2004 PERFORMANCE INCENTIVE PLAN (the Plan)

Exhibit 10.17

CONFIDENTIAL TREATMENT REQUESTED

2004 PERFORMANCE INCENTIVE PLAN (the “Plan”)

PLAN PARTICIPANTS

PLAN PERIOD

PLAN POOL

COMPANY PERFORMANCE OBJECTIVES TO FUND PLAN POOL

The Company Performance Objective shall be comprised of two components, the Revenue Objective and the Pro Forma Operating Profit Objective, as follows.

At 100% achievement of both performance objective targets, the Plan Pool is funded at $2,100,000 (“On-target Pool Amount”).

Minimum Company Performance Level: For the Plan Pool to be funded and for any incentives to be earned by Plan Participants, both of the following thresholds must be achieved:

PLAN POOL FUNDING

The amount of the Plan Pool will be calculated based upon the achievement level of each performance objective. At the Minimum Company Performance Level, the On-target Pool Amount of $2,100,000 will be adjusted to 75%, such that the Plan Pool results in $1,575,000.

Once the Revenue Target is achieved at the minimum 90% level, achievement beyond that level will not affect the Plan Pool funding, and the Plan Pool funding will then only be affected by the level of achievement of the Pro Forma Operating Profit Objective beyond the minimum 90% level as outlined in the table below.

Plan Pool Funding Table

TARGET INCENTIVES

WHEN PLAN INCENTIVES ARE EARNED AND PAID

Achievement of Company and individual performance results will be assessed at the end of the Plan Period, and if achieved as applicable, the Plan Participant will earn incentives at the end of the Plan Period. Awards for Cxx level Plan Participants in grades 13 and 14 must be approved by the Compensation Committee or Board of Directors, as applicable. Achievement of the Company’s Revenue Objectives and Net Operating Profit Objectives must both be equal to or greater than 90% or no incentives will be earned. Achievement of the Company’s Revenue and Net Operating Objectives will be assessed jointly by the CEO, CFO and the Board of Directors’ Compensation Committee, and their decision shall be final and binding. Achievement of Individual performance results will be determined by appropriate Company management and approved by HR and the CEO. The Plan Participant must be an active employee on the last day of the Plan Period for any incentive to be earned. Payment on earned incentives will be made as soon as reasonably possible following the end of the Plan Period and will be net of all applicable withholdings.

LEAVES OF ABSENCE AND TERMINATION OF EMPLOYMENT

The CEO will determine in his sole discretion whether a Plan Participant on a leave of absence during the Plan Period may be eligible for a partial or prorated incentive. Plan Participants must be actively employed on the last day of the Plan Period in order to be eligible for any incentives. Plan Participants who terminate for any reason during the Plan Period are not eligible for incentive awards.

AT-WILL EMPLOYMENT

Participation in this Plan is not an agreement (express or implied) between the Plan Participant and the Company that the Company will employ the Plan Participant for any specific period of

time, nor is there any agreement for continuing or long-term employment. The Plan Participant and the Company each have the right to terminate the employment relationship at any time and for any or no reason. This at-will employment relationship can only be modified by an agreement signed by the Plan Participant and the Company’s Chief Executive Officer (“CEO”).

DETERMINATIONS, CHANGES AND EXCEPTIONS TO PLAN

This document highlights the principal features of the Plan, but it does not describe every situation that can occur. The Company retains the right to interpret, revise, modify or delete the Plan at its sole discretion at any time. This document supercedes any previous incentive plan document including any specific provisions stated in the Plan Participant’s offer letter or employment agreement specifying eligibility, amount, and participation in any incentive or bonus program. The Company reserves the right to make any reasonable adjustments to the Plan, including but not limited to project assignments, as necessary to reflect business and economic conditions. The CEO, Human Resources, and/or the Compensation Committee, as applicable, must approve any exceptions, modifications or adjustments to the Plan. The Company further retains full and final discretion to determine whether a Plan Participant has earned any incentives pursuant to the Plan. All such determination shall be final and binding.