an extraordinary or exceptional circumstance.

Contribution Profit as a % of Goal

d. Incentive Target Percentage is a percentage level of base salary determined by the employee’s position. These targets will be weighted by company, business unit and individual performance and customer satisfaction performance, with a greater incentive percentage weighted toward company and business unit performance the higher the position in the Company, and will be set forth in an Incentive Target Percentage Schedule for each Participant in substantially the form attached hereto as Schedule A.

e. Individual Performance Factor (“IPF”) is based upon the manager’s evaluation of performance and contribution for the fiscal year. As a Factor to the incentive target for the position, this factor can range from 0 to 150%.

f. Macrovision Corporation Performance Factor is based upon the Company achieving an established worldwide revenue target and a worldwide operating

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profit target per the 2007 operating plan approved by the Board of Directors of the Company. The applicable targets for fiscal year 2007 can be amended by the Compensation Committee of the Board of Directors at any time during the fiscal year. Notwithstanding anything to the contrary contained herein, the Compensation Committee has the discretion to determine to pay less than the full amount (including to pay zero percent) of the payout to which any Participant would otherwise be entitled, which determination shall be based upon such factors as the Compensation Committee determines appropriate (including without limitation as a result of the Company’s or a Participant’s failing to achieve one or more objectives with respect to the fiscal year). When the Revenue and operating profit percentages fall between the stated percentages on the matrix, the Performance Factor will be determined using a straight-line interpolation approach. If the Company (a) exceeds 120% of Revenue and/or 140% of Operating Profit or (b) does not achieve 85% of Revenue and/or 85% of Operating Profit, the Company Performance Factor will be determined using a straight-line extrapolation approach, provided however that the Company Performance factor may be modified at the sole discretion of the Compensation Committee of the Board of Directors for any reason, including in the event that such Company Performance is due to an extraordinary or exceptional circumstance.

Operating Profit as a % of Goal

g. Customer Satisfaction Factor: The Customer Satisfaction Factor is based upon an improvement against the Company’s 2006 Customer Satisfaction Survey Score. Depending upon the amount of improvement in such Score, the Customer Satisfaction Factor will represent up to 5% of the Incentive Target Percentage at target.

h. Transfers and Terminations: Any employee who is a participant in the Plan and who transfers to a new position not governed by this Plan will be eligible on a pro-rata basis for the applicable period and paid as defined by the Plan. Employees who transfer into the Plan from another plan will be subject to proration as well, and

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consequently will be eligible to receive an incentive payment based on their participation in this Plan during fiscal year 2007 applying the Proation Factors referred to below. Payments from the Plan are subject to reduction by advances, unearned commission advances, draws or prorations and appropriate withholdings. Any exceptions to the Plan must be in writing and approved by the Compensation Committee.

A participant must be employed as of the day the bonus is paid to be eligible for the year-end incentive. If an employee terminates prior to the date the bonus is paid, the employee will not be eligible for such incentive payment.

i. Proration Factor accounts for the number of calendar days during the second half of the fiscal year that the employee is in the incentive-eligible position. For example, the proration factor for an employee who has been on the Plan the entire second half of the year will be 1.00. For an employee who has been on the plan for 3 months, the factor will be 0.50. Employees in the following situations will have a Proration Factor of less than 1.00:

Any modification to the above schedule must be approved by the Chief Executive Officer, the Chief Financial Officer and Human Resources in advance of the year end close date.

III. PRACTICES AND PROCEDURES

• A copy of the Plan will be made available to each participant.

• All incentive payments will be made after all required or elected withholdings have been deducted.

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b. Governing Law: This Plan is governed by the law of California and the parties hereby submit to the exclusive jurisdiction of the County of Santa Clara, California courts.

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SCHEDULE A

INCENTIVE TARGET PERCENTAGE SCHEDULE

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SCHEDULE B

LIST OF INDIVIDUALS ASSIGNED TO SUPPORT SPECIFIC BUSINESS UNITS

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